Choosing a recruitment process outsourcing (RPO) partner is a subjective process, because it’s dependent upon your company’s specific needs.
However, one thing is true for every company — if you are considering RPO, you need to undertake a discovery process to identify what’s working and what isn’t with your current recruitment processes and uncover the related recruitment data.
Here’s a sample of the data you need to collect:
- How many hires are made annually?
- What is the time to fill?
- What is the cost per hire?
- In which locations do you hire?
- Which roles are most challenging to fill?
You’ll need these hard numbers on your entire recruitment picture in order for prospective RPO partners to provide the best possible solution.
Writing the Request for Proposal (RFP)
With your recruitment data in hand, write an RFP to gather solutions from RPO vendors.
Begin with an explanation of what your organization does, including a mission statement, and an overview of your industry and your position in it. Then add the following:
HR and talent acquisition overview
- The current makeup of your HR team, including the number of recruiters and their locations
- All of your global locations and the number of employees at each location, including any remote workers
- The number of employees you typically hire each year at each location, both internal and external, by job role
- Your anticipated hiring needs over the next several years and what is triggering these needs
Pain points and objectives
What problems are you trying to solve through outsourcing the recruitment process? List them all and prioritize them.
Your objectives must remedy your pain points, so be specific. Specific objectives will enable RPO vendors bidding for your business to design a plan and dedicate the resources required to solve your problems.
Questions to ask prospective RPO partners
Enough about you. Ask vendors to describe their capabilities in the following areas:
- Experience— the quality of the delivery staff, the account team that will manage your relationship, languages used and geography covered
- Sourcing and research— the provider’s techniques and ability to deliver hard-to-fill positions in your markets
- Innovation — ability and track record in bringing new tools and solutions to their clients
- Flexibility and collaboration— ability to add or remove components of the service without compromising quality
For more information about the RPO basics — what RPO is and isn’t, including its benefits and the qualities of a good RPO provider — download the RPO 101 eBook.