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What to look for in an RPO provider

What should you be looking
for in an RPO provider?

Having spent time selling, buying, implementing and delivering various RPO models in the past, here’s a high-level viewpoint on what a client / potential employee should be looking for in an RPO provider:

  • Strategy & differentiators. Does the RPO provider have a clear business strategy and understanding of their unique differentiators? Are they prepared to walk away if the opportunity is not right for them?
  • Specialisation. Does the RPO provider specialise in a particular industry or skill level? For example, professional/technical hires versus entry level volume hires? Multiple clients within a particular industry will result in the RPO provider having an excellent understanding of the external marketplace and should bring examples of strong best-practice, but too many clients in one industry can create challenges when pro-active search is required.
  • Client retention. What is the average length of client relationships? It’s expensive and people intensive to regularly change your RPO provider. RPO’s 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 strong drive towards continuous improvement and innovation.
  • Referenceability. It easy to blow your own trumpet but how many clients are willing to endorse the products and services of the RPO provider?
  • Size and scale. If you are a small to medium sized business, you want to pick an RPO provider that will actually want and care about your business. Consideration should be given to where you would fit into their client portfolio.
  • Flexibility. Is the RPO really able to create a bespoke solution or does it boilerplate most service models? Sometimes, a bespoke solution isn’t required but, if it is, make sure the RPO has the ability to ‘think outside the box’ and create something that they haven’t previously.
  • Global reach. Does the RPO provider have a global reach? Will the provider be able to accommodate your own growth plans?
  • Strong website and employee value proposition. Would you want to replicate the kind of media footprint they create for themselves? Is it innovative and forward looking? What is the staff attrition like? Can the RPO provider hire great people into its own business?
  • Independence. Some RPO businesses are associated with a larger recruitment consultancy businesses which is good if you are looking to leverage market intelligence and cost savings and achieve commitment to delivery, but you need to make sure the RPO is impartial.
  • How much has the RPO provider outsourced its own capabilities? It’s important to ensure that even the outsourced service is able to reflect the client’s individual requirements and culture.
  • Is the RPO business successful in its own right? Over the years, the boundaries of RPO and vendor supplier relationships have become blurred in places. Who is really calling the shots?
    Sometimes it is the recruitment business behind the RPO that ultimately shapes the delivery model and benefits from the increased opportunity.
  • Do you trust the RPO and can you work with them? Trust between RPO provider and client is everything as not every potential issue can be dealt with in a contract. The RPO provider will be responsible for the engagement of the company’s most important asset – its people. Are your values aligned? Can you see yourself working effectively together?

Learn how Hudson RPO can be a solution for your company.  Contact us today.


The Use of Talent Management in the RPO Model

Using Talent Management
tools within the RPO model
will help you make
high quality hiring decisions

At Hudson, we have the unique ability to integrate Talent Management tools into the RPO solution that adds value to the process. From the beginning to the end, Talent Management tools can offer additional insight and structure to aid the recruitment team in making high quality selection decisions. By including these tools in the process we are able to:

  • Improve the fit between the individual and the organization
  • More accurately identify high potential/performers for the role
  • Streamline or improve the efficiency of the overall recruitment process
  • Help to eliminate the guesswork associated with hiring decisions

From the initial identification of the competencies required to perform effectively to customized assessment solutions to aid in the final decision making process, Talent Management tools offer benefits at all phases within the recruitment process. These tools can include:

  • Competency Based Interviews
  • Competency Based Scorecards
  • Online Psychometric Assessments
  • Business Based Simulation Exercises

Case Study: Our client, a large construction and engineering company, was hiring individuals to fill their Young Professional and Intern roles across the globe. Hudson RPO and Talent Management worked together to develop a college recruitment program to attract, identify, assess and select individuals to fill these roles. The process went as follows:

  1. Competency Identification and Development
  2. Candidate Application Screening
  3. Online Psychometric Assessments
  4. Telephone Based Interview – Technical and Competency Based
  5. Assessment Center
  6. Face-to-Face Interviews with the client
  7. Selection Decision

Upon completion, over 150 individuals applied to the process and approximately 30 individuals completed the assessment center process. Sixteen of these candidates were sent on to meet with the client and eventually commence roles across the globe.

Learn how Hudson RPO can help with your talent management.  Contact us today.


5 Tips for a Successful Global RPO Implementation

Think “glocally” when implementing
a global RPO solution

In the past few weeks Hudson RPO has gone live with our most recent global RPO client, a blended solution for contingent and permanent recruitment. Implementations on a global or multi regional scale create an exponential level of complexity. This complexity is introduced through the legal, cultural, operational and commercial variations that have to be taken into account.

Our approach is to think ”glocally” which delivers a customised and consistent service through the roll out of a single global framework whilst allowing for regional or country specific localisation.

To achieve success we have looked to standardise and align processes world-wide by the use of a single project management methodology and framework, an implementation toolkit and a phased implementation approach which incorporates learnings from prior phases to create best practice. At Hudson RPO our customised approach is referred to as "flexibility within framework".

This approach does have draw backs with a heavier reliance on resources required to get local engagement and alignment to the global processes but results to date speak for themselves. Our Global Implementation is currently at 2.0 moving on from 1.0 where we took a lift and shift approach and on the path to 3.0 where we will further leverage the use of technology in areas of video and automation. The journey continues.

Top 5 tips for global implementations:

  1. People make the difference, whether this is for the project team or the ongoing service. The three C’s cultural alignment, commitment and capability are essential when combined with the fourth C, collaboration;

  2. Governance is essential to create clarity. This is the what, whom, when, where and how. Who is responsible for what activities in what timeframes;

  3. Contracts take time, you need to take into account different legal jurisdictions as well as factoring in for the different legal expertise and style of the people involved (non legal staff, in house council, external legal advisers…);

  4. Trust is earned. It is difficult for trust to be given in an implementation where there is often no track record or existing relationship. Forming a joint project team quickly and getting the early activities right first time are essential to creating track record and winning trust;

  5. Communication and change management is the backbone of any implementation. In global projects sometimes you have to do things in person. It is the best way to build the relationship.

Learn how Hudson RPO can help with your global RPO solution.  Contact us today.





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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.