Recruitment Process Outsourcing (RPO) is pretty much what it says on the tin. This solution can help you to outsource part (or all) of your talent acquisition function and extend the reach of your hiring team.
An RPO solution can deliver impressive benefits, including:
Reduced hiring cost.
Reduced time to hire.
Access to the latest talent technology.
Hiring scalability and flexibility.
Allowing your team to focus on the areas where they can add the most value.
Streamlined processes.
Improved candidate reach.
What is your biggest hiring challenge right now?
It’s tough to find the right people.
We’re losing candidates partway through the hiring process.
Hiring costs are too high.
We don’t have a joined-up recruitment approach.
Hiring spikes are difficult to predict
“An RPO is all about talent. How can I get more talent? How can I get better talent? How can I keep talent for longer? The right RPO partner should have a deep understanding of talent markets and how to give your organization an edge in a competitive, post-pandemic world.”
Matt Yeager, Vice President, New Business Development, KellyOCG
Want to know more about the way KellyOCG does RPO? Let’s talk.
Actively looking for an RPO partner? These are some important questions to ask (and answer) before you start your search.
Do you have the capacity to flex quickly to meet hiring needs? The pandemic has shown us that organizations have to be able to respond to anything and everything at lightning speed. If your hiring needs spiked tomorrow, could you find, attract, and engage the talent you need? Or do you have seasonal peaks that regularly stretch your team? If it’s important to you to be able to scale fast, an RPO solution could be the answer. Do you want access to the latest hiring technology? The world of talent tech moves fast, and it can be tough (and expensive) to keep up. If you need to access the latest tools but want to control costs, an RPO partner could help you to leverage the best technology and expertise without an upfront investment.
What is the biggest recruitment challenge you face?
RPO solutions come in all shapes and sizes, and it’s impossible to choose the right one if you’re not laser-focused on the specific challenges you need to solve. It sounds simple, but in a fast-moving organization, this insight can easily be overlooked or misunderstood. Do the groundwork before you start having provider conversations.
You’re ready to start checking out potential RPO providers – what now? Our experts share their tips on how to find your perfect recruitment match.
“One of the biggest questions you should ask an RPO provider is about candidate attraction strategy. Attracting, engaging, and ultimately converting candidates is not easy in today's recruiting climate. You have to be sure that your provider not only understands the challenges that are unique to your industry, but also how to design a solution that's tailor made for you.”
Laverne Herrera-Hay, Senior Director, Global RPO Operations, KellyOCG
CASE STUDY:
Find out how we helped a global pharma company to connect with life-changing scientific talent.
"A lot of people are nervous about RPO because, quite honestly, they feel like it's going to replace their job – you’re handing over control essentially to somebody else, and that can be tough. But I think you’ve got to look at it in terms of how can this solution enhance my team? What do they bring to the table in terms of technology, sourcing expertise, and innovation that can help us do what we do better?"
Cherice Schmidt, Vice President, Global RPO Product Leader, KellyOCG
You feel armed with all the info you need and you’re ready to start talking to providers. But what are those things that should set off alarm bells when you’re searching for an RPO solution?
They don’t challenge you. Finding the right RPO partner isn’t easy, and if you feel like a provider is just nodding along to all your wants without challenging you or asking tough questions, it’s probably too good to be true. To succeed in an RPO solution, a provider has to balance the needs of all parties – hiring managers, candidates, business leaders – and that’s not always easy. It should be an open and honest conversation, and you should expect to have your expectations challenged.
Price is their biggest selling point. The provider who seems to be hanging their hat on the fact that they are undercutting everyone else probably isn’t delivering an industry-leading service. Cost matters and expensive doesn’t always equal best. Remember, overall value should always beat out price.
They don’t have experience that matches your needs. An RPO solution should be designed to make it easier for you to access critical talent, and a lot of the time, you’re going to need to hit the ground running. If the provider has limited experience and can’t demonstrate how they can inject the specific expertise you need, they may not be a good fit.