So, you’ve decided which RPO provider to go with, and you’re about to sign up and hand over to them. Your job is done.
Except… it isn’t.
Choosing your RPO provider is only the beginning.
After all, an RPO is a partnership. So, as the process moves forward, how do you continue to assess the success of this partnership? How do you evaluate whether your goals are being met, and your processes are transforming?
Of course, the hires being made are vital to this. However, there is much more to an RPO partnership than filling roles. An RPO provider works with an organisation not just to fill roles, but to improve their recruitment processes as a whole.
To make a real difference and enable a business to scale and transform, an RPO should be insight-led.
So, we’ve come up with 3 key ways to help you assess if your partnership with your RPO provider is doing what it needs to do.
Firstly, before an RPO begins, there should be a thorough implementation process.
This process should clarify that your provider knows what they’re doing and when it needs to be done by. To help employers understand if the RPO has been implemented properly, we’ve identified 6 steps of implementation.
The provider should first outline what the aims of the project are and how those are going to be achieved.
This stage identifies the methods agreed upon in the pre-planning stage in more detail. As a result, this phase should cover timelines, metrics, current and future EVP status, processes, forecasts, policies, and procedures.
At this stage, the key information and strategies should be communicated to the internal organisation.
Then, any recommendations for change, with a full analysis of the potential impact, should be presented to the organisation.
As a result of any changes, the RPO should identify if any training needs to take place to ensure there are no limits or negative impact on the new procedures.
Once the processes have been agreed upon and the RPO is live, there should be a thorough analysis of the project for the first 30 days. This should ensure that moving forward, any relevant changes can be made.
Secondly, an RPO should review the partnership at regular intervals.
Every provider will do this differently, whether it’s weekly, quarterly, monthly, or all 3. Ultimately, a partnership is effective as long as it is continuing to meet business needs.
As such, an RPO partnership should be flexible, as those needs may change. What your business needs at the start of the relationship may not be what you need 6 months down the line. So, the RPO should be flexible to meet these potential changes in requirements.
Ultimately, these needs should not focus solely on numbers. After all, if your RPO partnership is providing your business with invaluable insight these regular reviews should be enabling your business to transform its recruitment processes. An insight-led RPO should provide your business with information on the market that could have an impact on your processes.
For example, if your brand awareness as an employer is low, or the salaries you are offering are below market rate, you need to be aware of these issues to implement changes. Insights such as these, along with consistently evolving solutions, should give your company the tools it needs to become a leader in the market.
Thirdly, an RPO should provide your organisation with the relevant metrics.
More specifically, these metrics should be different depending on who they are being reported to. For example, the Hiring Manager does not need the same information as the HR department.
As such, they should tailor their metrics to the audience receiving them. So, the hiring manager should have an in-depth understanding of the candidate market and current challenges, while the HR department should be informed of both cost and time per-hire. As a result, every member of the team should have the tools they need to focus on their goals.
As well as this, an RPO provider might provide live metrics which are accessible online to those who need to see them, when they need to see them. No matter the method, your organisation should have consistent assurance that your project is running smoothly.
So, to sum up?
An RPO should not just provide your organisation with hires. When implemented effectively, an RPO should give your organisation the tools it needs to improve its processes moving forward. This should affect everything from your recruitment marketing and employer brand to your onboarding processes, EVP, and internal culture.
Ultimately, a good RPO relies on a solid foundation of communication and honesty. Outsourcing your recruitment processes won’t always produce instant results. However, it will transform your organisation in the long run by enabling you to source, hire, and retain the talent you need to succeed.