core rpo services rpoa matt rivera_final
DESCRIPTION
TRANSCRIPT
Core RPO Services
A Special RPOA Leadership Forum presentation
Presented by Matt Rivera Director Customer Solutions at Yoh
Wednesday July 10 2013
Itrsquos Not One-Size Fits All
About RPOA
bull Nonprofit 501(3)
organization founded in
2005
bull New Board elected in
January 2013
bull Mission to ldquoeducate the
market about RPOrdquo
bull Become a member
RPOA Leadership Forum
bull Access Leadership Forum page
bull Request to present
Introductions
Matt Rivera
Director Customer Services
Yoh
Lamees Abourahma
Executive Director
Recruitment Process Outsourcing Association
Agenda
bull What is RPO
bull Types of RPO Engagements
bull Ideal customers
bull Delivery options
bull Why RPO
bull RPO May NOT be for you ifhellip
Enterprise RPO RPO
Consult-ing RPO
Project RPO
Emerging RPO
Services
Point of service
RPO
What is RPO
RPOA Definition
ldquoAn RPO provider acts as a companyrsquos internal recruitment function for a portion or all of its jobs RPO providers manage the entire recruitinghiring process from job profiling through the on-boarding of the new hire including staff technology method and reporting A properly managed RPO will improve a companyrsquos time to hire increase the quality of the candidate pool provide verifiable metrics reduce costs and improve governmental compliancerdquo
What is RPO
Key Points of the Definition
bull Acts as a companyrsquos internal recruitment function
bull Manage the process
bull Hires a portion or all of jobs
bull Provide verifiable metrics
Itrsquos as much a process (P) as it is recruitment (R)
Outcomes
RPO=
Accountable
Functional
Process But therersquos more
Types of RPO Engagements
bull Enterprise RPO
bull Long-Term Company-Wide
bull JobLocation Specific
bull Short Term Project RPO
bull Point-of-ServiceLimited RPO
bull Consulting RPO
bull Emerging RPO Services
Enterprise RPO
bull AKA full-service RPO or fully outsourced RPO
bull Company-wide outsourcing of all or most of the recruiting functions
bull Long-Term
bull Can be position or location specific
bull ldquoFully Outsourcedrdquo is the key term
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
About RPOA
bull Nonprofit 501(3)
organization founded in
2005
bull New Board elected in
January 2013
bull Mission to ldquoeducate the
market about RPOrdquo
bull Become a member
RPOA Leadership Forum
bull Access Leadership Forum page
bull Request to present
Introductions
Matt Rivera
Director Customer Services
Yoh
Lamees Abourahma
Executive Director
Recruitment Process Outsourcing Association
Agenda
bull What is RPO
bull Types of RPO Engagements
bull Ideal customers
bull Delivery options
bull Why RPO
bull RPO May NOT be for you ifhellip
Enterprise RPO RPO
Consult-ing RPO
Project RPO
Emerging RPO
Services
Point of service
RPO
What is RPO
RPOA Definition
ldquoAn RPO provider acts as a companyrsquos internal recruitment function for a portion or all of its jobs RPO providers manage the entire recruitinghiring process from job profiling through the on-boarding of the new hire including staff technology method and reporting A properly managed RPO will improve a companyrsquos time to hire increase the quality of the candidate pool provide verifiable metrics reduce costs and improve governmental compliancerdquo
What is RPO
Key Points of the Definition
bull Acts as a companyrsquos internal recruitment function
bull Manage the process
bull Hires a portion or all of jobs
bull Provide verifiable metrics
Itrsquos as much a process (P) as it is recruitment (R)
Outcomes
RPO=
Accountable
Functional
Process But therersquos more
Types of RPO Engagements
bull Enterprise RPO
bull Long-Term Company-Wide
bull JobLocation Specific
bull Short Term Project RPO
bull Point-of-ServiceLimited RPO
bull Consulting RPO
bull Emerging RPO Services
Enterprise RPO
bull AKA full-service RPO or fully outsourced RPO
bull Company-wide outsourcing of all or most of the recruiting functions
bull Long-Term
bull Can be position or location specific
bull ldquoFully Outsourcedrdquo is the key term
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
RPOA Leadership Forum
bull Access Leadership Forum page
bull Request to present
Introductions
Matt Rivera
Director Customer Services
Yoh
Lamees Abourahma
Executive Director
Recruitment Process Outsourcing Association
Agenda
bull What is RPO
bull Types of RPO Engagements
bull Ideal customers
bull Delivery options
bull Why RPO
bull RPO May NOT be for you ifhellip
Enterprise RPO RPO
Consult-ing RPO
Project RPO
Emerging RPO
Services
Point of service
RPO
What is RPO
RPOA Definition
ldquoAn RPO provider acts as a companyrsquos internal recruitment function for a portion or all of its jobs RPO providers manage the entire recruitinghiring process from job profiling through the on-boarding of the new hire including staff technology method and reporting A properly managed RPO will improve a companyrsquos time to hire increase the quality of the candidate pool provide verifiable metrics reduce costs and improve governmental compliancerdquo
What is RPO
Key Points of the Definition
bull Acts as a companyrsquos internal recruitment function
bull Manage the process
bull Hires a portion or all of jobs
bull Provide verifiable metrics
Itrsquos as much a process (P) as it is recruitment (R)
Outcomes
RPO=
Accountable
Functional
Process But therersquos more
Types of RPO Engagements
bull Enterprise RPO
bull Long-Term Company-Wide
bull JobLocation Specific
bull Short Term Project RPO
bull Point-of-ServiceLimited RPO
bull Consulting RPO
bull Emerging RPO Services
Enterprise RPO
bull AKA full-service RPO or fully outsourced RPO
bull Company-wide outsourcing of all or most of the recruiting functions
bull Long-Term
bull Can be position or location specific
bull ldquoFully Outsourcedrdquo is the key term
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Introductions
Matt Rivera
Director Customer Services
Yoh
Lamees Abourahma
Executive Director
Recruitment Process Outsourcing Association
Agenda
bull What is RPO
bull Types of RPO Engagements
bull Ideal customers
bull Delivery options
bull Why RPO
bull RPO May NOT be for you ifhellip
Enterprise RPO RPO
Consult-ing RPO
Project RPO
Emerging RPO
Services
Point of service
RPO
What is RPO
RPOA Definition
ldquoAn RPO provider acts as a companyrsquos internal recruitment function for a portion or all of its jobs RPO providers manage the entire recruitinghiring process from job profiling through the on-boarding of the new hire including staff technology method and reporting A properly managed RPO will improve a companyrsquos time to hire increase the quality of the candidate pool provide verifiable metrics reduce costs and improve governmental compliancerdquo
What is RPO
Key Points of the Definition
bull Acts as a companyrsquos internal recruitment function
bull Manage the process
bull Hires a portion or all of jobs
bull Provide verifiable metrics
Itrsquos as much a process (P) as it is recruitment (R)
Outcomes
RPO=
Accountable
Functional
Process But therersquos more
Types of RPO Engagements
bull Enterprise RPO
bull Long-Term Company-Wide
bull JobLocation Specific
bull Short Term Project RPO
bull Point-of-ServiceLimited RPO
bull Consulting RPO
bull Emerging RPO Services
Enterprise RPO
bull AKA full-service RPO or fully outsourced RPO
bull Company-wide outsourcing of all or most of the recruiting functions
bull Long-Term
bull Can be position or location specific
bull ldquoFully Outsourcedrdquo is the key term
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Agenda
bull What is RPO
bull Types of RPO Engagements
bull Ideal customers
bull Delivery options
bull Why RPO
bull RPO May NOT be for you ifhellip
Enterprise RPO RPO
Consult-ing RPO
Project RPO
Emerging RPO
Services
Point of service
RPO
What is RPO
RPOA Definition
ldquoAn RPO provider acts as a companyrsquos internal recruitment function for a portion or all of its jobs RPO providers manage the entire recruitinghiring process from job profiling through the on-boarding of the new hire including staff technology method and reporting A properly managed RPO will improve a companyrsquos time to hire increase the quality of the candidate pool provide verifiable metrics reduce costs and improve governmental compliancerdquo
What is RPO
Key Points of the Definition
bull Acts as a companyrsquos internal recruitment function
bull Manage the process
bull Hires a portion or all of jobs
bull Provide verifiable metrics
Itrsquos as much a process (P) as it is recruitment (R)
Outcomes
RPO=
Accountable
Functional
Process But therersquos more
Types of RPO Engagements
bull Enterprise RPO
bull Long-Term Company-Wide
bull JobLocation Specific
bull Short Term Project RPO
bull Point-of-ServiceLimited RPO
bull Consulting RPO
bull Emerging RPO Services
Enterprise RPO
bull AKA full-service RPO or fully outsourced RPO
bull Company-wide outsourcing of all or most of the recruiting functions
bull Long-Term
bull Can be position or location specific
bull ldquoFully Outsourcedrdquo is the key term
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
What is RPO
RPOA Definition
ldquoAn RPO provider acts as a companyrsquos internal recruitment function for a portion or all of its jobs RPO providers manage the entire recruitinghiring process from job profiling through the on-boarding of the new hire including staff technology method and reporting A properly managed RPO will improve a companyrsquos time to hire increase the quality of the candidate pool provide verifiable metrics reduce costs and improve governmental compliancerdquo
What is RPO
Key Points of the Definition
bull Acts as a companyrsquos internal recruitment function
bull Manage the process
bull Hires a portion or all of jobs
bull Provide verifiable metrics
Itrsquos as much a process (P) as it is recruitment (R)
Outcomes
RPO=
Accountable
Functional
Process But therersquos more
Types of RPO Engagements
bull Enterprise RPO
bull Long-Term Company-Wide
bull JobLocation Specific
bull Short Term Project RPO
bull Point-of-ServiceLimited RPO
bull Consulting RPO
bull Emerging RPO Services
Enterprise RPO
bull AKA full-service RPO or fully outsourced RPO
bull Company-wide outsourcing of all or most of the recruiting functions
bull Long-Term
bull Can be position or location specific
bull ldquoFully Outsourcedrdquo is the key term
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
What is RPO
Key Points of the Definition
bull Acts as a companyrsquos internal recruitment function
bull Manage the process
bull Hires a portion or all of jobs
bull Provide verifiable metrics
Itrsquos as much a process (P) as it is recruitment (R)
Outcomes
RPO=
Accountable
Functional
Process But therersquos more
Types of RPO Engagements
bull Enterprise RPO
bull Long-Term Company-Wide
bull JobLocation Specific
bull Short Term Project RPO
bull Point-of-ServiceLimited RPO
bull Consulting RPO
bull Emerging RPO Services
Enterprise RPO
bull AKA full-service RPO or fully outsourced RPO
bull Company-wide outsourcing of all or most of the recruiting functions
bull Long-Term
bull Can be position or location specific
bull ldquoFully Outsourcedrdquo is the key term
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Types of RPO Engagements
bull Enterprise RPO
bull Long-Term Company-Wide
bull JobLocation Specific
bull Short Term Project RPO
bull Point-of-ServiceLimited RPO
bull Consulting RPO
bull Emerging RPO Services
Enterprise RPO
bull AKA full-service RPO or fully outsourced RPO
bull Company-wide outsourcing of all or most of the recruiting functions
bull Long-Term
bull Can be position or location specific
bull ldquoFully Outsourcedrdquo is the key term
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Enterprise RPO
bull AKA full-service RPO or fully outsourced RPO
bull Company-wide outsourcing of all or most of the recruiting functions
bull Long-Term
bull Can be position or location specific
bull ldquoFully Outsourcedrdquo is the key term
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Long-Term Enterprise RPO
bull Company-wide outsourcing of the recruiting function and department
bull Usually ldquoend-to-endrdquo recruiting through onboarding
bull Ownership of process technology and results
bull All jobs exclusively
bull Team at provider site
bull Customer branding
bull Contract length Years
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
PositionLocation Enterprise RPO
bull Job family or geographic outsourcing of the recruiting function
bull Examples An RampD business unitlocation call centers plant corporate headquarters
bull May or may not include use of clientrsquos technology
bull Ownership of process and results
bull Otherwise same as Long-Term Enterprise RPO
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Who is the ideal client for Enterprise RPO
bull Very familiar andor comfortable with outsourcing as a company culture or strategy
bull Companies that have a large sustained need for recruiting ndash typical enterprise RPO contracts last two to three years
bull Large companies (ie thousands of employees Fortune 1000 companies)
bull Companies that have multiple locations and want to standardize their recruiting processes andor some locations donrsquot have adequate recruiting resources
bull Mid-sized companies experiencing aggressive growth or expansion
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Project RPO
bull Specific project with specific term
bull EX hire a sales force fulfill a set number of hires or help processes or locations that donrsquot have enough resources
bull Agreement reflects the scope needed and the metrics that are relevant to the project
bull Less responsibility overall on behalf of the provider ndash possibly shared with client
bull Contract lengths tend to be shorter (eg 6-12 month contracts) or until hire volume is fulfilled
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Ideal Client for Project RPO
bull Any company needing a specific recruiting need met (ie certain number of hires hiring for certain positions helping one location or with one part of the recruiting process)
bull Any company needing recruiting help for just a few months
bull Not the best for 25 hires but would be better for 50+ hires However this is not absolute
bull Good for those that are looking for a structured process to meet recruiting goals ndash need consistent results and sustained activity
bull Good for companies not comfortable with total outsourcing
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Point-of-Service RPO
bull Better known as limited RPO or selective RPO
bull RPO provider is taking responsibility for one component of the recruiting process
bull Examples applicant intake applicant screening social media outsourcingrecruiting or putting this data into the applicant tracking system
bull Similar to project RPO but length varies (both short and long)
bull Hand-off to client HR or internal recruiting staff
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Ideal Customer for POS RPO
bull Companies large and small that have a consistent volume of recruiting work
bull Any company that needs to outsource in a certain area
bull Companies that experience fluctuations in volume where scalability would be tough to do on onersquos own
bull Mid-sized and large companies are more likely to have the volume and the need to outsource one area
bull Companies with a defined process in place ndash no need for the RPO provider to design a program or process for the client
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Consulting RPO
bull Company simply seeking the knowledge an RPO provider has on recruiting and improving the process
bull RPO provider may offer advice on how to improve their processes on what tools should be used on how to do social media recruiting etc
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Who is the ideal customer for consulting RPO
bull Anyone setting up a recruiting process or an HR department
bull Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture
bull Those that are going through a merger or an acquisition where different processes andor employment brands need to be evaluated
bull Startups that are experiencing growth and would need help with recruiting as well as setting up the process
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Emerging RPO Services
bull ContingencyOn-Demand RPO
bull BrandedWhite Label RPO
bull Co-sourcing
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Delivery Options
bull On-Site ndash Recruiters are at the clientrsquos location sitting at a desk and recruiting directly
bull Virtual ndash Provider has a hub or off-site location for the recruiters but they are dedicated to the client Recruiters are not on site
bull On-Demand ndash This is for contingencyon-demand RPO where essentially the service (or services) is delivered when the client asks and in the way that the client wants
bull Supported ndash This means that the recruiters are not dedicated to one client but this delivery option is designed for scalability More recruiters can be added or taken away when needed
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Why RPO
bull Transition fixed ldquoheadcountrdquo
costs to variable ldquoservicesrdquo
line item
bull Increased value for reduced
cost and scalability
bull Reduce dependency on
agency fees
Value Program
Management Quality
bull Centralize recruiting
services
bull Great variances of volume
needs
bull Transfer transactional
activities from HR to
provider More focus on
strategy
bull Current recruiters and
strategy not achieving
quality and metrics needed
bull Improve HM satisfaction
bull Need for consistency amp
predictability with
measureable results
bull Design amp change expertise
bull Ability to ldquoflexrdquo
bull Exceptional process and
technological expertise
bull Variety of pricing models
bull Quality and efficiency
experts
bull First year 15-20 savings
bull Specialized recruitment
bull 100 recruitment focus
bull Relationship management
bull Tracking amp results
bull Real-time metrics amp
dashboards
RPO Partner Delivers
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
RPO may NOT be for you if you havehellip
bull Occasional needs
bull Needs you cannot quantify or qualify
bull Simple head hunting needs
bull Your company (or HR department) is not comfortable with outsourcing or change
bull Limited help for a completely broken process
bull No executive buy-in or support
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
QUESTIONS
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Where do you find qualified RPO providers
bull RPOA Buyerrsquos Guide free searchable list of verified RPO companies provided by RPOA
bull Access Buyerrsquos Guide httpresourcesrpoassociationorgrpo-companies-buyers-guide
bull Add your company httprpoassociationorgadd-your-company
bull Upgrade your listing httprpoassociationorgjoin
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Recommended Reading
httphiringyohcombdownloadrecruitment-process-outsourcing-RPO-definition-costs-models
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Recommended Readings
bull Project RPO Thinking smaller can have a big impact [article]
bull Setting up for success what to prepare for when selecting an RPO provider [webinar]
bull Recruiting process outsourcing 101 [webinar]
bull RPOA Buyerrsquos Guide [RPO Provider directory]
bull Preparing to work with an RPO provider [article]
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association
Thank you
bull Questions or suggestions Email
inforpoassociationorg
bull Visit us online at rpoassociationorg
bull Follow us on Twitter rpoassociation and LinkedIn
Group Recruitment Process outsourcing Association