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I have been working at PrincetonOne full-time (More than a year)
The RPO division is unlike other parts of the internal organization, as well as almost any other part of the staffing and recruiting industry. This is a team based, project based environment that provides great exposure to the hiring process for those new to the HR world. The training program has improved greatly in the time I’ve been with the organization and training opportunities are ongoing throughout your tenure. New positions are also created based on individual strengths and business needs. The Indianapolis office is vibrant, diverse, and somewhere I’ve genuinely been excited to come to daily since joining the team.
-Downtown Indianapolis is an exciting place to work, and your parking is paid for by the company (it’s a little bit of a trek in the winter months but overall isn’t too bad)
-The office is slightly more casual than business casual - jeans and sneakers a plenty, with Friday’s being most casual and dedicated to T-Shirts and sports teams
-M-F 8-5 hours means no weekends or evenings, and you are more than encouraged to use your PTO days (20 days per year not counting holidays). For contract employees, holidays and volunteering days are also paid which is different than the norm
-New programs around wellness and community involvement have been introduced to help bring team members together both inside and outside of the office’s four walls
-Occasional company swag giveaways and bi-annual events out of the office are fun unifying events
-Our CEO makes a point to meet everyone in the organization and is very approachable and down to earth
To address a few things I’ve read in other reviews:
-Clique-yness is minimal compared to many other organizations I’ve worked for, and is also much less prevalent than it was when I started. There are those in our office that are introverted and choose to not go with other groups, and there are those that are extroverted and spend time with all levels and people in our office. The “social” aspect is somewhat your own choosing, but it is also driven by the project based environment. The people you work with the most will probably be the people you are most comfortable interacting with regularly and who you get to know on a deeper level. I’ve personally never felt a barrier in interacting with others in the office, and I’ve never witnessed an example of someone being excluded from a group.
-The level of work in our office goes one of two ways: it’s either slow going or it’s fast and furious. To be perfectly honest, and I think this was said in other reviews, you are either up for it or you aren’t. Some projects are more demanding than others, some managers have more rigorous expectations than others. At no point in my time have a I felt like I was unable to raise my hand and say “this is too much” - in fact, we encourage it multiple times during training so we can better understand and better help those struggling in the office. Help is always available, but your leaders won’t always know you need help if you don’t speak up.
-The role of Talent Assessment Specialist has been mentioned a few times as being given the “grunt work” - it is an entry level role where there is, just like every other position in the organization, a lot of work to do and can get very busy. The training program for this position and others has provided many different touch points in the office, allowing exposure to different ideas around time and task management that can help everyone find their own groove in the role. If you do well in this role, and show intellectual curiosity and a drive to do more, you don’t need to be part of some “favored” crowd to be able to move up. The number one thing that holds people back and into this role is the inability to think big picture; it doesn’t matter where you work, small-mindedness will get you nowhere - fast.
-Turnover is inevitable, especially when our entry level position (Talent Assessment Specialist) is a contract-to-hire position. The majority of new TAS hires have never worked in the industry, and for many this is their first full-time role out of college. Some discover that this isn’t the industry or type of work for them, and that is perfectly okay. Nearly every person that has stayed through their contract length is offered a full-time role with the company. If you survey the staffing industry as a whole, I wouldn’t be surprised if our full-time employee turnover rates are actually lower than the norm. The fluctuation in office size is a byproduct of our project-based business and is nothing to cry wolf over.
As mentioned earlier, the RPO division is unlike the rest of our organization; although leadership (based elsewhere) tries to understand it, we have many disconnects that leave us feeling distant from the organization as a whole.
-Our new wellness program is an exciting step in the right direction, but I struggle to find the value and buy-in from a large majority of our office. It’s not hard to fill out a form saying you are eating 5 servings of fruits and veggies whether you are actually doing it or not. It’s also disappointing that the creation of the wellness program isn’t lowering our health insurance costs, which significantly went up for 2018.
-Our technology needs in a timeline driven environment are not being met; phone and internet issues have been resolved (for now), but when we can’t run more than 5 tabs on a web browser without it freezing/crashing, we can’t get our jobs done in the timeframe that the client requires. Small investments in new technology are a must have for this line of business to continue to grow - simply uninstalling irrelevant programs will not help a computer with out of date hardware. This is causing many, including myself, to go home and do work that should have been able to get done during business hours.
-Some have listed pay scales as a con, and we are paid a bit below market value compared to similar types of positions in RPOs if you look to Glassdoor ratings. You can not compare our roles in RPO to commission-based recruiting positions, however - that is a completely different type of position and their money is not a guaranteed salary.
-Recognition in RPO has, until recently, been limited to a peer-nominated employee of the month. New steps have been taken to add RPO functions such as Program Managers and others to the Presidents Club awards but not much has been said about it internally. A trip to Aruba (or wherever it is that year) can be one heck of a motivator for many - we need to hype that up more.
Advice to Management
For leadership outside of Indianapolis - come here more often and dedicate the time to actually understanding our business from the ground level. Sit in our meetings as a participant. Pulse check with all levels and initiate changes that make sense to help the employees and the business. We are not like the rest of PrincetonOne.
I applied online. I interviewed at PrincetonOne (Indianapolis, IN).
IV'd by two managers at PrincetonOne. Very simple, have a pulse while acting perky and you're in. You may have to take a typing test and they will always offer you the bottom of the salary range, so decide for yourself if you want to push it.
Following up after an interview could mean the difference between you and another candidate getting the job. http://glassdoor.com/slink.htm?key=vQs6K
Stan Cerkez is a key member of our Executive Search division. http://glassdoor.com/slink.htm?key=vQsHQ