5 questions to help you find the right RPO solution.

Before an organization can truly experience the benefits of RPO, they must first make acrucial decision: determining which recruitment process outsourcing (RPO) solution is right for them.

different models for unique requirements

The ability to attract, engage and ultimately hire top talent has become one of the biggest advantages a company can have in today's hyper-competitive business landscape. Yet, as many businesses contend with a scarce talent supply and insufficient budget or resources to ramp up their recruiting strategies, more organizations have turned to recruitment process outsourcing (RPO).

what are the questions you should ask?

When it comes to RPO, the answer should never be a one-size-fits-all solution; instead, the employer and its RPO partner will define a model that meets current hiring needs and evolves as business objectives shift.

the 5 questions

  • what is my hiring volume and what will it be in the future?

    The first consideration is to identify how hiring volumes and any expected  increases will impact recruiting efficiency. As hiring volumes grow, internal  recruitment functions can  become overwhelmed. As a result,  companies often rely more on external  agencies, which may not only eliminate the in-house level of high-touch service, but also increase costs. On the other hand, an RPO provider serves as an extension of the recruiting team,  promoting the company’s own employer brand and ensuring a strong candidate experience.

    Even if hiring volume isn’t expected to ramp up, relying on internal functions still  requires continuous investment and  keeping up with best practices to ensure  the best talent is identified and engaged.

  • what additional value does my talent strategy need to deliver?

    Some organizations leverage RPO to take on the end-to-end recruiting  process, while others seek solutions to  complement or replace select functions.  To determine the best approach, it is  important to measure how well the  internal function performs on key  fundamental recruiting metrics. The  evaluation should include things like cycle time, monthly requisitions filled, on-time delivery, open requisitions and  headcount.

    The company should also consider how RPO can improve other areas, such as employer brand, technology enablement  or talent analytics, to further enhance its  capacity to hire high-quality talent quickly. Understanding where the company  excels, and where there is room for  improvement, is crucial to determining  how RPO can be most effective.

  • what do I need to invest to maintain a world-class talent function?

    A successful talent acquisition function is key to a high-performing, competitive  organization. Yet, achieving and  maintaining a strong operation requires a great deal of  investment — whether managed in-house or outsourced — to identify and implement best practices, sourcing methodologies and  technology.

    For example, the use of mobile technology, social media and analytics  are all key to hiring the right talent, but  neglecting to keep up with changing  sourcing methods and tools will significantly hinder recruiting efforts.

  • which RPO model is most aligned to my needs?

    Whatever your main drivers for adopting an RPO program may be, it is important to  identify the model that can deliver the  greatest value and the best results. There  are four main RPO models available:

    end-to-end RPO.

    The most  comprehensive RPO model, this is an  ongoing solution that encompasses all  services involved with permanent  recruitment: consulting with hiring managers, processing requisitions, sourcing and screening candidates, scheduling interviews, preparing and  presenting offers, and conducting  onboarding activities. It can also include  value-added services, such as employer  branding and contingent workforce  management.

    project RPO.

    A project RPO engagement is similar to the end-to-end model, but applies to a specific project or  key business initiative and includes  clearly defined timelines and end goals.  Though often used to address short-term, immediate sourcing needs, the model  also enables organizations to test-drive  an RPO solution prior to launching it  enterprise wide.

    selective RPO.

    Rather than outsourcing each stage of  the recruiting process, a selective RPO program enables businesses to  strengthen specific components of their  internal recruitment processes. For  instance, an employer may decide to rely on internal recruiters for high-level positions, while adopting RPO for  high-volume or more specialized roles.  Alternately, a hiring organization may  choose to outsource for a specific  business unit or geography, or for a certain set of processes, such as sourcing and screening or reference  checking.

    recruiter on demand (ROD).

    Sometimes a company simply needs additional recruiters to support its internal  capabilities. An ROD solution  gives employers the flexibility they need by providing as many recruiters as  required to assist with the hiring process  in situations like a spike in hiring, a new  business initiative or a product launch.

  • who is the best provider to deliver our talent model?

    It is important to consider RPO providers with a complementary culture, the  appropriate infrastructure and footprint,  and the ability to deliver a customized  solution. Also critical is the provider’s capacity to grow with the organization;  after all, RPO programs often span many years and expand in geography, business units and roles filled. 

    Other key factors include familiarity with the business and specific industry, a  portfolio of clients who can provide  references, the ability to meet local and  global needs, an understanding of  regulatory requirements, and the financial backing to continually invest in  new technology and processes.

making the right RPO desicions.

Choosing to adopt an RPO program is one of the biggest decisions your  organization may make, but that’s only  the first step; you must also decide which model best meets your company's needs and the provider that is most qualified to deliver. Just as crucial is  ensuring your provider is not only able to address the organization’s most pressing talent requirements, but can also commit to supporting its long-term goals. The right provider will be a trusted  partner, working together to continually fine-tune and improve the solution.

download the RPO playbook.

Asking the right questions will help to identify
where recruiting practices need the most
improvement, and how RPO can solve those
challenges. Once those needs and  requirements are identified, the company  can engage the right model, and begin to  benefit from enhanced recruiting operations.

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