HRO Today RPO Provider Directory 2018 - 8

Process Improvement
Some guidelines on things to ask before entering a new contract.
By The Editors
A request for proposal (RFP) is a business standard when organizations
vet service providers before entering a new contract. There are some
nuances HR executives need to know when going out to market for a
recruitment process outsourcing (RPO) program.
The RFP should include a summary statement, which is a description
of the services that are being sought and are expected of the program.
For example: " Our organization is looking to increase efficiencies in our
hiring practices and build our talent pipeline. " Organizations are also best
served to outline the anticipated goals of the program and any technology
that is required.
Some of the intended goals may include:
* Decrease time to hire
* Build a talent pipeline of qualified candidates
* Increase the diversity of sources
* Create an employer brand strategy
* Promote and communicate an employee value proposition
* Incorporate a total talent approach
* Improve strategic workforce planning
[8]
RPO Provider Directory
A scope of work summary can further detail the expectations of the
contract, including specifics on the number of hires per year and any
technology solutions and/or integrations. A RPF should also include key
performance indicators (KPIs) and service level agreements (SLAs), plus
a thorough description of the quality expectations and the metrics to
quantify quality.
Some of the common KPIs and SLAs that human resources executives and
hiring managers should consider include:
* Quality of hire
* Time to hire
* Hiring manager satisfaction
* Fill rates
* Data and reporting
* Diversity of candidate slate
* Employee retention
* Candidate attrition
* Cost reduction
RFP AT A GLANCE

HRO Today RPO Provider Directory 2018

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