Determine the Right Recruitment Process Outsourcing Solution
Increase efficiency by outsourcing talent acquisition activities to free up time for strategic projects and in-house upskilling.
- There are a number of recruitment process outsourcing (RPO) vendors in the market; finding the one that is best suited for your organization's specific needs can be daunting.
- An RPO solution is not always the best fit. Organizations must determine if outsourcing is the right decision and, if so, which model of outsourcing is most appropriate.
- A vendor relationship has to be nurtured to ensure the RPO solution succeeds in meeting its objectives.
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Our Advice
Critical Insight
- The performance of the talent acquisition (TA) process can be elevated by outsourcing tactical activities to an RPO provider, freeing up resources to focus on strategic projects and in-house upskilling.
Impact and Result
- Investigate the pain points when it comes to current TA processes and requirements to determine what is driving the
need to outsource.
- Conduct market research either informally or through an RFI to get
an understanding of the vendor landscape and those capable of meeting TA
needs.
- Use a defined RFP process to solicit proposals for RPO and form a
proposal evaluation committee to objectively evaluate vendor responses.
- Proactively prepare the vendor for a successful and collaborative relationship by being clear about expectations and providing them with essential organizational information required to customize service delivery.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
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Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Decide if RPO is appropriate
- Call 1: Discuss the stakeholders to include and how to use the Talent Acquisition Pain Points Assessment Workbook.
- Call 2: Review the assessment summary to determine whether to proceed with an RFI/RFP and discuss the degree of outsourcing needed.
Guided Implementation 2: Conduct RPO market research and issue an RFP
- Call 1: Determine the stakeholders involved in the vendor evaluation committee and discuss RPO market research options.
- Call 2: Review RFI responses (optional) and vendor shortlist, and discuss vendor evaluation criteria.
- Call 3: Review the customized Request for Proposal Template.
Guided Implementation 3: Select your RPO vendor and prepare to manage the relationship
- Call 1: Evaluate vendors against criteria and how to make the vendor decision.
- Call 2: Prepare to manage the vendor relationship.
Contributors
- Kim Benedict, Co-Founder & CEO, TalentMinded Inc.
- Ljuba Bogdanovich, Account Director, WilsonHCG
- Paul Dodd, Head of Canadian Engagement, WilsonHCG
- Ryan Frook, Manager, Bids & Contracts, Info-Tech Research Group
- Camille Galindez, Former HR Generalist, FCB Global
- Steven Jeffery, Director Research, Vendor Management, Info-Tech Research Group, author of The Art of Creating A Quality RFP: Don't Let a Bad Request for Proposal Waste Your Time, Money and Resources
- Susan Mabardi, Senior Account Director, Recruitment Process Outsourcing, Allegis Global Solutions
- Joe McIninch, Vice President of Operations, Project Recruitment, Lannick
- Meryl Rosenthal, Founder & President, HirePower Inc.
- Lisa Thomason, CHRP, Recruitment Consultant, Royal Victoria Regional Health Centre
- Maria Vilshanski, Former Director of Talent Acquisition, EllisDon
- Audrey Wong, Senior Executive, Client Services, WilsonCTS (formerly Head2Head)
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