1. Global HR Update Recruitment Process Optimization (RPO)
The word Optimization was decided to be used after negative feeling was collectively received around the word “outsourcing”.

2. Global Recruitment Process
Global Recruitment Umbrella
Leader Name
Strategy
Operations
Acquisition Leader
Africa
Australia
Brazil
China
Europe
India
Mexico
NE/SE Asia
U.S.
Global Recruitment Process 1.
Prepare 2.
Kickoff 3.
Source 4.
Screen 5.
Present
6. Mgr Interview 7.
Select 8.
Offer 9.
Hire
10.
Post-Hire
Global Partners
Global Platforms
(Managed Service Provider – MSP)
Vendor Management System (VMS), CWK Program Process Design, Supplier Cost Control, Program Management
(Recruitment Process Optimization – RPO)
Recruitment Process Design, Applicant Tracking System (ATS), Resources, Sourcing Strategies, Targeted Candidate Messaging
(Employment Brand)
Career Website, Collateral, Go-To-Market Strategy, EVP, Brand Strategy

3. What Changes Will We See in the Requisition Initiation Process?
Before RPO – Manual Process
Hiring Manager informs Line HR of vacancy and details
Line HR manually sends an to recruiting with position details
Someone in corporate recruiting receives a message in their inbox (not always apparent who the right person is)
After RPO – Technology Enabled Process
Hiring Manager informs Line HR of vacancy and details
Line HR enters requisition details into iRecruit
The right person in corporate recruiting is routed the vacancy

4. How Will the Technology Support the Process?
Requisition Integration Scenario 1: Requisition Integration Scenario 2:
iRecruit and Taleo OneSource and Taleo
OneSource/iRecruit
Taleo Applicant
Tracking System(ATS)
iRecruit
Originated
Requisitions
(with Job
Profile)
Candidates
Approved
For Hire
Foundation Data Integrations: •
Organization
Locations
Departments
Req. (Job) Templates
Employee
Names & WWIDS
Users (Recruiters , Managers, HR)
LUDS (Large User Defined
Selections)
Requisitions entered into
iRecruit by HR
and posted internally
Decision Point for HRLT
Fully integrated
Job Profiles are loaded to iRecruit
A feed sends requisitions ATS to be sourced externally when internal process is complete automatically
New hire details flow from ATS into HRIS automatically
Integration exists
Internal posting continues to be performed manually, as in current state
A feed sends requisitions ATS to be sourced externally when internal process is complete automatically
New hire details flow from ATS into HRIS automatically

5. What Changes Will We See in the Sourcing Process?
Before RPO – Communication Gaps Exist
Communication gaps may make Hiring Manager or Line HR feel they’ve entered a black hole
Line HR or Hiring Manager sends an to inquire about vacancy status, must manage recruiting through the process
Candidates presented may not meet expectations due to lack of hiring manager and recruiter interaction
After RPO – Engagement with Hiring Manager and Sourcing Strategy Improve the Process
Recruiter holds intake meeting with Hiring Manager
Recruiter will use a multi-pronged sourcing strategy tailored to the vacancy
The Hiring Manager is satisfied with the quality of resumes/CVs

6. How Will our Sourcing Strategy be Improved to Find the Right Talent?
We’ll take a targeted, multi-pronged approach to finding the right candidate
Today, Recruiting primarily looks to large job boards like Monster.com, 51jobs.com, etc.
We spend thousands of dollars each year on job board contracts, and find that we may only get about 2% of hires from a given board*
In the future, we’ll look to industry and function specific sources, market research, competitor/ complementary companies, niche boards, and a host of other sources depending on the particular vacancy
Diagram provided by RPO vendor
*Estimate based on one particular job board

7. How will the Candidate Experience Improve?
Before RPO – Low Awareness Around Jobs and Cumbersome Application Process
Candidate may only find jobs through limited Channels (mainly Careers. .com)
Candidates in numerous countries around the globe cannot apply via mobile, often their only means of accessing the web
Candidate is required to fill out numerous paper forms when they come in for an interview, often with repetitive data
After RPO – Jobs Accessible Through Many Channels and Process Streamlined
Candidates may access jobs through multiple channels or be referred to jobs
Candidates across the world may search for vacancies through their mobile devices
Candidates complete application online* reducing manual work for the candidate, Line HR and the recruiter
*A few manual forms remain in exception cases where it was impossible to do away with a particular form

8. Change Management / Communication
RPO Project Implementation Progress
Discovery
Design and Build
Cutover and Go-Live
Conduct in-region process sessions to map current state process and provide future state recommendations
Gather technical requirements from each region
RPO Subcommittee meetings - ongoing
Determine future state resource allocation
Develop sourcing
strategy
Position EVP
Complete ATS configurations
Integrate systems (as determined during discovery)
Conduct RPO emersion training
Conduct training with stakeholders
Prepare facilities
Migrate data (as determined during discovery)
Deploy change control process
Global process, accounting for regional variation
Interim resources identified - ongoing
Completed business requirements workbooks
Recruiting team structure
Robust, targeted sourcing strategies
Global Applicant Tracking System (ATS)
Completed integrations
Reports enabled
Appropriate understanding of process and technologies
Integrated recruiting teams in-regions
ATS supporting external recruitment
Change Control Process
Activities
Outcomes
Change Management / Communication
Project Management
Key:
Complete
In Progress
Ongoing

9. Key Program Launch Dates
The RPO project will be launched in 3 phases
APAC Region
Americas
Goal for US to Go-Live prior to the college recruiting season
The EMEA Region

10. Questions/Comments/Concerns?