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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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  • 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.

Research & Tools

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

Call #1 - Evaluate vendors against criteria and how to make the vendor decision.
Call #2 - Prepare to manage the vendor relationship.