Kenexa’s Analyst Day and 7th World Conference – A Winner: Part 2

Gary Bragar, HRO Research Director, NelsonHall

For the last couple of years, Kenexa has been rapidly growing its RPO client base globally and 2012 has been no exception.

Recent RPO wins include BOSCH, FMC, and BT, all of which have been multi-country awards. It also has two additional RPO contracts pending. Reasons cited by the clients for selecting Kenexa for the new contracts include:

  • Quality of hire
  • RPO experience including engineering and technical recruiting
  • Cultural fit with Kenexa
  • Global capability
  • Flexibility of solution design.

Further information on the pending contracts will be released soon on NelsonHall’s website.

The customer panel at the analyst event included United Healthcare (UHC), AMD, and Fluor.

AMD:

  • Issue: AMD’s global salesforce and internal formal training were not meeting its needs.
  • Solution: Kenexa implemented its social LMS, which helped employees gain access to experts quickly.
  • Result: AMD went from 39 separate websites of products and training to one LMS with Kenexa that is hosted to eliminate IT and technical issues.

UHC:

  • Issue: UHC had a decentralized team, poor technology, low hiring manager satisfaction, and other metrics did not exist. It was hiring ~11,000 employees per year and wanted to standardize services and deploy a consistent system, starting with non-exempt hiring for a call center and extending into some exempt level recruitment.
  • Solution: Kenexa is using a hybrid delivery model of service center and onsite employees. Monthly and quarterly business reviews are conducted that include reviewing metrics such as on-time delivery within 26 days, acceptance rates, class fill rates, and candidate and hiring manager satisfaction.
  • Result: UHC is expanding the contract from the U.S. to include Europe (U.K., Ireland) and APAC (Philippines).

Other developments at Kenexa include:

  • A new RPO COE in Raleigh, NC (others are in Shanghai, Dubai, Buenos Aires, Krakow, Vizag (India), and Frisco (TX))
  • Fit Compass, which includes an interview guide that the hiring manager receives with custom questions tailored to each candidate based on the outcomes of the Fit Compass Assessment and an onboarding tool, Personal Fit Planner, to ease the transition from candidate to employee. It can also be used for development, career planning, and team building.

With each RPO engagement, Kenexa begins with an analysis of the client’s culture; it then trains its recruiters on educating the candidates and what it’s like to work for the employer. Some clients also include additional services. For example, Whirlpool’s contract also included a career site, social media, employment branding, and marketing.

At the Kenexa World Conference on October 17th, I attended two sessions:

  • Improving Quality of Hire at the Entry Level: A Strategic Application of Assessment, by Home Depot: Home Depot screens hundreds of thousands of candidates each year for hourly in-store positions and needed a more strategic method. It implemented Kenexa’s large library of assessments and Kenexa’s 2x BrassRing to improve the quality of hire and efficiency.
  • RPO 2.0: Creating the Hybrid Model, by PAREXEL: PAREXEL’s original five year contract with Kenexa was to end in 2011, but it renewed and implemented a hybrid model. Kenexa’s services include sourcing, screening, and candidate interview management; PAREXEL retained strategy, candidate relationship, job offers, and reference checks. The two companies work effectively side-by-side meeting with hiring managers to understand their needs; outsourcing is transparent to the client and SLAs have mutual accountability.

In sum, it was a fulfilling analyst day and World Conference. I look forward to the next IBM Kenexa Analyst Day, which will include a smarter workforce track.

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Explore posts in the same categories: Analyst Day, Kenexa, Kenexa World Conference, recruitment process outsourcing, rpo

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