Recruitment process outsourcing (or RPO) is a new approach to recruiting. An experienced recruitment consultant operates on a client’s site as part of their HR team. The consultant has the full support of a team of candidate managers and talent pool development staff to gain leverage not possible with an inhouse model or too expensive from an agency model –saving time and money.

	Slash your current recruitment spend by 40 to 60 percent
	Reduce both ‘time to hire’ and ‘cost per hire’
	Pro-active recruitment creates a ‘delivery on demand’ environment
	Improve the effectiveness of your recruitment process
	Concentrate human and capital resources on core competencies
	Reduce management time spent on recruitment process and hiring issues
	Improve quality and statistical recruitment data for effective management reporting
	Use a single supplier to tap into multiple, outside resources
	Replace current fee-based agency recruitment costs with a transparent and fixed pricing model that employs recruitment dollars more strategically
	Future-proof your business by developing your own sustainable talent database that will fill 80 to 90 percent of your roles

-------------------------------------
TechTalent.co.nz

If you work in the IT field, or have an interest in IT gizmos, have a browse through www.techtalent.co.nz.
Designed as a community site for people wanting work, seeking staff, or just keen to read about or buy the latest gadget, techtalent is rapidly becoming a popular visiting place. Whether you’re a propeller head or just someone who can’t resist that latest hi-tech toy, add www.techtalent.co.nz to your favourites.

------------------------------------
Contact Us

TalentPoint LTD – Head Office
Level 2, Economous House
4 Bond Street, WELLINGTON
Phone: 04 494 8595
Fax: 04 496 5209
Email: info@talentpoint.co.nz or craig.mcgrory@talentpoint.co.nz

Healthy savings for Ministry

Government spending was a hot topic leading up to the election and it’s likely to remain in the spotlight for some time. One area that’s likely to come under fire is spending on recruitment, and TalentPoint managing director, Craig McGrory, says recruitment process outsourcing (RPO) is the obvious solution.

It worked for the Ministry of Health. In the last 18 months the Ministry has saved over $2.3million by using TalentPoint RPO for the information directorate alone. “Using a traditional agency would normally take around six to eight weeks per hire to find the kind of specialised personnel we needed,” says former Ministry strategy and change manager, Helmut Modlik (pictured). “But with RPO recruiting we cut that time to around two weeks per hire.”

RPO delivers improved efficiencies and reduced management time spent on the recruitment process and hiring issues. That reduction in time to hire meant the cost per hire for the Ministry went from around $20,000 to $3,200. But cost is not the only driving factor for companies who opt for the RPO model. Attracting quality recruits and retaining them once hired is an important draw card.

“Some of the specific competencies and skill sets we needed were in very short supply, but the RPO process meant we had experienced RPO consultants on tap,” says Helmut. “They worked alongside us every day and really knew our business, so they were able to forecast and progress recruitment quickly.”

To read this and more case studies, Click Here

Facts at a glance
	Gross savings as a result of not using a traditional agency - $2.3million in under 18 months
	Cost per hire - $3,218 (pre-RPO $18,000 - $20,000 per hire)
	Placements direct via the RPO model - 82%
	Time to hire - 16.1 days (pre-RPO 30 - 40 days)

Crazy though it may seem, that’s the message from David Maister, who was in New Zealand recently presenting at seminars in Wellington and Auckland. He says intelligence is not always a key factor in getting the best from people, or for having them do the ‘right’ things.

He said enthusiasm and morale are critical to performance and he noted some tips that all good managers and people leaders know, but many often fail to act on:

	Talk to people about their goals - not yours.
	Keep your word.
	Give staff confidence they can achieve.
	Never point out people's flaws/failings.
	Get staff to set their own stretch goals.
	Help them get started.
	Talk to staff informally about their performance.
	Establish consequences for non-compliance.
	Identify staff early who don't fit the mould and fire them. They will undermine the team.
	Acknowledge staff's efforts early – even small ones.

“The job of a good manager is to make other people successful,” he said.