Isabelle has a wide and varied background. She worked at Monster in the early 2000’s within the HR and Recruiting capacity, held senior In-House Recruiting positions at Yell and Harrods and then joined the global RPO business Alexander Mann Solutions. Isabelle initially took on the role as Global Head of Talent Acquisition, which expanded to include all “Global Partnerships”. This included all of AMS’s candidate supply channels.
During this role Isabelle undertook a mjor audit of the channels, leading her to share some great insights about LinkedIn at our European Job Board Summit last year.
Post The Job Board Summit 2014 – North America, Isabelle will be joining ADP as a Senior Director of Talent Acquisition EMEA.
Isabelle is 2nd in line for the Jobg8 interview series. We asked her a number of key questions
As a previous RPO person what do you define as Recruitment Process Outsourcing?
Alexander Mann Solutions is no ordinary talent management company – We deliver effective business outcomes and we deliver them through a unique blend of consulting and outsourcing services. One of these services is called Recruitment Process Outsourcing (RPO). The benefits offered by RPO have long been clear. It’s all about standardising and streamlining processes so we can increase efficiency as well as reduce cost.
Having been on both sides, can you share 5 reasons why companies go In-house and 5 reasons why they go the RPO route?
1. Centralisation of resources
2. Development of processes to create efficiencies
3. Ownership of brand messaging
4. Data integrity delivered in one place to enable commercial insights into defining costs and processes
5. Lack of understanding of how to outsource and what is available.
1. Commercial costing model provides standardised budget to manage
2. Flexibility to scale up and down according to needs of business
3. Operational management of a large recruitment model can be easier to outsource with off-shore support, giving in-house teams opportunity to focus on business partnering and value-add services
4. As a solution to remedying any operational failures, restructure or change management programme
5. Outsourcing elements is becoming popular with companies that want to retain some elements of control
LinkedIn vs. Job Boards – What are the key differences and What should Job Boards do to challenge Linkedin?
LinkedIn provides more aligned data than job-boards, both from job advertising and search of the network, allowing connections to be made even when individuals are not responding to adverts, becoming a directory of people that can support your business not just by becoming an employee – rich data is available to provide greater insights into people.
As an ex Job Boarder my take on “how to compete”;
• Is there an opportunity to create similar dashboards for clients with job-board back office information?
• Is there an opportunity for job-boards to bring together comparisons between views and applications to job roles for companies?
• Is this an opportunity to partner with Insights /research organizations to provide a new pre-sourcing service?
• Is there an opportunity to collate information on people viewing / applying to companies, roles, sectors and regions?
• Job-boards have an opportunity to provide companies with job information from competitor activities, industries or regions.
I’m sure you will agree these are great insights into what Job Boards can do with the data we have. Job Boards are “Big Data” businesses but have not always understood the power of the data we have.
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