dedicated strategy guides a smooth transition to a next generation RPO
for a global automotive leader
case study
implementation close-up: transitioning to a new RPO
Starting in 2015, facing a limited talent supply, a global automotive leader turned to Randstad Sourceright as its Recruitment Process
Outsourcing (RPO) partner to provide a new direction for its recruiting strategy. The strategy would involve a transition from a current
recruiting partner to the Randstad Sourceright RPO. That transition introduced an updated working model, related technologies and
an increased level of collaboration between client and provider. The result is a relationship that is now positioned to carry this global
automotive organization's talent operations into the future.
implementation at a glance
Scope
3,300 salaried positions in the U.S.
End-to-end recruiting process (intake
through onboarding, campus recruiting
and internship programs) for plant and
support, business and technical positions.
Implementation team
• Randstad Sourceright – dedicated
project manager, delivery director,
workstream subject matter experts
(SMEs), workstream leads, expertise
from the Randstad Sourceright
Talent Innovation Center and
executive sponsor.
• Client – executive sponsor, project
manager and SMEs to support key
workstreams, such as technology,
billing and compliance.
The client
A global automotive leader with more
than 200,000 employees worldwide.
Timeline
18 weeks (total process)
Critical needs
• Recruiting performance – the
company sought a new approach
to improve quality of talent,
further reduce cycle times and
sustain hiring manager satisfaction.
• Team structure – adjusting the RPO
strategy would require a move
from a high-volume, process-driven
hiring structure to an enhanced
talent advisor approach and a
higher recruiter to requisition ratio.
• Support from hiring managers
and leadership – a structured
implementation plan and
dedicated communications effort
were required to ensure that
stakeholders embraced the new
relationship.
Keys to success
• Detailed methodology – a five-
phase program focused on 10 key
workstreams, coordinating transition
efforts across a complex organization.
• Seamless transition while – Randstad
Sourceright and the client worked
with the incumbent provider to
facilitate knowledge transfer and
transition of requisitions to the new
RPO, helping to boost continuity in
the hiring process.
• Process co-ownership – the new
process focused on boosting
participation from the client,
including established co-ownership
and responsibility for key
workstreams.
• People and technology – the new
team provided a strong ratio of talent
advisors and recruiters per requisition,
and improved recruitment marketing,
video interviewing and reporting
capability.
www.randstadsourceright.com
© Randstad Sourceright. 2017
