Determine the Right Recruitment Process Outsourcing Solution for Your Organization
Do more with your TA function by doing less in-house. Outsourcing TA activities frees up time for strategic projects and in-house upskilling.
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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)
- There are a number of Recruitment Process Outsourcing (RPO) vendors in the market; finding one that is best suited for your organization and specific needs can be daunting.
- An RPO solution is not always the best fit. Organizations must determine if it’s the right decision and which model of outsourcing is most appropriate.
- A vendor relationship has to be nurtured to ensure the RPO solution succeeds in meeting its objectives.
Our Advice
Critical Insight
- The performance of your 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 your 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 a Request for Information (RFI) to get an understanding of the vendor landscape and those capable of meeting your needs.
- Use a defined Request for Proposal (RFP) process to solicit proposals for the RPO and form a proposal evaluation committee to objectively evaluate vendor RFP responses.
- Proactively prepare the vendor for a successful and collaborative relationship by being clear about your expectations and providing them with essential organizational information required to customize service delivery.
1. Decide if RPO is appropriate
Decide if RPO is suitable to address your TA needs and outline the goals and metrics for an RPO solution.
2. Conduct RPO market research and issue an RFP
Create an RPO vendor evaluation committee that will map out a selection process, generate a list of RPO vendors, assess them against evaluation criteria, and issue an RFP.
3. Select your RPO vendor and prepare to manage the relationship
Negotiate a contract with an RPO vendor that can meet organizational needs and equip them with the information needed to successfully deliver the RPO solution.
Guided Implementations
This guided implementation is a seven call advisory process.
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
