recruitment process outsourcing programs are most successful when the client and provider each benefit from the partnership.
One of the most important first steps in ensuring this success is to negotiate terms that facilitate the goals of the employer while economically sustaining the program. As in any relationship, contracting a recruitment process outsourcing (RPO) program is a series of gives and takes, so consider the following:
01. understand your needs.
An RPO program is integrally designed around the hiring volume, so developing a realistic forecast of your talent needs is critical. Programs can get off to a shaky start when the actual hiring volume is drastically different from what’s contracted.
02. establish role clarity.
Master service agreements and statements of work clarify the role of the provider, but RPO buyers should also be certain of its responsibilities in a program.
03. categorize what’s negotiable (and not).
Implementing an RPO often requires significant process changes. Also, how the program is designed will be dictated by cost considerations. Knowing this, define your must-haves (e.g., having all recruiters on-site).
04. invite the right people.
Key decision-makers and stakeholders from your organization should always be present during the negotiation process. Their presence will not only help usher the discussion along, but also ensure the agreed-upon statement of work addresses their essential needs.