Selecting an RPO Solution: Are You Asking the Right Questions?

In today’s competitive market, companies are increasingly turning to recruitment process outsourcing (RPO) to effectively enhance their talent acquisition strategies. This allows progressive employers to take advantage of an RPO provider’s expertise, while gaining access to the extensive talent pools and cutting-edge technology they need to meet growth objectives.

But, to achieve the maximum benefits from RPO, you not only need a solution that will help address current talent demands, but one that also evolves with your organization and the ever-changing talent market. An effective RPO program won’t be a one-size-fits-all solution; rather, it will be customized to meet your unique requirements and to align with the business’ larger goals.

PREMIUM CONTENT: Global Staffing Industry Market Estimates and Forecast: October 2017 Update

So, how can you ensure your company is moving forward with an RPO solution that has staying power? Ask these five questions:

1. What is our current hiring volume, and is it likely to increase in the near future?

Growing hiring volumes can overwhelm your in-house recruitment function and adversely impact the efficiency of your talent acquisition program. As a result, companies often rely on external agencies to keep up with fluctuating demands, but this approach can get costly. A flexible RPO program can address shifts in your talent needs while providing a high-touch experience to your candidates and hiring managers. The RPO team acts as an extension of your in-house resources, continuously implementing best practices, providing a strong candidate experience and promoting your employer brand.

2. What value-added recruiting functions does our company need?

RPO can provide an end-to-end talent acquisition process, but it can also offer solutions to streamline or support specific functions within your existing process – such as sourcing and screening, candidate management, employer branding, diversity and inclusion, technology strategy and talent analytics. To determine where your company can benefit most from RPO, first measure your current performance against fundamental recruitment metrics to identify where your in-house function excels and where outside expertise can make a positive impact.

3. Without RPO, how much do we need to invest internally to establish a best-in-class recruitment function?

Maintaining a strong in-house recruiting function requires an ongoing investment. You have to stay current with best practices, as well as new sourcing processes and technologies. Consider how talent analytics and mobile technology have quickly become critical factors in developing and implementing an effective talent strategy. Failing to stay current with innovation can cause recruiting to stall — or even fail –  but keeping up can also pose challenges. RPO help you find a balance by delivering the insights you need based on the partner’s industry and market experience, as well as their proprietary research.

4. Which RPO model best supports our company’s needs?

There are four main RPO models, each designed to address different requirements. Consider these options as part of your solution selection process to get maximum ROI:

  • End-to-end RPO includes all functions involved with the hiring of permanent employees. Value-added services such as contingent workforce management can also be incorporated.
  • Project RPO applies only to specific projects with preset timelines and objectives. It is most often used for short-term sourcing needs but can also be used as a pilot before a large-scale implementation.
  • Selective RPO focuses on strengthening specific components of an existing recruitment process. For example, a company may utilize selective RPO to recruit for hard-to-find skills or specific geographies.
  • Recruiter on demand (ROD) solutions provide additional recruiters to support an organization’s in-house function. Because it’s scalable, it offers companies the flexibility to handle sudden hiring increases.

5. Which RPO partner can best meet our needs?

Your RPO partner should have the necessary footprint and infrastructure, as well as a complimentary culture and the capacity to deliver a customized solution. It should also have the ability to grow with your organization’s local, regional and/or global needs, since over time, the program may expand into other business units and new geographies. Additionally, the provider should be familiar with your industry, understand regulatory issues, provide references and continuously invest in new technology.

Making the right RPO decisions

Once your company has decided to adopt an RPO program, it’s crucial to determine the right model and partner to help you with both your current talent needs and your long-term objectives. By answering these five questions, you’ll gain insights into how RPO can strengthen your internal recruiting function and how to engage your partner to continue realizing new value as the program matures.

MORE: Thrive in a Candidate-Driven Market

Sue Ruddock

Sue Ruddock
Sue Ruddock is managing director of the U.K. and Ireland for Randstad Sourceright.

Sue Ruddock

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