getting the most out of your RPO.

Making the business decision to implement and RPO and selecting your recruitment process outsourcing (RPO) provider are just the first steps. Getting the most out of your RPO takes a few simple, but crucial steps.

selecting the right team for implementation

When organizations decide to implement a recruitment process outsourcing (RPO) program, they are taking the first step toward an expedient and cost-effective approach to solving the growing issue of talent scarcity. As the RPO provider acts as an extension of the company’s own recruiting team, the program can address issues that were pre-existing in the recruiting process, as well as challenges with the tech.

Although the RPO provider will drive the implementation, selecting the right representatives who understand the business and provide insights on how it adapts to change will be instrumental in keeping the project on track.

having the right people at the table

It is crucial to outline individual responsibilities from the beginning to ensure each person knows the tasks they are responsible for. These are the stakeholders we recommend engaging in the project.

  • Executive sponsor: Often, the executive sponsor will be a chief human resources officer, chief people officer or another member of the C-suite.

  • Project sponsor: This is typically the individual who leads talent acquisition at the hiring organization.

  • Project manager: Requiring a great deal of dedication – one to two days per week – is the project manager, who serves as the core implementation team member.

  • Human resources: Typically needing about 5 hours a week dedicated to the project, the HR team should be instrumental in the tactical aspects of the RPO program implementation, especially around policy development, process development, and data collection and verification.

  • Legal: Legal will play a crucial role during contract negotiation, which may entail about three days per week during this critical phase.

  • Finance/Accounting: Needed on a part- time basis their duties will include conducting finance reviews and systems testing.

  • Information Systems: Responsible for the technical aspects the information systems teams will spend about five hours per week on areas such as system interfaces and systems testing, data collection and validation, and IT and data security.

  • Procurement: Also responsible for committing about five hours per week, the procurement team will likely be involved in areas such as contract development, supplier vetting and communication, and data collection and validation.

  • Communications and marketing: The communications or marketing team will play an integral role in communicating to stakeholders about the implementation, its benefits and requirements and assist in developing training materials.

working effectively with your RPO provider.

Signing the contract is just the first step in ensuring the employer gets maximum value from the RPO. Because the solution provider keeps an eye on changing talent and market trends, and  stays ahead of the curve when it comes  to recruiting and HR technology  innovation, the employer can consistently  adjust the program as  required. What’s important is that the provider and hiring company stay in lockstep and communicate continuously to align strategy with shifting business needs and goals.

get on the same page.

With an organization’s internal resources working in tandem with the RPO provider, the outcome is a streamlined, efficient and cost- effective process to secure the high- quality talent the business needs. To make sure everyone’s on the same page, discuss your expectations early, including:

  1. establish clear goals
  2. gain buy-in and deliver change management
  3. maintain communication with your provider
  4. develop KPIs and governance practices
  5. implement feedback mechanisms

align the talent strategy with greater organizational goals

From working together on a change management strategy, to having ongoing open communication about how to best achieve goals, a strong partnership between employer and RPO provider is essential to maximizing the benefits your program delivers. These tips can help your company build a strong foundation with its RPO partner; one that not only delivers continuous and measurable recruiting results, but also helps align the talent strategy with greater organizational goals.

download the RPO playbook.

To learn more about how RPO can help transform your recruiting strategies, download Randstad Sourceright's RPO Playbook, a practical guide to answer your questions and help you get started.

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