Bolstering your hiring with a recruitment process outsourcing (RPO) program helps you optimize talent acquisition. While helping you attract the best people, RPO creates efficiencies, cuts costs and uses the latest technologies to keep your talent function running at its peak. But without careful implementation, the ROI you expect to gain might be at risk.
Priming your organization for RPO success is essential. Taking steps to define goals and KPIs, identify roles and responsibilities, and integrate technology is foundational to successful implementation. And, in a complex, talent-scarce market, thorough planning is more critical than ever.
As you implement an RPO program, how will you communicate benefits and set expectations with leadership? How will you define the distinct responsibilities of internal stakeholders and your provider? And how will you ensure your provider takes the right approach to hiring at your organization?