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What to look for in an RPO provider

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What to look for in an RPO provider

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Once you have decided that a recruitment process outsourcing solution is the right way forward for your business, it is time to select an RPO provider. But how to select the RPO that is right for you? We have listed some key considerations for you below.

How does the RPO operate?

Firstly, RPOs can specialise in particular industries, skill-levels and regions. An RPO with multiple clients, or long working relationships in a particular industry, will have an excellent understanding of the marketplace, its challenges, and the competitive landscape for talent. Often, these types of RPOs will be able to present examples and case studies of best practices in your industry.

Secondly, RPOs can vary in size; some RPOs are associated with larger recruitment consultancy businesses and others operate independently. Both options bring their own advantages, for example in their market intelligence, cost savings, and client portfolios. The right RPO for you is one that cares about your business and is able to reflect your individual requirements and culture in their service. An RPO with a clear understanding of their business strategy and unique differentiators will be transparent about if and how they can help you. Staff retention, the ability to mobilise at the required pace, and implement the solution with minimal disruption to day-to-day business are all important factors to consider.

What has the RPO achieved?

RPOs who have shown the ability to nurture partnerships over the longer term, generally do so because they can show operational excellence, outstanding relationship management, and a drive for continuous improvement and innovation.

RPO companies who have achieved relevant results and long-term partnerships will be able to reference to best practice examples and case studies of their clients and previous projects. RPOs with strong partnerships in place will be happy to introduce potential new clients to their existing ones, and encourage support and collaboration between clients and their wider network.

If you think an audit or review of your recruitment technology could be a relevant part of your RPO solution, talk to your potential RPO partner about how they have previously supported and implemented the set up of new tools and technologies for their clients, and how they train their recruiters in this area.

What do you hope to achieve in your partnership with an RPO?

If you are looking for a bespoke solution that you can scale to your hiring needs and circumstances, it is important to look for an RPO that has the ability to think outside the box and create something they have not previously. According to Darren Lancaster, our CEO of EMEA & Americas, the strength of an RPO is in the pick-and-mix approach to talent acquisition, building a solution by choosing the value-adding elements that you need.

Service Level Agreements (SLAs) should be agreed individually with each client to reflect the bespoke solution, rather than part of a one-size-fits-all approach to implementation and service delivery. Another consideration when choosing an RPO partner is whether the RPO has the ability to serve you on a global or region-specific level. For example, can an RPO offer the language capabilities and local market knowledge you need by providing onsite or multilingual recruiters?

What would you like your relationship with an RPO to look like?

Trust between an RPO provider and your business is everything as you continue to work on improvements, and recruiters will be closely aligned to your business and internal teams. Your RPO provider will be responsible for the engagement of one of your company’s most important asset: its people. Therefore, it is important to make sure your values are aligned and to find an RPO that reflects a digital presence, team, and level of innovation that you would like to see in your own business. Be clear about what you are looking to achieve through an outsourced solution and be open to the additional benefits that an RPO could bring to your business.

If you are interested in learning more about how Hudson RPO could work for you, contact us today.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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4 signs telling you an RPO solution could be right for your business

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4 signs telling you an RPO solution could be right for your business

Content Team

RPO (recruitment process outsourcing) partners can support a variety of business landscapes. Hudson RPO has supported clients in many different industries from pharma to finance and manufacturing to music distribution. Clients have been supported in transitions, times of growth, as well as times of challenges and uncertainty.

Your enterprise may have experienced many changes in 2020, and with a mostly unpredictable year ahead, chances are that you have also seen changes to your usual operations and hiring practices. These are the four tell-tale signs that an RPO partner could be right for you, especially now.

person in zoom meeting
The right RPO partners can mitigate business
disruption when hiring needs fluctuate.

1. Fluctuating hiring needs impact your operations and recruitment costs.

Now more than ever, the need for talent can rise and fall. Sometimes in tandem with a shifting marketplace, or with the unique requirements and opportunities of your enterprise. Today’s rapidly changing market especially can cause companies to overspend on hiring, for example by reactive hiring, leading to low quality hires and low retention rates.

An RPO partner can stop the cycle of overspending on hiring and offer the flexibility to scale to your needs and circumstances. Through expertise and insights into your recruitment process and the talent market, an RPO can help you predict your hiring needs, improve the quality of hires, while reducing your time to fill and recruitment costs. You can find an example of some or our insights and predictions related to the current market situation in our postpandemic predictions report.

2. You experience high turnover of recruiters.

Recruiters are often the first point of contact a candidate has with your organisation. They sell the opportunity to work for you day and in out. Ideally, a recruiter should be with the business long enough to develop the understanding that comes with time and commitment. Particularly when your recruitment functions lean on recruitment agencies, this can be difficult to achieve. Also, it can be hard to keep track of hiring spend, quality of hire, recruitment timelines and the accountability for hiring results.

The benefit of an RPO partner is that whether our recruiters work inhouse or onsite, they get to know your business over the long term. This enables key insights that help drive effective, tailored hiring with an improved candidate experience.

3. It is a challenge to attract and/or retain niche talent.

  • Finding Talent
    Talent acquisition takes industry-specific knowledge and insight into local markets, this is particularly true for competitive roles. RPO speaks the language of hard to fill roles (literally!) and combines this with the expertise of our international team and the local knowledge of onsite recruiters in various regions.
  • Attracting Talent
    What is your employer brand telling potential candidates if it appears outdated, unpolished, or is non-existent? The combination of the market insights and the knowledge of top employer branding strategies and campaigns an RPO can provide, can help you compete for niche talent more effectively.
  • Retaining Talent
    Without guidance, training, and one-to-one attention, even the best of new hires can disengage quickly. Unfortunately, many companies lose sight of the vital function of onboarding processes during high-growth phases or uncertain times. An RPO partner can help design consistent and effective onboarding processes across departments and regions, helping new hires to be effective in their roles more quickly and reduce employee turnover.

4. Your overall recruitment strategy could do with an update.

With the world changing quickly, it is important to check in to see where your recruitment strategy needs an update to stay relevant to the market and future talent. Questions that could arise are how your recruitment function stands up against the competition, how cost and time to hire can be reduced, or how to improve your quality of hire. Or perhaps you need assistance to keep your recruitment process up to date with the recent transition to working from home with new recruitment technologies and tools, or to renew your commitment to Diversity, Equality, and Inclusion.

An RPO can help complete and implement these critical assessments and brings expertise and insights into the best-fit technologies, strategic and predictive talent management, industry trends and engaging diverse talent.

When to consider RPO partners

Do you identify with one or more of the signs above? It might be time to seek extra support. RPOs are prepared to hit the ground running and are flexible to your needs and circumstances. They can scale to support your business with a single recruitment challenge in a short time frame or even refresh your entire talent acquisition function if requested.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

Follow Hudson RPO on LinkedIn

What is RPO?

Learn More

What is MSP?

Learn More

Related articles

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