- 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.
- 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.
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