HROTodayGlobal

Baker's Dozen: RPO 11. Aon Hewitt No. of hires in 2010: More than 65,000 Web site: www.aon.com/rpo Aon Hewitt partners with organizations to build strategic, scalable talent acquisition solutions. On behalf of our clients, our more than 500 dedicated recruitment professionals annually fill more than 65,000 positions end-to-end and help clients with an additional 100,000+ hires through recruitment administration and technology support services. We assess more than 10 million candidates annually across five continents and 16 languages through our proprietary pre- employment assessments and platform. Our approach combines experts in candidate sourcing, operations, and technology with dedicated recruitment teams ensuring candidates and hiring managers have exceptional hiring experiences. We leverage our proven infrastructure, enabling clients to expand recruitment programs globally. As a result, clients acquire world-class talent and long lasting competitive advantage in their markets. Clients: Bank of Montreal Financial Group, Lockheed Martin/Transportation Security Administration, Verizon, United Rentals, and CVS Caremark. Services: • Recruitment strategy • Employment branding and social media strategy • Requisition management • Candidate assessment and selection • Interview process management • Offer process management • On-boarding • Recruitment technology procurement and management • Applicant tracking and reporting Most important metrics: • Cycle time to fill • Diversity • New hire quality • Hiring manager satisfaction • New hire satisfaction 12. Hudson RPO No. of hires in 2010: 10,274 Web site: www.hudsonrpo.com Hudson RPO manages the people, processes, and technology associated with recruitment on a fully outsourced or project basis. The provider designs, implements, and manages custom recruitment process outsourcing programs for permanent and contingent professional-level roles for mid- to large-cap multi-national companies. Clients: N/A Services: • End-to-end RPO: Recruitment forecasting Employment branding Sourcing Vendor management Assessment Placement On-boarding • Contingent workforce solutions • Consulting Most important metrics: • Cost-per-hire • Quality of hire (hiring manager survey) • Quality of recruiter support (hiring manager survey) • Time-to-fill • Time-to-shortlist • Recruiter requisition load • Candidates submitted to candidates hired ratios • Hiring manager responsiveness 13. Ochre House No. of hires in 2010: 6,000 Web site: www.ochrehouse.com Ochre House is the leading international partner for strategic talent management and RPO. Clients: Bupa, Somerfield, Steria, SAS, Telefonica O2, Agilent Technologies, Merck Serono, Thomson Local, United Biscuits, Kimberley-Clark, AB In-Bev, and Juniper Networks. Services: • RPO • Resource management • Talent management • HR consulting • Executive search outsourcing Most important metrics: • Time to hire • Quality of hire • Candidate and hiring manager satisfaction • Attrition/retention • Source of hire (increase in direct hires/passive or active) • Talent pipeline (number of qualified candidates against business critical roles) SUMMER 2011 | www.hroglobal.com [31]

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