Monday, April 9, 2007
Offshore Recruitment Process Outsourcing (oRPO) Co's Reseller Programs in US, Canada, Europe
BlogOut provides regular, global outsourcing updates. See BlogOut Directory for the complete list of categories
See also outsourcing updates for related categories: Human Resources, USA, Europe, Canada
Leading Offshore Recruitment Process Outsourcing (oRPO) Provider, OS2i Expands Reseller/Partner Programs into the US, Canada and Europe
As the inventors of offshore Recruitment Process Outsourcing (oRPO), OS2i has successfully been integrating their oRPO services into some of the most complex US and European recruitment processes for over four years. To expand their hybrid onshore-offshore RPO model they are looking to grow their affiliate and reseller programs to carefully selected Individuals, Organizations, or Associations serving the Recruitment or Human Resourcers industry.
London, UK & New York, USA (PRWeb) March 30, 2007 -- OS2i, the world's largest provider of offshore Recruitment Process Outsourcing (oRPO) services to the US and UK recruitment industry, today announced its Reseller and Affiliate programs. Designed to enhance partners revenue streams and broadens their own current offerings by reselling or referring OS2i to their customers. The partner program is particularly well-suited to US & UK individuals, organizations or associations serving Recruitment or the Human Resourcing industry.
Affiliate & Reseller Partners will be fully supported by a dedicated US or UK sales manager, a research team, marketing collateral, CRM access, web and email leads and the commitment to make the partnership excel. Remuneration compounds month on month to make the financial benefits extremely lucrative.
About OS2i
OS2i was the first company in the world to pioneer the concept of offshore Recruitment Process Outsourcing (oRPO). After four years the concept has turned into a business model which is fundamentally changing the way the world recruits.
As well as their experience in the offshore Recruitment Process Outsourcing (oRPO) space, OS2i is working with over 300 US & UK Staffing Companies and boasts many of the top 100 within their client portfolio.
Operating a hybrid onshore-offshore business model, OS2i's offshore RRO facility is based in India and boasts onshore offices in both the UK and USA. This dual-shore model allows OS2i to deliver outsourced resourcing and recruitment administration services at offshore rates while guaranteeing onshore quality and accountability.
While there are many benefits to outsourcing elements of the recruitment process offshore, cost saving is usually the paramount consideration. When comparing the total cost of employing a onshore Recruiter, Sourcer or an Administrator, using OS2i, clients see savings of 60% to 75%.
Typical Outsourced oRPO Services:
Candidate Generation: Job Board Resume Database Searching, Advertising response, ATS Searching, Talent Pool development, Advanced Online Passive Candidate identification, Intelligent Online Advertising, candidate networking & referrals (email & telephone)
Candidate Screening: Email screening & qualification, telephone screening & qualification, online testing
Recruitment Administration: Interview Co-ordination, Resume Formatting & Processes, Time sheet administration
If you are interested in finding out more about becoming a reseller please contact the Sales Director of OS2i, Robert Drake at 646 429 0905 (US) 08454 666600 (within the UK) or Company website www.OS2i.com and www.os2i.com/us/resellers.php
Click on the labels below for more posts on those categories
See also outsourcing updates for related categories: Human Resources, USA, Europe, Canada
Leading Offshore Recruitment Process Outsourcing (oRPO) Provider, OS2i Expands Reseller/Partner Programs into the US, Canada and Europe
As the inventors of offshore Recruitment Process Outsourcing (oRPO), OS2i has successfully been integrating their oRPO services into some of the most complex US and European recruitment processes for over four years. To expand their hybrid onshore-offshore RPO model they are looking to grow their affiliate and reseller programs to carefully selected Individuals, Organizations, or Associations serving the Recruitment or Human Resourcers industry.
London, UK & New York, USA (PRWeb) March 30, 2007 -- OS2i, the world's largest provider of offshore Recruitment Process Outsourcing (oRPO) services to the US and UK recruitment industry, today announced its Reseller and Affiliate programs. Designed to enhance partners revenue streams and broadens their own current offerings by reselling or referring OS2i to their customers. The partner program is particularly well-suited to US & UK individuals, organizations or associations serving Recruitment or the Human Resourcing industry.
Affiliate & Reseller Partners will be fully supported by a dedicated US or UK sales manager, a research team, marketing collateral, CRM access, web and email leads and the commitment to make the partnership excel. Remuneration compounds month on month to make the financial benefits extremely lucrative.
About OS2i
OS2i was the first company in the world to pioneer the concept of offshore Recruitment Process Outsourcing (oRPO). After four years the concept has turned into a business model which is fundamentally changing the way the world recruits.
As well as their experience in the offshore Recruitment Process Outsourcing (oRPO) space, OS2i is working with over 300 US & UK Staffing Companies and boasts many of the top 100 within their client portfolio.
Operating a hybrid onshore-offshore business model, OS2i's offshore RRO facility is based in India and boasts onshore offices in both the UK and USA. This dual-shore model allows OS2i to deliver outsourced resourcing and recruitment administration services at offshore rates while guaranteeing onshore quality and accountability.
While there are many benefits to outsourcing elements of the recruitment process offshore, cost saving is usually the paramount consideration. When comparing the total cost of employing a onshore Recruiter, Sourcer or an Administrator, using OS2i, clients see savings of 60% to 75%.
Typical Outsourced oRPO Services:
Candidate Generation: Job Board Resume Database Searching, Advertising response, ATS Searching, Talent Pool development, Advanced Online Passive Candidate identification, Intelligent Online Advertising, candidate networking & referrals (email & telephone)
Candidate Screening: Email screening & qualification, telephone screening & qualification, online testing
Recruitment Administration: Interview Co-ordination, Resume Formatting & Processes, Time sheet administration
If you are interested in finding out more about becoming a reseller please contact the Sales Director of OS2i, Robert Drake at 646 429 0905 (US) 08454 666600 (within the UK) or Company website www.OS2i.com and www.os2i.com/us/resellers.php
Click on the labels below for more posts on those categories
Labels: hr, hr-canada, hr-europe, hr-usa, recruitment, recruitment-canada, recruitment-europe, recruitment-usa, rpo
PermaLink - Offshore Recruitment Process Outsourcing (oRPO) Co's Reseller Programs in US, Canada, Europe posted by Ecacofonix : 1:49 AM
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Wednesday, March 21, 2007
HRO Hits Rough Waters, but Most Buyers Are Staying the Course, According to EquaTerra’s HRO Buyer Pulse Survey
HRO Hits Rough Waters, but Most Buyers Are Staying the Course, According to EquaTerra’s HRO Buyer Pulse Survey
March 21, 2007, Press Release from EquaTerra
HOUSTON--(BUSINESS WIRE)--Responses to EquaTerra’s recently completed HR Outsourcing (HRO) Buyer Pulse Survey showed that buyers are only experiencing moderate benefits from their HRO agreements. But while HRO hasn’t borne out to be the panacea some had hoped for, many buyers believe improvements can be made to help them and their service providers still meet their original individual and mutual objectives.
The study was conducted in the second half of 2006. It included an online survey and interviews with more than 50 North American and Western European organizations that had undertaken multi-process HRO, some for over 10 years. The study yielded the following key findings:
Top-ranking benefits sought by HRO buyers: cost reduction, (ranked highest), followed closely by access to external skills and knowledge, process improvements, and ability to internally focus on more strategic activities
Only average success to date: on a one to five scale, with five being “benefits full achieved” and one being “benefits not at all achieved”, most anticipated benefits received rankings of between 2.5 and 3.0
Responsibility for HRO successes and problems: buyers tended to note that they share both success and problem responsibility with service providers, although they more often gave success credit to their own organization and placed blame on their provider
Recompetes, terminations and renewals: 31 percent plan to renew with their current key HRO provider; 31 percent are uncertain of their future course on renewals; 17 percent plan to recompete with similar scope; 10 percent plan to terminate and bring work back in-house; 10 percent plan to recompete with expanded scope; and eight percent of respondents plan to recompete their contract with reduced scope; These percentages signal that even with dissatisfaction, most buyers will continue with some form of HRO
Said Stan Lepeak, EquaTerra’s Managing Director of Research, “The results from this study and other ongoing EquaTerra research clearly shows that both HRO buyers and service providers can take steps to more consistently achieve common HRO goals. For example, they should focus on building realistic business cases with quantifiable and attainable benefits, not overly fixate on unrealistic cost cutting goals that result in poor service levels and unsustainably low or non-existent service provider profits, adequately invest in governance people, process and systems, and learn from their mistakes and experiences and then collaboratively work to restructure deals and relationships as needed.”
As open-ended survey questions enable respondents to anonymously provide positive or negative color commentary, following are a variety of actual survey responses:
What are the greatest achievements HRO has delivered to your organization? 1) "Access to specialized systems that we did not have the justification to build for ourselves”; 2) “Gaining access to knowledge experts and solid/consistent processes (claims management) through external vendors”; and 3) “Move from fixed overhead to variable costs (based on employee numbers)”
What has been your biggest disappointment with your HR outsourcing efforts? 1) “Lack of continuous process improvement as well as innovation from the service provider"; 2) “Limited flexibility with dealing with unique company issues and preferences”; and 3; “Cost containment”
Based on your experiences, do you feel the HRO industry/HRO service providers are mature/experienced enough to meet your HR outsourcing needs and deliver the benefits you seek? 1) ‘I believe that for individual processes, yes. However, I do not feel that the industry has proven that whole house outsourcing has demonstrated the savings and value promised”; 2) “I believe the HRO experience has enough traction to gain lessons learned”; 3) “No – they lack the flexibility and cannot move quickly enough to meet the needs of the business. Additionally, although they handle norms well, they have difficulty dealing with exceptions and providing the required attention”
An analysis of the results of EquaTerra’s HRO Buyer Pulse Survey will be presented during a webcast on April 26 in conjunction with the results from EquaTerra’s regularly scheduled 1Q07 Advisor and Service Provider Pulse Survey. This portion of the webcast will reveal in-the-field insights into ITO and BPO activity during January through March 2007. To register for the webcast, please contact: allison.norman@equaterra.com. A report detailing the survey findings will be available at the end of April 2007 by sending an e-mail to: research@equaterra.com.
EquaTerra’s Pulse Surveys cover a wide range of topics including challenges to deal consummation, the impact of compliance, levels of offshore outsourcing and demand breakdown by process and sub-process, horizontal and vertical industry trends, and demand predictions for the following quarter and half year.
About EquaTerra
EquaTerra advisors help clients achieve sustainable value in their business processes. With an average of more than 20 years of industry experience in over 600 global transformation and outsourcing projects, our advisors offer unmatched industry expertise. EquaTerra has deep functional knowledge in Finance and Accounting, HR, IT, Procurement and other critical business processes with advisors throughout North America, Europe and Asia Pacific. We help clients achieve significant cost savings and process improvement with outsourcing, internal transformation and shared services solutions. For more information on EquaTerra, please contact Lee Ann Moore at +1 713.669.9292, www.equaterra.com
Contacts
For EquaTerra, Houston
Jolie Newman, +1 407-677-8404
BlogOut provides regular, global outsourcing updates for all industries & business functions, in hundreds of categories. See BlogOut Directory for the complete list of categories
March 21, 2007, Press Release from EquaTerra
HOUSTON--(BUSINESS WIRE)--Responses to EquaTerra’s recently completed HR Outsourcing (HRO) Buyer Pulse Survey showed that buyers are only experiencing moderate benefits from their HRO agreements. But while HRO hasn’t borne out to be the panacea some had hoped for, many buyers believe improvements can be made to help them and their service providers still meet their original individual and mutual objectives.
The study was conducted in the second half of 2006. It included an online survey and interviews with more than 50 North American and Western European organizations that had undertaken multi-process HRO, some for over 10 years. The study yielded the following key findings:
Top-ranking benefits sought by HRO buyers: cost reduction, (ranked highest), followed closely by access to external skills and knowledge, process improvements, and ability to internally focus on more strategic activities
Only average success to date: on a one to five scale, with five being “benefits full achieved” and one being “benefits not at all achieved”, most anticipated benefits received rankings of between 2.5 and 3.0
Responsibility for HRO successes and problems: buyers tended to note that they share both success and problem responsibility with service providers, although they more often gave success credit to their own organization and placed blame on their provider
Recompetes, terminations and renewals: 31 percent plan to renew with their current key HRO provider; 31 percent are uncertain of their future course on renewals; 17 percent plan to recompete with similar scope; 10 percent plan to terminate and bring work back in-house; 10 percent plan to recompete with expanded scope; and eight percent of respondents plan to recompete their contract with reduced scope; These percentages signal that even with dissatisfaction, most buyers will continue with some form of HRO
Said Stan Lepeak, EquaTerra’s Managing Director of Research, “The results from this study and other ongoing EquaTerra research clearly shows that both HRO buyers and service providers can take steps to more consistently achieve common HRO goals. For example, they should focus on building realistic business cases with quantifiable and attainable benefits, not overly fixate on unrealistic cost cutting goals that result in poor service levels and unsustainably low or non-existent service provider profits, adequately invest in governance people, process and systems, and learn from their mistakes and experiences and then collaboratively work to restructure deals and relationships as needed.”
As open-ended survey questions enable respondents to anonymously provide positive or negative color commentary, following are a variety of actual survey responses:
What are the greatest achievements HRO has delivered to your organization? 1) "Access to specialized systems that we did not have the justification to build for ourselves”; 2) “Gaining access to knowledge experts and solid/consistent processes (claims management) through external vendors”; and 3) “Move from fixed overhead to variable costs (based on employee numbers)”
What has been your biggest disappointment with your HR outsourcing efforts? 1) “Lack of continuous process improvement as well as innovation from the service provider"; 2) “Limited flexibility with dealing with unique company issues and preferences”; and 3; “Cost containment”
Based on your experiences, do you feel the HRO industry/HRO service providers are mature/experienced enough to meet your HR outsourcing needs and deliver the benefits you seek? 1) ‘I believe that for individual processes, yes. However, I do not feel that the industry has proven that whole house outsourcing has demonstrated the savings and value promised”; 2) “I believe the HRO experience has enough traction to gain lessons learned”; 3) “No – they lack the flexibility and cannot move quickly enough to meet the needs of the business. Additionally, although they handle norms well, they have difficulty dealing with exceptions and providing the required attention”
An analysis of the results of EquaTerra’s HRO Buyer Pulse Survey will be presented during a webcast on April 26 in conjunction with the results from EquaTerra’s regularly scheduled 1Q07 Advisor and Service Provider Pulse Survey. This portion of the webcast will reveal in-the-field insights into ITO and BPO activity during January through March 2007. To register for the webcast, please contact: allison.norman@equaterra.com. A report detailing the survey findings will be available at the end of April 2007 by sending an e-mail to: research@equaterra.com.
EquaTerra’s Pulse Surveys cover a wide range of topics including challenges to deal consummation, the impact of compliance, levels of offshore outsourcing and demand breakdown by process and sub-process, horizontal and vertical industry trends, and demand predictions for the following quarter and half year.
About EquaTerra
EquaTerra advisors help clients achieve sustainable value in their business processes. With an average of more than 20 years of industry experience in over 600 global transformation and outsourcing projects, our advisors offer unmatched industry expertise. EquaTerra has deep functional knowledge in Finance and Accounting, HR, IT, Procurement and other critical business processes with advisors throughout North America, Europe and Asia Pacific. We help clients achieve significant cost savings and process improvement with outsourcing, internal transformation and shared services solutions. For more information on EquaTerra, please contact Lee Ann Moore at +1 713.669.9292, www.equaterra.com
Contacts
For EquaTerra, Houston
Jolie Newman, +1 407-677-8404
BlogOut provides regular, global outsourcing updates for all industries & business functions, in hundreds of categories. See BlogOut Directory for the complete list of categories
Labels: hr, hr-europe, hr-north-america, hr-usa, surveys
PermaLink - HRO Hits Rough Waters, but Most Buyers Are Staying the Course, According to EquaTerra’s HRO Buyer Pulse Survey posted by Ecacofonix : 10:13 AM
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Thursday, March 8, 2007
HR BPO in Action @ Unilever, Lloyds TSB, Marriott Hotel
Project watch: HR BPO in action
27th February 2007
By Patrick O'Brien, Computer Business Review Online
Business process outsourcing is becoming as ubiquitous as IT outsourcing, as companies look to improve efficiency. Patrick O'Brien looks at how three companies dealt with the complex process of moving their human resources functions to a third party.
Companies analysed - Marriott Hotels UK, Unilever, Lloyds TSB UK
See the full analysis here
27th February 2007
By Patrick O'Brien, Computer Business Review Online
Business process outsourcing is becoming as ubiquitous as IT outsourcing, as companies look to improve efficiency. Patrick O'Brien looks at how three companies dealt with the complex process of moving their human resources functions to a third party.
Companies analysed - Marriott Hotels UK, Unilever, Lloyds TSB UK
See the full analysis here
Labels: banks, banks-europe, consumer-goods, consumer-goods-europe, hotels, hotels-europe, hr, hr-banks, hr-consumer-goods, hr-europe, hr-hotels, hr-uk
PermaLink - HR BPO in Action @ Unilever, Lloyds TSB, Marriott Hotel posted by Ecacofonix : 6:50 AM
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Tuesday, March 6, 2007
HR outsourcing contracts boost profits for Capita Group
HR outsourcing contracts boost profits for services provider Capita Group
06 March 2007
Record levels of new business and high-profile HR outsourcing contracts have helped services provider Capita Group to post strong financial results for 2006.
The company, one of the leading providers of HR outsourcing in the UK, recorded pre-tax profits of £200.1m, up from £169.6m in 2005. Turnover increased by 21% to £1,739m.
Read more from this Personnel Today reportPermaLink - HR outsourcing contracts boost profits for Capita Group posted by Ecacofonix : 8:36 AM
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Thursday, March 1, 2007
Outsourcing to save Kelly Services $13.5m?
Outsourcing to save Kelly Services $13.5m?
Signs up with Vanco...
28 February 2007
Recruitment agency Kelly Services is aiming to save $13.5m by centralising and outsourcing its European voice and data network.
Kelly Services signed a $12m deal last summer for virtual network operator (VNO) Vanco to manage a pan-European WAN connecting 310 sites in 16 countries.
More from this Silicon.com report
Signs up with Vanco...
28 February 2007
Recruitment agency Kelly Services is aiming to save $13.5m by centralising and outsourcing its European voice and data network.
Kelly Services signed a $12m deal last summer for virtual network operator (VNO) Vanco to manage a pan-European WAN connecting 310 sites in 16 countries.
More from this Silicon.com report
Labels: computer-networking, computer-networking-europe, hr, hr-europe
Deutsche Telekom staff reject HR outsourcing plan
Deutsche Telekom staff reject outsourcing plan
Mar 1, 2007
Staff representatives on Deutsche Telekom's supervisory board Wednesday failed to back plans to outsource at least 45,000 employees to lower paying subsidiaries, the key part of the telecommunications group's restructuring plan.
René Obermann, DT's new chief executive, won the backing of a majority of board votes. But employee representatives had a no vote, backed by Verdi, the powerful services union
Full report from MSNBC
Mar 1, 2007
Staff representatives on Deutsche Telekom's supervisory board Wednesday failed to back plans to outsource at least 45,000 employees to lower paying subsidiaries, the key part of the telecommunications group's restructuring plan.
René Obermann, DT's new chief executive, won the backing of a majority of board votes. But employee representatives had a no vote, backed by Verdi, the powerful services union
Full report from MSNBC
Labels: hr, hr-europe, hr-germany, hr-outsourcing, hr-telecom, telecom, telecom-europe, telecom-germany
PermaLink - Deutsche Telekom staff reject HR outsourcing plan posted by Ecacofonix : 10:59 AM
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