different models for unique requirements
The ability to attract, engage and ultimately hire top talent has become one of the biggest advantages a company can have in today’s hyper-competitive business landscape. Yet, as many businesses contend with a scarce talent supply and insufficient budget or resources to ramp up their recruiting strategies, more organizations have turned to recruitment process outsourcing (RPO). By outsourcing all or key aspects of the talent acquisition process to highly specialized RPO providers, employers can benefit from the expertise, extensive candidate sources and the latest recruiting technologies to ensure they hire the best talent possible.
But before an organization can truly experience the benefits of RPO, they must first make a crucial decision: determining which RPO solution is right for them. Just as each company has various and often fluctuating talent needs, there are several different models of RPO available to address their unique requirements. When it comes to RPO, the answer should never be a one-size-fits-all solution; instead, the employer and its RPO partner will define a model that meets current hiring needs and evolves as business objectives shift.
1. what is my hiring volume and what will it be in the future?
The first consideration is to identify how hiring volumes and any expected increases will impact recruiting efficiency. As hiring volumes grow, internal recruitment functions can become overwhelmed. As a result, companies often rely more on external agencies, which may not only eliminate the in-house level of high-touch service, but also increase costs. On the other hand, an RPO provider serves as an extension of the recruiting team, promoting the company’s own employer brand and ensuring a strong candidate experience.
Even if hiring volume isn’t expected to ramp up, relying on internal functions still requires continuous investment and keeping up with best practices to ensure the best talent is identified and engaged.
2. what additional value does my talent strategy need to deliver?
Some organizations leverage RPO to take on the end-to-end recruiting process, while others seek solutions to complement or replace select functions. To determine the best approach, it is important to measure how well the internal function performs on key fundamental recruiting metrics. The evaluation should include things like cycle time, monthly requisitions filled, on-time delivery, open requisitions and headcount.
The company should also consider how RPO can improve other areas, such as employer brand, technology enablement or talent analytics, to further enhance its capacity to hire high-quality talent quickly. Understanding where the company excels, and where there is room for improvement, is crucial to determining how RPO can be most effective.
3. what do I need to invest to maintain a world-class talent function?
A successful talent acquisition function is key to a high-performing, competitive organization. Yet, achieving and maintaining a strong operation requires a great deal of investment — whether managed in-house or outsourced — to identify and implement best practices, sourcing methodologies and technology.
For example, the use of mobile technology, social media and analytics are all key to hiring the right talent, but neglecting to keep up with changing sourcing methods and tools will significantly hinder recruiting efforts.
4. which RPO model is most aligned to my needs?
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.
- 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.
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.
making the right RPO decisions.
Choosing to adopt an RPO program is one of the biggest decisions your organization may make, but that’s only the first step; you must also decide which model best meets your company's needs and the provider that is most qualified to deliver. Just as crucial is ensuring your provider is not only able to address the organization’s most pressing talent requirements, but can also commit to supporting its long-term goals. The right provider will be a trusted partner, working together to continually fine-tune and improve the solution.
Asking the right questions will help to identify where recruiting practices need the most improvement, and how RPO can solve those challenges. Once those needs and requirements are identified, the company can engage the right model, and begin to benefit from enhanced recruiting operations.
To learn more about how RPO programs evolve and continue delivering increased value, download Randstad Sourceright's RPO Playbook.
read the complete RPO series:
- #1 nine benefits of RPO beyond cost savings
- #2 five questions to help you find the right RPO solution (you are here)
- #3 selecting the team for your RPO implementation
- #4 five tips for working effectively with your RPO provider
- #5 are you ready to expand your RPO program?