Recruitment process outsourcing (RPO) can do great things for your company’s recruiting and hiring function when the RPO relationship works. With an improvement in recruiting and hiring, the right people go into the right positions and the client company is more successful over the long term. In this article, based on the Recruitment Process Outsourcing Association webinar “Time to Consider Recruitment Process Outsourcing” with RPO thought leader and Accolo CEO John Younger, we take a look at how to make sure you reap the benefits of great RPO by introducing the six keys to a successful RPO relationship.
Success in RPO, like in every other area, does not happen by accident. Instead, it’s the result of hard work and collaborate between the RPO provider and client company, who need to work together to make the engagement a success. When you’re working to make your RPO relationship successful, make sure you include these six elements of success:
1. Focus on the hires first.
The hires are the backbone and ultimate goal of your RPO engagement. Revenue increases, increased operational efficiency and an improved company culture are all traceable to the quality of new hires. Focusing on the hires first will result in these additional benefits down the line, so don’t let them distract you from your main purpose.
2. Get active executive support.
Successful RPO is a partnership, and company-level partnerships don’t result from middle management. Executive support and buy-in is necessary to get the results you want and the backing you need in an RPO relationship.
3. Determine the metrics and reporting up front.
You can’t be successful if you don’t know what success looks like. Before you begin the RPO engagement, determine how you will measure your progress and report it in a manner that is easily understandable.
4. Listen to the RPO.
Your company has engaged an RPO provider, so let them do their job. The “process” in recruitment process outsourcing means that while you determine what the goals and results will be, you’ve outsourced the “how” those goals will be accomplished. Your RPO provider handles the recruiting and HR functions that you’ve hired them for all day, every day. They are the experts, so listen to their recommendations and suggestions.
5. Conduct a pre-implementation hiring manager survey as a baseline.
When you’re measuring your progress and success, you need to have a baseline to start from. A pre-implementation hiring manager survey gives your metrics and reporting a starting point to measure from, so you can easily show company managers and executives the results of your engagement.
6. Build in quarterly results incentives.
You’ve established your goals – now give your people an incentive to meet them. No matter what your RPO relationship looks like, giving both your RPO provider and internal resources a reason to work that much harder to reach a goal will return results for your company and help make your RPO engagement a success.
Hiring is one of the most important functions on your business. Its success and failure can often depend on the quality of the employees you hire. Recruitment process outsourcing can be a huge advantage when it comes to filling open positions with the best people possible, but this only happens when your RPO relationship is a successful one. Make sure the previous six keys to success are a part of every RPO relationship you undertake, and success is sure to come your way.
For more information about recruitment process outsourcing, view this webinar: “Time to Consider Recruitment Process Outsourcing”.
