HRO Today Baker's Best 2016 - 10

TOP RPO PROVIDERS
there's no way to reply in that moment, " Vitale
continues. " By the time they get home, they've either
forgotten about the employment opportunity or can't
find the address. "
The solution, of course, is to build a mobile platform
permitting on-the-spot responses to online job
descriptions. " It's just a necessity now, " Vitale says.
Relationships are Critical
Once the interview process concludes, there are both
winners and losers. But, the second-place candidates
may be vital to filling future roles that suit their skill
sets. In this regard, CRM systems are becoming an
essential tool.
" Ten years ago, there was really no such thing as
CRM, " says Mir Ali, vice president of global technology
solutions at Futurestep, a Korn Ferry company
specializing in RPO. " You'd buy and install software on
a server, and when there was available bandwidth you'd
do some searches, collect some resumes, and make lists
of people to call. "
That was then. Today, there are numerous cloud-based
CRM systems that give users the ability to add detailed
notes about an employment candidate, which then
flows to a database that can be searched to effortlessly
rediscover the person for a new job opening.
" The notes assist talent recruitment staff to call back
the person for a future position that does suit his or
her skills, " Ali says. " Anyone across the enterprise has
access to these notes, from hiring managers to someone
charged with growing a division into a new region. "
Mobile, cloud-based apps are proliferating and
becoming best of breed, giving RPO providers and talent
recruitment flexibility in the tools they use. Rather than
build all this software internally, providers can evaluate
apps that already accomplish what is needed and then
integrate these tools with their existing technology.
The end result is a best-of-breed ecosystem to offer
customers.
RPO provider Pontoon offers a best-of-breed technology
proposition, depending on each client's needs and
processes. " What we're seeing on the RPO side is a much
higher rate of acceptance from the client of a specific
type of technology to create and optimize more efficient
working processes-things like mobile messaging,
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BAKER'S BEST 2016 - www.hrotoday.com
In the tight talent market, the candidate experience
needs to be as positive as possible. Although an
applicant may not be perfect for a current open
position, his or her experience and expertise may be
just what the employer is looking for in future. The
goal then is to nurture a relationship with the person.
As Wilson put it, " You want to keep the conversation
going. "
In this regard, many employers are building talent
communities " as mechanisms for serial recruiting, "
says Kalstrup from Aon Hewitt. This is not news, of
course. What is progressive is that a cloud-based tool
has emerged to measure the effectiveness of the talent
community insofar as filling future job roles. " We're
using something called Qwalify to see which people in
a community are clicking on which subjects, " Kalstrup
adds. " This helps us tailor our messaging to these people
when a job opening comes about. "
No longer are physical resumes sent to different
hiring managers in disparate corporate siloes. Rather,
everything flows to and from the cloud-based
recruitment platform deployed by Workday, which is
available to candidates on the fly, 24/7. " Nowadays if
you don't position your employment brand as tech-savvy
and sophisticated, you won't attract the people you
need to attract, " Benwitt reports.
On the other hand, Concord Hospitality, wanted a
completely integrated hire-to-retire talent management
solution and found it through a customized ATS, Ultipro
from Ultimate Software. " Turnover is a big problem
in the hotel business, " finds Debra Punke, senior vice
president of HR for the owner, operator, and developer
of 85 hotels Concord. " We post as many as 2,000 jobs
a year, a good portion of them in cleaning positions.
By using different tools to attract quality candidates
in more unique ways, we've been able to reduce our
turnover to 50 percent, much better than the 90 percent
industry average. "
automated online interview scheduling, and video
interviews, " says Stokoe.
With regard to a recent best-of-breed app the firm
is using, he cited WickedSmart, which matches high
potential students with paid internships and entry-level
positions.
Non-Stop Recruiting
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HRO Today Baker's Best 2016

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