Many HR leaders think that big companies like Apple, IBM, and GE have talent acquisition all buttoned up with either huge recruiting departments or by using recruitment process outsourcing (RPO) to manage their recruiting function. What you may not know is that RPO isn’t just for big business. Whether your company has 50, 500, or 2500 employees, the benefits of RPO are available to you too. Join us for this enlightening webinar to discover why RPO is a match made in Heaven for businesses just like yours.

1. Discover why RPO is a match made in Heaven
for smaller businesses just like yours.
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RPO for Smaller Businesses?
Really?

2. Who are we?
Mike Tastle, Senior Vice President Operations, Accolo
Mike brings over 15 years of Talent Acquisition experience
including executive search, corporate recruitment training
and consulting, and RPO.
Mike Palmer, Vice President, Accolo
Mike has over 20-years of diverse experience in the areas
of talent acquisition strategy at all levels, recruitment
leadership, and recruitment operations.
Who are we?

3. • How the RPO relationship works for small to mid-sized businesses.
• How RPO can transform the hiring function (in a good way).
• How to evaluate RPO providers, what questions to ask, and how to
get the perfect match for your organization.
• Making the business case for RPO in terms of need and ROI in
order to get buy-in at the top levels of your organization
• How do you know you’re ready for RPO?
Webinar Objectives

4. How do you handle your recruiting today?
Poll Question

5. What is your biggest
recruiting challenge?
Poll Question

6. You mean recruiting can
actually get better?
(Even for smaller businesses?)

7. Absolutely!

8. Recruitment Process
Outsourcing (RPO) is…
A team of experts that take care of the
People, Process, Technology, and
Strategy of the hiring process.

9. How does RPO Solve those challenges?
• Analysis and Planning
• Extensive Job Marketing
• Talent Sourcing and Engagement
• Candidate Assessment
• Candidate Care

10. RPO solves ALL your recruiting
challenges by managing the
entire hiring process for you.

11. And… RPO is no longer just for
BIG business.

12. Small and Mid-Sized businesses can gain
these benefits too.
• Manage Hiring Fluctuations Throughout the Year
• Reduce Total Recruiting Costs
• Improve Hiring Manager Satisfaction
• Reduce Time-to-Fill
• Elevate Employment Brand
• Improve Candidate Experience
• Simplify Hiring Process
• Save Time for Other Duties
It’s a strategic approach to hiring.

13. How to evaluate RPO providers
• Covered Services
• Recruiting Experience
• Job Marketing and Advertising
• Process and Technology
• Reporting and Metrics
• Candidate Care

14. What questions should you ask a
potential partner?
What size company do they typically work with?

15. What questions should you ask a
potential partner?
What specific services do they offer?

16. What questions should you ask a
potential partner?
Do they manage recruitment end-to-end?

17. What questions should you ask a
potential partner?
Do they have experience in your industry or a
similar industry?

18. What questions should you ask a
potential partner?
What technology platform do they use?

19. What questions should you ask a
potential partner?
Are they able to cope with any specialist compliance
requirements needed for your industry?

20. What questions should you ask a
potential partner?
Do they work on-site or off-site?

21. What questions should you ask a
potential partner?
What kind of candidate screening do they offer?

22. What questions should you ask a
potential partner?
Do they write job descriptions?

23. What questions should you ask a
potential partner?
How will you learn about my company and the
kind of people who will be a good fit?

24. What questions should you ask a
potential partner?
How will you work with our internal team?

25. What questions should you ask a
potential partner?
How do you manage candidates and keep hiring
managers in the loop?

26. How can you get the perfect match for
your organization?
Why are you considering outsourcing?

27. How can you get the perfect match for
your organization?
What do you want to outsource?

28. How can you get the perfect match for
your organization?
Be clear about the good, the bad, and the ugly in
your current hiring process.

29. How can you get the perfect match for
your organization?
Are you seeking a short or long-term solution?

30. How can you get the perfect match for
your organization?
Know your budget.
Consider Quality, Cost, Speed

31. How can you get the perfect match for
your organization?
Be aware of the transitional period.

32. How can you get the perfect match for
your organization?
Be honest with potential partners and
ask lots of questions.

33. Making the case to the top levels
of your organization
Current Costs: Accurately assess what
recruiting is currently costing your organization.
• Staffing Agencies
• Job Boards
• Technology Subscriptions
• Productivity loss when recruiters are
asked to manage other duties too

34. Making the case to the top levels
of your organization
Time to Productivity: the link between
speed of hire and impact on the business.
• How long does it take to fill a position?
• How long until that new hire is fully
productive?
• What’s the net impact on your
organization?

35. Making the case to the top levels
of your organization
Candidate Experience: a poor candidate
experience can have a negative financial
impact on the organization.
• Impact on your consumer brand
• Potential loss of customers may turn
into a loss of revenue

36. Questions? Thoughts? Comments?
Your turn…

37. We are the talent chasing, job marketing, cost reducing, noise
killing, fill the job right and make you look good people.
Free Download
11 Compelling Reasons Why RPO is a Match Made
in Heaven for Smaller Businesses
www.accolo.com/webinar-download

38. We are the talent chasing, job marketing, cost reducing, noise
killing, fill the job right and make you look good people.
Thank You!
www.accolo.com/webinar-download
Thank you for attending!
(and participating)
877-4-Accolo
Don’t forget your free download!