Tag: #highvolume

Talking Talent – Growing Pains: Change Management in RPO

Posted on by nfuqua

In this episode, we talk about change management while implementing a new RPO program.

No matter the context, change is hard, but it’s also necessary for improvement. Whether it’s sore muscles after a new workout or frustrations as teams learn new, more efficient systems, it’s impossible to improve without at least things getting at least a little bit hard. The key is making sure that pain isn’t a symptom of something a little more serious.

We can apply this to talent acquisition. Implementing a new RPO program is almost like a merger. You’re assimilating teams, changing processes and likely adding new technologies. It’s not easy, and there will be difficult points. But it’s about making sure that pain is more like a sore muscle than a broken bone.

Emily Gordon, a client delivery leader at PeopleScout joins us to talk about this change management process.

Emily has more than 21 years’ experience in talent acquisition and has overseen sourcing, continual process improvement, and client implementations. Her expertise is in transitions, process improvement, team building, client relationship development, and operational delivery. She holds a Six Sigma Green Belt certification. Emily is a graduate of the University of Michigan.

Emily walks us through her four-step system to drive success during the first 100 days of a new implementation. She shares specific examples of things that went wrong – and right – over her career. Emily explains how you can diagnose the pain of a transition as either normal growing pains – or the symptom of a larger problem.

You can listen to our other podcasts related to RPO here:

High-Volume Global RPO Solution for International Hospitality Brand

Posted on by Kate
High-Volume Global RPO Solution for International Hospitality Brand

Global RPO

High-Volume Global RPO Solution for International Hospitality Brand

An international hospitality brand—and longstanding PeopleScout client—was experiencing growing pains after an acquisition. The client needed to source, screen and hire an additional 20,000 staff for both corporate and on-site positions at hotel properties across multiple continents—bringing the annual headcount to 65,000 new hires. PeopleScout’s global RPO solution proved agile enough to seamlessly scale up to absorb the increased hiring volume, while hitting target service levels across regions.

90 % Customer Satisfaction Scores Among Hiring Managers
84 % Time-to-Fill Targets Achieved for In-Market Roles
100 % Time-to-Fill Targets Achieved for Corporate Roles

Situation

PeopleScout facilitates more than 65,000 hires annually for the hospitality brand, delivering RPO through a 350-member team across continents. Roles include management and hourly hiring needs in both corporate and in-market environments, including sales, accounting, technology, e-commerce, infrastructure, risk management, engineering, architecture, property management, customer service, housekeeping, culinary and more.

In addition to corporate hiring in the U.S. and Canada, we’ve recruited for their operations centers in the UK and India and hospitality properties spanning North America, Latin America, EMEA and APAC.

Solution

Starting with a small pilot in 2007, our relationship has developed into a strategic partnership over 15 years. At the start, the client had disjointed hiring processes across regions. PeopleScout’s RPO team streamlined their recruitment processes and developed robust, standardized compliance practices across the entire recruiting program.

Following an acquisition in 2017, the client gained nearly 1,300 properties across over 100 countries. PeopleScout scaled our global talent acquisition program to ensure the established standardized processes and compliance practices were applied to the newly acquired properties, while keeping costs down.

PeopleScout seamlessly absorbed a 20,000-position increase and easily increased resources to meet a 50% increase in the scope of services. This included scaling our RPO solution to cover the end-to-end recruitment process for management positions for all hotel locations and the U.S. and Canadian headquarters. This allowed the in-house HR team to focus on training, workforce planning and employer branding.

PeopleScout also supported the client through three talent technology transitions over the course of the partnership, creating new levels of efficiency through automation. Plus, our in-house creative agency TMP assisted the client with their recruitment marketing efforts, creating attraction content in English, French, German, Italian, Portuguese, Spanish and Turkish.

Results

In just two months, PeopleScout was able to achieve the same level of performance at the newly acquired locations as they had at the legacy locations.

  • Created standardized recruitment processes and robust compliance practices across all in-market locations resulting in significant cost savings through efficiency
  • 84% time-to-fill targets achieved for in-market hires
  • Nearly 100% time-to-fill targets achieved for corporate hires
  • 90%+ customer satisfaction scores hit for both in-market and management hires
  • Achieved nearly 100% consistency in SLAs thanks to standardized operations across PeopleScout’s global delivery centers.

At a Glance

  • COMPANY
    International hospitality brand
  • INDUSTRY
    Hospitality, Travel & Tourism
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    65,000
  • LOCATIONS
    Hospitality properties, corporate offices and operational centers across North America, Latin America, Europe and APAC
Let’s Connect

Talking Talent: Getting the Most Out of RPO

Posted on by skatz

On this episode of Talking Talent, we’re talking about Recruitment Process Outsourcing or RPO.

RPO is a type of business process outsourcing where an external organization, an RPO provider, supports an employer’s talent acquisition function by assuming responsibility for parts or all facets of talent acquisition for some or all of an employer’s hiring needs.

During an RPO engagement, the RPO company works closely with a client’s talent acquisition or HR department and hiring managers to learn the organization’s long-term talent acquisition strategy, hiring challenges and goals.

RPO providers then design a customized recruiting program tailored to support the client’s specific needs. This focus on client consultation and partnership distinguishes an RPO program from standard staffing agencies and headhunters.

RPO engagements are not only about outsourcing your recruiting, they are also about finding the best partner to help manage the people, process, technology and strategy of your talent acquisition function.

To talk about RPO, joining us is Jessie McGowan, PeopleScout’s leader of business development in North America. She spends the majority of her time talking to prospective customers about our solutions here at PeopleScout, but she is client delivery at heart.

Jessie talks about the factors that drive RPO buyers, what makes an RPO partnership different than other third-party vendors and how you can set the right SLAs and KPIs to drive success in your program. Looking forward, Jessie digs into what technology and the push toward total workforce solutions mean for talent acquisition.

Learn from our other PeopleScout experts in previous Talking Talent episodes: