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4. which RPO model is most aligned
to my needs?
• 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.
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.
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5. 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.
