Strategic Sourcing Initiatives (SSI)
SSI solutions are designed to impact a client’s candidate pool at the point of entry, bringing candidates from the marketplace to “our” place. How a candidate pool is defined varies from organization to organization. Therefore, the PHR SSI solution is a flexible one that typically maps to the top of the recruitment funnel, or the leading edge of the recruitment lifecycle. Customized and flexible reporting is designed according to the client’s needs. Fixed and variable cost modeling are both available.
On-Demand Services (ODS)
ODS solutions are designed to be rapidly deployed, project-based initiatives that accomplish the exact hiring or candidate sourcing objective within the client’s specific business situation. The difference between the ODS and SSI solutions is the depth to which PHR will go in the recruitment funnel and the overall recruitment lifecycle. Flexible, yet more standardized reporting, is designed according to the client’s needs. Fixed and variable cost modeling are both available.
Selective RPO (SRPO)
SRPO solutions are designed to allow clients the flexibility to customize subsets of the recruiting process. For example: candidate research, sourcing, core recruitment processes, candidate screening and/or testing are outsourced to PHR. The difference between SRPO and ODS is the centralized nature and ownership of the solution by PHR, which leads to more predictive outcomes by way of KPI’s and overall program ROI. Key metrics such as Cost Per Hire (CPH) and Time To Fill (TTF), among others, are targeted within the solutions design process. Standardized reporting is adopted to bring the greatest possible transparency to the solution. Fixed and variable cost modeling are both available.
Enterprise RPO (ERPO)
ERPO solutions are designed as a comprehensive and fully outsourced solution in which PHR manages the entire process—from requisition inception to requisition close and everything in between. PHR functions as the client’s internal TA function, working in partnership with the client’s HR function to drive the most predictable outcomes possible. The difference between ERPO and SRPO is the fully outsourced nature of the solution. The solution design and implementation process of an ERPO can take anywhere from 4 to 12 weeks depending on the size and scope of the program. Standardized reporting is adopted to bring the greatest possible transparency to the solution. Fixed and variable cost modeling are both available.