Issue link: https://www.e-digitaleditions.com/i/43732
Baker's Dozen: RPO • Screening • Interview scheduling • Requisition management • Offer processes management • On-boarding • Reporting and metrics • Workforce planning support • Employment brand development • Advertising budget and strategy development • Advertisement creation and placement • LEAN consulting • Total workforce solutions Most important metrics: • Time to offer/hire • Cost per hire • Profitability measure • Client fee per hire • Return on investment • Satisfaction surveys • Applicant diversity • Source of qualified applicant • Source of hire • Defect reduction (with Lean Workout) • Open requisition aging • Agency usage • Agency avoidance 9. Pinstripe No. of hires in 2010: 54,537 Web site: www.pinstripetalent.com Pinstripe designs and delivers high- performing HR and talent acquisition solutions through end-to-end RPO partnerships that integrate HR strategy development, employment branding, sourcing, screening, recruiting, hiring, on-boarding, and employee engagement. We handle every candidate interaction— sourcing, acquiring, hiring and engaging new hires—as if we are direct employees of your organization. We become brand stewards to preserve and reinforce your brand identity. Our value proposition has helped clients realize a reduction in hiring costs by as much as 40 percent, reduce vacancy rates. improve hiring cycle times, mitigate high turnover, and hire quality candidates at market-competitive rates. Clients: Agilent Technologies, Carondelet Health System, Citi, Kodak, Johns Manville, Phoebe Putney Memorial Hospital & Health System, Princeton Healthcare System, Rayonier, Reynolds American International, SSM Healthcare and VWR. Services: • Workforce planning • Requisition management • Sourcing • Screening • Recruiting • Selection • Logistics and administration • Offer process • On-boarding • Process reengineering • Strategic advisory services • Social media services • Off-boarding • Talent management Most important metrics: • Cost to hire • Hiring manager and candidate satisfaction • Diversity of candidate pool • Cycle times • Candidate acceptance ratio • Interview to offer ratio • Quality of hire • Engagement and retention • Recruitment marketing spend • Program savings and ROI 10. Futurestep, A Korn Ferry Company No. of hires in 2010: 9,000 to 10,000 Web site: www.futurestep.com Futurestep is a global provider of high- impact recruitment solutions, helping clients discover, deliver, and measure the talent that drives business success. Services offered include RPO and project recruitment, single search and consulting. Key strengths include proven expertise, proprietary competency models, innovative sourcing strategies, a focus on client business priorities, and a unique approach to measure and optimise the business impact of solutions provided. The company's global recruitment process leverages best-in-class technology, including tools designed by parent company Korn/Ferry, and the company's footprint extends across all regions, delivering scalability, critical sourcing capability and a global technology infrastructure for clients around the world. Clients: N/A Services: • End-to-end RPO • Project-based RPO • Talent acquisition consulting • Mid-level recruitment Most important metrics: • Quality of candidates • Retention rate • Manager satisfaction • Candidate satisfaction • Performance of new hires • Time to offer • Cost per hire • Agency spend • Time to fill [30] HRO TODAY GLOBAL | SUMMER 2011