broadening the service scope.
A great number of RPO programs begin with
simple source and screen services – the heavy
lifting portion of the recruitment cycle – however,
it is common for these engagements to expand
to other services within the cycle, including talent
assessment, offer management, onboarding and
even career transition services.
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Widening the service scope to these areas can
enable greater continuity, accountability and
measureable business impact.
greater geographical reach.
With more companies seeking to take a global
approach to talent acquisition, a successful RPO
program in one region can be replicated and
localized to other locations. It's not uncommon
for an organization to expand the program into a
multi-country RPO (MCRPO) engagement. Using
a single RPO provider across global operations
ensures a centralized and consistent approach,
while reducing the complexity of working with
multiple agencies.
A global RPO strategy enhances economies of
scale, global talent mobility and management, and
the global sharing of best practices and innovation.
An RPO provider with global scope can provide
market intelligence on talent availability in new
areas for expansion and advise on supply and
demand across different growth markets.
adding business lines and roles.
A common way to expand an RPO program is to
use the existing model for additional positions; this
is especially easy given the employer already has a
proven approach for adoption. It is also likely that
many of the same team members will be involved
as these new roles or business lines are added to
the program scope.
What may differ are the service level agreements
(SLAs) mandated and whether additional
stakeholders need to be involved in planning,
rollout and tracking ongoing success.
