Welcome to Greg Cardenas' Global Recruiting Process Outsourcing Executives Blog

Welcome to Greg Cardenas' Global Recruiting Process Outsourcing Executives Blog

This is where we tell it like it is...leave your ego at the office!

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Tuesday, December 27, 2011

RPO Spotlight: Emergence of Africa: HR Human Resources

RPO Spotlight: Emergence of Africa: HR Human Resources

RPO service centers have flourished in countries like India and Philippines for past decade. In the last few years since the onset of the global financial crisis and recent “Arab Spring”, new emerging markets from different countries have entered the outsourcing field. South Africa in particular has even joined the BRIC countries as a viable location.

Western based service providers are already entering Africa through their investments in other countries like Morocco, Kenya, and Nigeria. This however is only the tip of the iceberg. Next year new countries like Ghana, Angola, Namibia, Tanzania, and Mozambique among others will see increases in the amount of foreign investment and growth of recruiting services.

Chinese and Indian investors are already aggressively penetrating the African market in various industries. Recruitment Process Outsourcing is poised to take off given the growth potential throughout the entire region. Labor costs in various countries throughout Africa offer more competitive rates than India and Philippines for traditional service center support of companies from The United States and European Union countries including United Kingdom.

Call centers have already sprung up in even the most surprising locations. Infrastructure and communication services unlike that of some developed countries is even more advanced in various locations. Manpower is abundant and eager to develop. Education at some universities is even accredited by the U.S. Department of Education just like in any American college.

As Africa enters the global arena of locations from which back-office RPO service delivery can be supported, the industry will see the competition heat up for best place to operate from. Africa – “the new kid on the block” is here!

Monday, October 31, 2011

Why is the HR Outsourcing Industry Strong? | HR Outsourcing & HR Outsourcing Strategy

Why is the HR Outsourcing Industry Strong? | HR Outsourcing & HR Outsourcing Strategy:

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HR Outsourcing - Industry Research Report

HR Outsourcing - Industry Research Report:

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Global Services - 2012 BPO Trends You Should Follow

Global Services - 2012 BPO Trends You Should Follow:

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Four Trends That are Changing Human Resources Outsourcing | Article | Outsourcing Center

Four Trends That are Changing Human Resources Outsourcing | Article | Outsourcing Center:

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HR Outsourcing: The Real Costs - HR World

HR Outsourcing: The Real Costs - HR World:

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Global Human Resource Outsourcing (HRO) Market to Reach US$162 Billion by 2015, According to a New Report by Global Industry Analysts, Inc.

Global Human Resource Outsourcing (HRO) Market to Reach US$162 Billion by 2015, According to a New Report by Global Industry Analysts, Inc.:

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Global Services - Everest Group: HR Outsourcing Market Will Grow 8-10 Percent This Year

Global Services - Everest Group: HR Outsourcing Market Will Grow 8-10 Percent This Year:

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5 Challenges for Human Resources in a Digital World

5 Challenges for Human Resources in a Digital World:

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HR Challenges 2011 – Survey Results ~ HR to HR 2.0 and Human Capital (HCM)

HR Challenges 2011 – Survey Results ~ HR to HR 2.0 and Human Capital (HCM):

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RPO Providers Forming Strategic Partnerships to Give Buyers Global Services with Local Expertise | Article | Outsourcing Center

RPO Providers Forming Strategic Partnerships to Give Buyers Global Services with Local Expertise | Article | Outsourcing Center:

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Six Red Flags to Help Avoid a Bad Outsourcing Relationship from Ever Starting | Article | Outsourcing Center

Six Red Flags to Help Avoid a Bad Outsourcing Relationship from Ever Starting | Article | Outsourcing Center:

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Decision-Making Insights for Companies Outsourcing HR Functions | Article | Outsourcing Center

Decision-Making Insights for Companies Outsourcing HR Functions | Article | Outsourcing Center:

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Human resource outsourcing - HR BPO - HR Management US | GDS Publishing

Human resource outsourcing - HR BPO - HR Management US | GDS Publishing: "reduce costs in ways that provide long-term value to the clients"

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Sunday, October 23, 2011

12 Mobile Recruitment Applications (part 4) | Global Recruiting Roundtable

12 Mobile Recruitment Applications (part 4) | Global Recruiting Roundtable:

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Sirona Says: Why mobile recruitment apps are still fundamentally flawed

Sirona Says: Why mobile recruitment apps are still fundamentally flawed:

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Next generation mobile recruitment apps become social | Global Recruiting Roundtable

Next generation mobile recruitment apps become social | Global Recruiting Roundtable:

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The Search for Mobile Recruiting’s Holy Grail - ERE.net

The Search for Mobile Recruiting’s Holy Grail - ERE.net:

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ZipRecruiter – we’ll feed your first job ad to 20+ job boards in less than 5 minutes | Online Recruiting News

ZipRecruiter – we’ll feed your first job ad to 20+ job boards in less than 5 minutes | Online Recruiting News:

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Chris Russell on launch of mobile recruiting app, JobSpeek | Online Recruiting News

Chris Russell on launch of mobile recruiting app, JobSpeek | Online Recruiting News:

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Taleo pays out $3 million to Kenexa | Online Recruiting News

Taleo pays out $3 million to Kenexa | Online Recruiting News:

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CareerBuilder launches mobile app for employers | Online Recruiting News

CareerBuilder launches mobile app for employers | Online Recruiting News:

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Monster Mobile Apps for iPhone, iPad & Android | Monster.com

Monster Mobile Apps for iPhone, iPad & Android | Monster.com:

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Taleo Radar Goes Mobile to Transform Talent Networking - MarketWatch

Taleo Radar Goes Mobile to Transform Talent Networking - MarketWatch:

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Sunday, September 25, 2011

Recruiting, Retention and the Unemployed 2011 Outlook

Retaining talent may seem like an easy thing to do in a global economy like today where having a job may be good enough for most of us.  However, that isn’t the case.  Even with huge numbers of people unemployed and available in the labor market pool, companies still prefer to target recruiting from the competition.  I even heard from a recruiter that will remain nameless in Chicago that the recruiting team he is a member of will not consider folks that have been laid off or unemployed.  Why are recruiters overlooking the countless number of people looking for work?  The answers may surprise you.
Traditionally recruiters internal within companies and staffing agencies have always been keen on targeting staff off the competition to recruit from.  Why?  This answer is based on one primary reason – that is companies don’t like to let their competitors know they are being targeted to avoid what could be considered an act of “talent war”.  In the late 90s it was not unlikely to leave work only to find that the competition had flierd the parking lot with help wanted ads and offering “happy hour” at a nearby hotel where you could interview.  No-a-days the talent war is online and going mobile.
To many recruiters there is a stigma that if you consider someone that is unemployed or been laid off that they are the “bottom of the barrel” candidates.  Though we all know this is not the case, the tendency for recruiters to bypass the unemployed continues.  It is almost better to not say you are unemployed and eliminate that term from your vocabulary.  In this case the choice of words can be discriminating.  I would encourage you to replace with unemployed with “recently back on the market”. 
Retaining talent is not easy for companies even after new hires start.  Wages have dropped and in many cases productivity is up due to working with less staff – thus people having to be stressed to work harder or longer hours.  This has a negative effect on staff morale.  It does not help when legacy staff that has experienced the pay decreases and visibility to the turn-over to negatively influence staff either. 
What companies should do is use the opportunity of the times to separate themselves from other competitors that have to take more drastic measures to survive.  One way to do that is to focus on retention programs to keep staff as long as possible and ride out the financial storm.  This can be done by a variety of strategies aimed to make the workplace interesting, fun and rewarding. 
First of all, think about how develop talent.  What is the career path for everyone in the company?  How is it that the receptionist can go from that job to the CEO someday?  If you have a well-crafted career path for all staff and a documented process from which staff can follow at their own speed to influence the promotion eligible pool. 
Second, what are  you doing to reward talent that shows up to work on time, does not take extended lunch breaks, staff that mentors others so they can be successful, does whatever it takes to get the job done, and true team players?  Think up a way to reward such staff by having an internal “refer a colleague contest” whereby people can nominate each other based on good demonstrated behavior.  Make this part of your career path program as it supports the kind of culture you will want to have.
Lastly, have your staff recommend somebody looking for a job.  Recruiters will always consider internal referrals and often care less about candidates that are unemployed or not.  Now you know the “work around”.

-          Gregorio Cardenas-Vazquez, September 19, 2011      

GLOBAL LABOR MARKET – Round 2 (New Crash)

One might think that just having a job in times like today would be a blessing – think again.  Though globalization has brought jobs to many parts of the developing world and emerging markets, it has not always been well received.  In spite of the global financial crisis that has also kept unemployment levels relatively high in most developed countries.   There are still plenty of jobs in many sectors.  So what is going on?
Today we are living and working in an “employers market”, this condition typically exists when the volume of labor (amount of unemployed) is greatly higher than the volume of jobs.  However in today’s economy there are jobs, yet people are not employed.  This strange phenomenon is paramount throughout the world today.  In many cases, people are simply not interested in these jobs.
Take a look at your neighborhood news paper’s help wanted section or do a search for jobs in any major city online.  You will find there are jobs in many industries at all levels.  For years now the lack of confidence in the global recovery of the financial markets has kept unemployment relatively high and constant for an extended period of time.  This is even evident in the USA where the number of unemployed has hovered near 10% for nearly a year. 
During this time, in many parts of the world, salaries have come down.  Additionally the overall cost of living has also gone down in spite of some costs going up.  Home prices for example have dropped in the States while the costs of groceries and gasoline have seen increases due to inflation.  As such employers have adjusted their pay rates for current and future jobs.  Keep in mind; most companies don’t see the global economy picking up any time soon. 
The challenge of recruiting staff has actually become more difficult.  During the last 3 years, the global Recruiting Process Outsourcing industry has flourished.  This is due to the increased challenges faced by employers trying to fill vacancies that in the eyes of many unemployed, are taking advantage of lower labor market costs.  Additionally, employers have discovered the disadvantages of retaining fixed cost internal recruiters.  This has led to significant wage reductions of recruiters in developed countries. 
Recruiting and retaining staff today is increasingly difficult not because there is lack of labor but due to the market conditions that have transformed over this unusually long global recovery.  We are now facing however yet another round of recovery instability.  The USA has nearly defaulted and still not out of the woodshed.  Several EU member States are facing the same fears including Greece, Italy, Spain, Portugal, Ireland, Iceland, etc.  None of this incidentally is having a positive effect on salaries going up anytime soon.
In some countries employers are paying less to staff than ever before and requiring them to work longer hours.  Though this could be seen as abusive labor practices or simply taking advantage of the situation, this may only be the tip of the iceberg as time goes one.  There is no question we are living in unusual times while the financial markets of the world get “reset” to follow new rules which will hopefully prevent this in the future.  In the meantime, we may find the expression, “at least I have a job” replaced by, “at least I am not being taken advantage of”. 

-          Gregorio Cardenas-Vazquez, September 19, 2011

Tuesday, May 31, 2011

InDesign Freelancer | Brochure Design | Graphic Design | InDesign

InDesign Freelancer | Brochure Design | Graphic Design | InDesign

Contact me if you are interested. EU based company looking for Freelance InDesign Designer from Ukraine.
Please provide rates and samples.
Greg Cardenas

Monday, May 30, 2011

Mining fuels Mongolia's 'wolf economy' - CNN.com

Mining fuels Mongolia's 'wolf economy' - CNN.com

After South Africa...Mongolia is next in line for serious economic growth. What a better place to outsource vs China and Russia!

Thursday, April 7, 2011

LiveRecruiting to launch this year - a new world recruiting system we have all been waiting for!

LiveRecruiting to launch new web/phone based recruiting application to revolutionize recruiting later this year.  The system which is easy to implement and low cost will simplify the process of managing full life cycle recruiting for internal corporate teams, staffing agencies, and rpo providers.  The new system is based on the typical workflow for recruiting that is relatively universal throughout the world.  The system can be configured to support reduced or increased steps/phases of any recruiting process for customization.  Once set up, the system can be entirely managed from a phone application.  This also applies to the candidates which can set up a universal profile once online and then apply to any job from any LiveRecruiting powered career section via their mobile phone.  The applications can even be taken via phone in those cases a candidate in does not have a phone, computer or internet access - especially in developing countries or remote areas of the world.  Unlike other systems, the new system will be more multi-lingual to aid in global recruiting efforts.

For more information and to become a beta tester for free, visit:  http://www.liverecruiting.com.  The first 100 companies will be given an unlimited posting license for the first year.  The first 1000 companies following will receive a 50% reduced annual licence fee...for unlimited users.  The aim of the company is to power the majority of small to medium sized business worldwide and eventually the large global ones currently powered by other expensive and time consuming to implement and use like Taleo.

The future of recruiting is almost here!

http://www.liverecruiting.com (site launch May 1st, 2011)

Wednesday, February 23, 2011

HRO - RPO Technology - Next step in implementing a global services model

Ok, so you have managed to establish a network of vendors to support you in your efforts to implement and deliver Global HRO services.  That is great!  Now we must move on to the next phase…
HRO and RPO, among other forms of HR related outsourcing services requires the use of technology to drive the standardization and process which ultimately you will implement.  There are many point solutions that can handle the task of recruiting, compensation, payroll, benefits administration, document management, training, performance management, etc.  I will focus on one as what I am about to inform you applies to all.
In the case of recruiting, Taleo has been leading the ATS industry getting more large Fortune 500 companies to implement and use their system.  I actually was part of the team to implement the first global rollout of Taleo when the system was called Recruitsoft in 2001.  However, I have been recently disappointed by Taleo for a variety of reasons.  For those recruiters out there that use the system…I think you will understand me very well.
For starters, the system has been over-engineered.  This means that it no longer serves its original purpose.  It has been engineered to a point now that it goes well beyond the scope of recruiting.  They even changed the name to somewhat imply this concept of Talent Management.  My point is simple.  You don’t need to confuse the full-life-cycle of an employee from recruiting.  Recruiting is about getting people to join a company and start the life-cycle once they become employees. 
This has resulted in Taleo to incorporate too much functionality that simply waste recruiter time and has a direct impact on productivity.  If you can create a new requisition in less than 4 clicks…you are ahead of the game.  If you have not developed to that stage…have already lost the so called “value-proposition” Taleo likes to peddle.  If you are not automatically inviting the top 5 so called ACE candidates for an interview (for whatever reason) you have already lost.  If your recruiters are spending 50% or more of their time looking at a Taleo interface throughout the day and not sourcing…you have already lost.  My point -  Taleo has too many bells and whistles that take focus from what recruiting is all about – filling the vacancy…NOT offer letters, onboarding, college relations, etc. 
Taleo’s days as a leading ATS are limited.  There is a new technology that will bring the simplification of recruiting back to how it should be that will work much better for the RPO industry.  One built for the RPO industry and for any corporation to gets it.  You don’t need a Formula 1 car to drive across town when the speed limit is 30 MPH and a Hummer can do the same for less cost.  I think you know what I mean.
We will talk about the process of how to do the work (delivery of HRO services) in my next blog post.  You will better understand why keeping it simple will be key to success.  In the meantime…save your money on expensive, over-engineered systems and point solutions.  This is what your customer expect remember – a radical solution that delivers the goods and saves money.  You can’t do it and you won’t succeed doing it the same way as your customer does it today. 
Ok, gotta go and start a Web 2.0 Revolution somewhere ;)

Tuesday, February 8, 2011

NEW: Peggy -- Reward Options - Discover Card Commercial

Many U.S. Parents Outsourcing Child Care Overseas

YouTube - Funny Doritos Commercial 2011 - Outsourcing - 2011 Funniest Commercials

YouTube - Funny Doritos Commercial 2011 - Outsourcing - 2011 Funniest Commercials

Ohhh snack!

HRO’s Language Barrier: Origins and Implications

HRO’s Language Barrier: Origins and Implications

Getting over the language barrier is more easy than some people make it to look like. Simply put your service center that has to support multiple languages outside of the EU to support EU countries. Near to the EU I might also add...such as Ukarine or even Russia. Many people there know multiple language and can support Europe quite well...I have proven this running a 10 language call center from Eurasia myself. The cost are a drop in the bucket and well worth the risk even when you factor all the little cost there and there that are just part of doing business. It is not impossible to run an entirely legal back office in those countries, save money and make a profit.

Stop wasting your time thinking Czech, Poland, Romania, or Bulgaria will save you money. Just as in Hungary...the labor cost will creep up on you and you will wish you never took that 5 year office lease overlooking the skyline. Don't fall for that and get yourself a better facilities manager if they are telling you to stay within certain countries.

China, India, Philippines...forget about it!


The Future of HR May Get Written By Northgate Arinso | ZDNet

The Future of HR May Get Written By Northgate Arinso | ZDNet

Let's not get carried away...I remember how hard it was for the Brits to embrace global HR standardization just 10 years ago. Though most of my HR colleagues in UK seem to get it these days. I still have yet to see anything revolutionary come from Europe that is any different than the stuff the Americans have been peddling.


Watch out for developing "HR" countries!

I have had a chance to travel nearly 25% of the countries that exist today in the world.  What has been clear is the globalization continues to push under developed countries to push their capabilities and skills to new levels.  However this does not happen as you may think unless you spend some time on the ground in some of the places I have been to.  So as to not offend my HR colleagues in the "sensitive" spots of the world, I will not name countries publicly as some crazy ass colleagues may go postal - that is no joke by the way.

He is how it happens.  First the Western company sets up a respresentative office in the country they want to operate in.  Everyone is happy as the Westerners see this as a good step in their global expansion efforts.  A country manager is hired that is local.  People are trained on how they are preferred to do this to some level of consistency and best practice as offered by the Western company they now work for.  Not so fast.  They just figured out how you operate and how to use that against you to screw you.

So you need to hire some staff.  The new country HR manager or director may even have a team of recruiters...though working on a very low salary.  Just telling it like it is...or we would not have opened up shop there - right Western company?  Ok, so next the HR leader determines which positions the team will work to fill and which will not be up to the team.  Why, because these are going to go to the "broker".  This is a staffing firm that is working much like a contingency or executive search firm in the West.  However this is just a front.  What happens next is the HR leader may tell the broker to send them an invoice for a placement fee.  Keep in mind that the broker has done nothing.  That is because the HR leader already knows who they are going to hire.  The Western company pays the fee and guess what?  The HR leader, the broker, and sometimes the person hired get part of the placement fee cut!

So, you might think...how can I avoid this.  You could tell the HR team abroad that no placement fees will be allowed.  Good idea huh?  Yes and no - because the corruptive culture of some countries staff members will adapt.  This means they will find another way to extort money from the process.  Guess who they get it from?  The new staff hired!  During the interview process they make people pay to be given the jobs!  In this case, the recruiters help screen those that "get it" or "don't get it".  They often hire referrals from staff that tell their friends what is expected when they interview.

So what can you do when this is what you are up against?  Make sure jobs are posted online so everyone can apply to them...but not by sending and emailed resume to the HR or recruiting team.  Have them apply via a secure recruiting web based application like Taleo.  Have the screening done by another vendor...not the recruiting team that posted the jobs.  Have tools that filter the best candidates within the recruiting web app so you know who was best and should have been brought in for interview.  Lastly, hire honest people.  Make them do a lie detector test to determine if they are honest before you hire them into an HR/recruiting role.  Local agencies can do this for you...just make sure they do it in English, or - you guess it, you will get screwed.


Monday, February 7, 2011

The .jobs Universe

The .jobs Universe Not bad...needs a little more debugging but off to a good start.

Converys sells out...what did you expect.

I stand corrected...this was spring of last year...that this went down.

Telling it like it is...the world's first "straight up" honest HRO/RPO blog

I have been in the Global RPO & HRO industry since the very beginning.  I have seen the industry fail to meet many expectations.  There is a right way to do this and a wrong way.  I am going to share with you step by step...how to do it so you can help the industry turn around.  You are encouraged to comment and challenge, however if I know you are talking (or writing) a bunch of bullshit I will call your ass out. 

I developed the first global service delivery model before leaving the US for a development opportunity in Eurasia.  I have seen countless colleagues try to implement bits and pieces of the delivery model I created while at Convergys.  Yet, nobody was successful.  Part of the problem is I left Convergys with the details of how to do it.  It was a bit like my colleagues were left with the map...but without the directions. 

Why did I leave Convergys?  The answer is simple.  They didn't get it.  That is why they have recently got out of the HRO market all together.  John Gibson doesn't know how to to manage global operations - the role was too much for his capability.  That is only part of a larger systemic problem when a company that should have never been in the HRO market gets lucky in landing a big fish (DuPont and Johnson & Johnson).  If they were smart they would have let the CoE leads run the show...not a bunch of arroagant wanna-bees that ended up losing it all.  Like I said, I will keep it real for all of us.

It's going to be fun...stay tuned as this will probaby become the most "straight up honest" HR blog in history.  Share the link with your friends and subscribe for the RSS feeds.  If you have any questions, please post them or email them to me.  I will make sure everything interesting gets attentions.


Step 1: Implementing Global RPO

In order to implement any global rpo services delivery model you will need a few things to establish.  Number 1 is you have got to have your house in order.  If your operations are not ready...you are not ready...so don't even try it.  If you are going to go after global fish...you need to have global capability.  If that is yours -great, if not you will need to establish partners you can work with to deliver.  That said, it is not easy to find partners all over the world to help you. Especially if you want them to do it your way.  So in this case, it is best to find partners that can at least fullfill a certain level of KPI or SLA to ensure you can deliver.  This may mean you may have to require training them to do it right if they are not used to your way of doing things. 

You are going to need vendors...don't think you can do this by yourself...not even IBM, Accenture and Convergys could!  Be practical and keep it real.  Learn to partner and share in the profit or die...it is that simple.

Keep in mind that in some less developed countries HR is just as corrupted as the governments that run the show.  So don't expect honest business to be done there.  Even if they say it is honest...you have no idea how you can get screwed.  I know exactly how they pull the fast one over Western firms that are not used to the way of the dark side in some parts of the world.  That is however what it is and nobody is going to change that...so don't even try you will get them to be honest with you.  I will address this topic in my next posting.

For now just focus on the relationships you need to have a vast network of suppliers ready to go.  Keep in mind your client may want you to use some of theirs if you will be managing their vendors.  If this is the case, you may want to tell them...NO, I DONT THINK SO.  We will manage them for now, but eventually if they don't cut it, we WILL replace them.  How to go about that will be explained later.  It is not as easy as just finding another vendor...as you can make enemies real quick in some parts of the world.

Look for partners that have done business with the West and also know English...if they get it...they will know English it is that simple.  Get it, I mean as in they know what to expect from you in terms of expectations.  Some have no idea how western companies operate and think KPIs from the west are impossible to meet.  That in some cases is ture...as the way things are done outside developed countries is another whole ball of wax.

When you have built you internal or external delivery network you are ready for the next step.  Are you ready?  Stay tuned...

Saturday, February 5, 2011

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2nd favorite site for watching movies online. if you have a better one please share.

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good site for watching movies online.

Nobody has implemented full life cycle RPO...

To date, I am not aware of any one RPO outsourcing company that has beyond signing a contract to fully outsource RPO globally - to have actually pulled it off.
Outsourcing elements of recruiting is not what I am referring to.  Anyone can say they have outsourced recruiting to India to source candidates on Monster - my daughter can do the same and she's still in high school.
My point here is everyone has failed...and if you think I am not correct - please chime in.  NOBODY has managed to fully outsource recruiting on a global basis.  Why?
Because they don't have a good methodology to pull it off.  In the weeks and months to come...I will let you in on how it can work using my own methodology.  Why is my method better.  Because the last 6 years I have watched everyone fail and know why.  Don't get me wrong, I developed the first global services delivery model for GRPO but did not implement it before leaving Convergys for another opportunity in Europe.
During this time I have been fine tuning my original service delivery model and implementing it via a phased approach...now however is time for me to share the secrets with you.
It is time for the Cardenas Methodology for implementing Global RPO.  If you are an executive in the field...you might want to stay tuned...as I was the first to solve how to do it.
I will share with you step by step...and don't think just because IBM, Kenexa, Alexander Mann, Accenture, etc., are signing deals that they have a clue how to do it.  They are peddling the same stuff that has never worked.  Don't get offended colleagues if you are working for one of the big service providers out there...it is time we keep it real - thus my blog.
Thanks for joining...more to come!

RPO Execs...wake up!

The time is now to figure our how to roll out global holistically RPO services before the industry and your clients give up on you. If you need help...you might want to contact me. If you are doing fractional RPO work now...such as posting jobs online for a recruiter in the States...that is hardly RPO - any virtual assistant can do that! Do it all and do it right or get out of the kitchen :)

Gregorio Cardenas gcardenasv@hotmail.com Global RPO Executives Only - Cardenas Methodologyhttp://lnkd.in/K5sCRv Finally a forum just for us executives and leaders of our industry. Share you ideas, challenges and opportunities with your peers around the world. We all know there is a better way to do this! Now is the time to implement a practical global solution - learn more about Cardenas Methodology and have success.