The Peer 2 Peer Collaborative Recruiting Process—A study in disruptive outsourcing
The RPO concept was born in the 1970’s when Silicon Valley companies discovered a need for outside support in finding high tech talent through search firms and staffing agencies. This engagement proved expensive. As a result, thought went in to ways of finding the talent while lowering the cost. Many companies found it less expensive to “hire” a company to find these challenging skills. In the 1980’s and 1990’s companies moved towards a more holistic human resources outsourcing (HRO) approach and outsourced not only recruiting, but benefits, insurance, taxes payroll and outplacement as well. In 2000, it was clear that that recruiting was such a critical component that it required its own area of responsibility separate from HRO. Recruiting Process Outsourcing was outlined to involve all areas of recruiting, from contingent workforce, internal and external hiring, to special projects. These tasks can be co-sourced or end-to-end outsourced behind a fully designed workforce strategy. Many traditional RPOs have a soup to nuts service offering. These companies are steeped in tradition, carrying a recruitment and process expertise that holds value so great it gives pause to companies who have considered or already invested in innovative, enterprise CRMs and Talent Management Systems.
Innovation
A global economy and rapid technological advancement has magnified the need to acquire talent on a consistent level. New buzz words like “big data”, “crowdsourcing”, “disruptive”, “talent communities”, “passive candidate”, “branding”, “candidate experience”, and “gamification” have blended with social media and mobile technology to create the emergence of innovative, recruiting enterprise systems. That presence has created the birth of innovative recruiting tools with the web and mobile capability to connect with these monster systems via API. Recruiting thought leaders collaborate on ways to harness this innovation. In house recruiting leaders have the unenviable task of seeing the growth of this technology while working feverishly to meet the demands of their hiring challenges; similar to a terminally ill patient waiting for the development of a of a life saving drug.
In comes a disruptive, innovative component to the RPO market space. Peer 2 Peer Collaborative Recruiting Network, a Maryland based startup managed service provider (MSP), launched its marketing campaign this month. Corky Harris, Founder of Peer 2 Peer Collaborative Recruiting Network, wonders about the RPO label. “By definition of RPO, however evolving the definition is, we will not provide end to end RPO services. Moreover, our management focus is on a specific area of the recruiting ecosystem.” That area of the recruiting ecosystem Peer 2 Peer CRN will manage is the contingent workforce. Peer 2 Peer CRN uses its innovative process to promote the use of innovative tools to increase hiring accuracy and drive down time to fill. It partners with innovative companies who have developed some revolutionary apps and processes that will help companies improve accuracy and lower TTF. From candidate assessment, resume ranking, and video interviewing to mobile apps that improve the candidate experience and another that increases interview scheduling efficiency. The Peer 2 Peer Collaborative Recruiting Process and the partnering applications are truly innovative and what makes it all come together is that it can cost recruiting departments little or nothing to implement. Thanks to an invoicing system that redirects revenue back into a recruiting department’s discretionary spending account and grows at the pace of each contract hire.
Disruptive Recruiting Process Outsourcing
“Our goal is to fill positions within 25 days from the national average of 33, “Harris says, “We want to improve hiring accuracy and improve recruiters’ skills and knowledge through engagement, and that’s what this process is designed to do.” What drives the process is centralized recruiting. Peer 2 Peer CRN creates a consortium of staffing vendors from the agencies companies already use or they can pull from their network. The Consortium is an extension of the internal recruiting team. Because recruitment is centralized, information and data flows through one channel. Brand, culture, products and services, even benefits are all communicated in one unified message. “Collaboration is key. Each peer has an equal responsibility to communicate data and information,” says Harris. Internal recruiters have an incentive to meet hiring milestones. They receive training and career development incentives and are capable of tracking their credits through the Peer 2 Peer Recruiter Loyalty Program, just as one would check frequent flyer miles. This influences engagement and promotes collaboration between the internal and consortium recruiting teams. Recruiters can attend annual recruiting conferences of their choice, earn a sourcing certificate, or become HCI or SHRM certified at no cost to them or their employer.
Furthermore, Peer 2 Peer CRN uses gamification to sharpen the skills and knowledge base of both recruiting teams with game programs that are designed specifically to your company’s benefits offering, product or service, culture and brand. “The process design is not only innovative, but it’s scalable. We can even support special projects with independent Boolean black-belt sourcing recruiters. Ultimately, our goal is to increase the development of each internal recruiter because with a sound strategic approach that is where a company’s hiring success begins.” The process will also validate itself through data. Another benefit to a centralized recruiting process is that reporting on each job requisition, interviews, time to fill, lessons learned, trend analysis can be generated upon request. Recruiting leadership can take an innovative approach to its executive leadership. One that will allow them an opportunity to embrace innovative tools, engage and develop its recruiting team and get the most out of their staffing vendors without any major interruptions or costly investments. “Is this disruptive?” Harris ponders the question. “I think so. It’s definitely a step in the right direction.”
In house recruiting leaders can request a copy of the Peer 2 Peer Collaborative Recruiting Process white paper at https://www.p2pcrn.com/contact-us.