HRO Today RPO Provider Directory - 24

Trend Report
Best Practices
Experienced and new-to-market HR executives alike can take some tips from the experts on leveraging RPO best
practices.
Keep it structured. It's important to partner with an RPO provider with the right implementation resources and
process, says Peoplescout's Taryn Owen. " To achieve program objectives and maximize ROI, it is key that your
provider leverages resources with proven expertise in change management, technology implementation, and
talent acquisition process enhancement and with a process that drives collaboration with your stakeholders and
goal alignment at every step. "
Communicate. " Current RPO or next-generation RPO must implement the best practices of honest and open
communications, no surprises and trustworthiness, " says Hire Velocity's Jennifer Beck.
" Start with a communication plan: the why to the business. Why are we hiring? How does this align with
business strategy? What are the priorities based on region and role? The technology we now have available
makes it more possible for us to be consultants, not vendors, " says Korn Ferry Futurestep's Jeanne MacDonald.
Understand the approach. " Be transparent and allow for adequate discovery. A buyer may expect predictive
analytics from a partner but might not even have the ATS to report on cycle times, " says Cielo's Marissa Geist.
" The right RPO partner should help identify a buyer's talent acquisition model maturity and then establish the
plan to drive long-term success. "
Look ahead. " Creating a joint vision and then building out an 18-month to two-year roadmap is a good
place to start, " says Allegis' Mark Condon. " Starting with what is possible is important and more exciting for
everyone. That will help both parties build a roadmap for the length of the engagement while allowing overall
expectations to be broken down and made more manageable. "
thinking. " As the buyers' businesses are advancing, RPO
providers are suggesting specific recommendations and
solutions before they even realize what they need. It's
gone from a reactive to a proactive market, and more
recently, becoming innovative and creating that buzz
of employee engagement and brand, " says Sweeney.
* Holistic approaches. Next-generation RPO brings
the notion that organizations need to keep their
eye on the big picture. " RPO needs to be looked at
much more holistically than ever before; the services
an RPO can deliver-and the value they add-rest
on their relative expertise and experience when it
comes to all aspects of recruiting, " says global leader
of client solutions for Allegis Global Solutions Mark
Condon. " The key services and value RPOs need to
bring should be focused around expertise and advice
in the areas of sourcing, technology, diversity, and
how to build and manage complex global programs. "
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RPO Provider Directory
* More sophisticated metrics. Taryn Owen, president
of PeopleScout says that some of the traditional
metrics-think time to fill and quality of hire-are
certainly still relevant to RPO programs today, but
that next-generation programs should be looking
to more sophisticated metrics for a holistic view.
" Our clients are looking to PeopleScout to support
their talent goals as well as to help to drive business
outcomes. So, in addition to measuring talent
acquisition specific metrics such as satisfaction
with the candidate experience, we also measure
early stage and longer-term retention as well as
performance related metrics - for instance, sales
productivity, " says Owen.
Geist explains that having a broad value index is
important. " A reduction in cost per vacancy, which
includes talent productivity and impact, drives better
business outcomes and creates better accountability

HRO Today RPO Provider Directory

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