4. develop KPIs and governance practices.
Creating a culture of accountability will help
to ensure an optimized RPO strategy. Key
performance indicators (KPIs), such as agreed
upon metrics around interview-to-offer ratio, offer
acceptance rate and aging requisitions, will help
to illuminate the success of the program and
pinpoint where remedial action is needed. A formal
governance structure — consisting of a dedicated
RPO manager on the provider side and an internal
leadership team —will ensure that challenges and
changing needs are addressed quickly.
The governance model should also clearly
define the roles of all involved, specify reporting
lines, identify decision-makers and establish
escalation mechanisms to provide a clear process
for oversight and mitigation steps.
5. implement feedback mechanisms.
Once the RPO program is in place, stability should
be a priority. This can be achieved by reinforcing
buy-in. Developing a communications strategy
to keep all parties informed and engaged on
program progress is crucial, and just as important
is being able to solicit continuous feedback from
those stakeholders, both internal and external.
The company should also implement various
ways for collecting and analyzing the results that
can indicate the success of the program — for
example, cost savings, abbreviated cycle times,
hiring manager satisfaction and other metrics.
Based on the feedback received and early results,
the employer and provider can work together
to improve any areas that may be lagging and
look for opportunities for further innovation. As
organizational goals and market conditions often
shift, constant communication will help ensure the
program is adjusted as needed.
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