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Aside from these key players, the ultimate success
of the RPO program will depend on the larger team
of "change agents" – the very people who will be
responsible for driving the new initiatives. The
effectiveness of the program will hinge partly
on how well the company can adapt to the new
RPO processes.
That's why it's critical to have a strong change
management plan as part of the implementation
strategy. As RPO touches nearly every aspect of the
business, it is essential that the project is aligned
with all other initiatives, such as messaging,
resource availability and timing. The right approach
should include:
• initial communications. The implementation
team should introduce the change to all
stakeholders, outline what it means for the
organization, and explain the concept of RPO
and its business benefits.
• education and training. A robust training
program will detail how the RPO initiative will
affect stakeholders, the new services available
and how to utilize the service to improve the
way the company acquires talent.
• collect feedback. Gauging satisfaction and
feedback at regular intervals and noting
successes and challenges will help to achieve
the best outcomes.
• commit to improvement. A constant stream
of communication about the RPO program is
essential, as are satisfaction surveys and a plan
of action based on feedback.
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As with any new initiative, a team of focused
individuals who understand the goals of the
program and their roles in achieving the desired
outcomes is essential for success. Just as
important is for all members to create a culture of
collaboration to continually improve the program
once it has gone live to deliver maximum results.
To learn more about how RPO programs evolve
and continue delivering increased value, download
Randstad Sourceright's RPO Playbook.
a team
effort.
the foundation for
an effective implementation.
