Measures to Ensure a Successful

RPO Engagement
July 18, 2011
Speaker: Andrea Neal
Introduction
About Us – Company Overview
• Human Capital Solutions Company: Recruitment Process
Company Outsourcing, Executive Search, Consulting

Foundation • Founded in 2002 , 9+ years of operational excellence

• HQ in Tampa, FL. Virtual office model for ‘in-market’ support

Locations • Global presence in US, Canada, Mexico, Brazil, Europe, etc.

Team • Over 100 human capital specialists and consultants

Satisfaction • Less than 5% voluntary staff turn-over

• Recognized by Tampa Bay Business Journal with “Best Places to

Recognition
Work" Honor for 2011
Session Objectives

• RPO Defined
• Drivers behind RPO
• Measures to Ensure a Successful Engagement
• Conclusion
RPO Defined

• Recruitment Process Outsourcing is a form of business process

outsourcing (BPO) where an employer outsources or transfers all or
part of its recruitment activities to an external service provider.
• The Recruitment Process Outsourcing Association defines RPO as
follows: "when a provider acts as a company's internal recruitment
function for a portion or all of its jobs. RPO providers manage the
entire recruiting/hiring process from job profiling through the
onboarding of the new hire, including staff, technology, method and
reporting. A properly managed RPO will improve a company's time to
hire, increase the quality of the candidate pool, provide verifiable
metrics, reduce cost and improve governmental compliance."[1]

Source: Wikipedia & HROA

 Drivers behind RPO
Currently Outsourcing
Percent of organizations, n = 80

45%
40%
35%
30%
25%
20%
15%
10%
5%
0%

Respondants were asked to select top two in both surveys

Source: Aberdeen Group, November 2010
How?

How do we “hit the target” to deliver upon these

expectations?
1. “Buy In” From the Top
• Executive and cross-
functional buy in
• Laying out a solid
foundation from the
beginning
• An RPO vendor should
be integrated into the
corporate culture as a
valued partner – this
starts at the top
2. RPO Transition & Change
Management Planning
• Change management initiatives should begin
early
• Standardization of internal processes
• Create a clear & consistent communication plan
• Knowledge management
• RPO is more than a vendor relationship
 Sample RPO Transition and
Change Management Plan

Change Management Requisition/Job Order Transfer

Change Requisition/Job
Management Order Transfer

Build & Plan for

Position Transition
3. Build a Solid Business Case
• How will the RPO
partnership drive true,
measurable business
results?
• Service Level
Agreements – SLA’s
• Metrics & Reporting -
define and use metrics
that link to business
outcomes “Rather than an offering of set services and solutions, the RPO
relationship should be defined by the company based on
business needs.” – Talent Management Magazine
4. Scope of Engagement

• Are the right people on the bus…in the right

seats?
• Is your governance structure a set-up for
success?
 Sample Governance Structure
RPO Client
Sponsorship Executive Executive

Client
RPO Account Recruiting
Management Manager Manager /
HRG(s)

Client Facing Recruitment Recruitment Client Hiring

Consultant(s) Manager(s)
Delivery Consultant(s)
Candidates /
Applicants
Researchers & Back-office
Operational Support Administration

Systems & Social Media,

Job Boards RPO Tools Client ATS
Networking, etc
Infrastructure

WilsonHCG’s RPO service delivery model varies depending upon the contracted services,
however the following is a depiction of the “Enterprise Solution”.
Sample Service Level Metrics

Candidate
Quality
(90 day retention)

Customer
Satisfaction Time to
(Hiring Manager, Offer/Fill
Candidate) Operational
Reporting
(Req Aging,
Applicant Status,
Pipeline, New Hires)

Conversion
Diversity of Rates
Candidate (Interview to
Slate Offer; Slate to
Interview)
5. Flexibility

• Is the team
properly structured
for rapid flexing
up/down?
• One size does not
fit all…
 6. Clear Expectations ~
Transparency
• Have you
established clear
expectations –
on both ends?
• What does
success look
like?
7. Constant Communication
& Partnership
• Structure
• Executive Leadership
• Identify your key
players – define scope
of participation
• Make communication
a priority
Partnership Defined

part·ner·ship
[pahrt-ner-ship]
–noun 1. the state or condition of being a partner;
participation; association; joint interest.
2. Law . a. the relation subsisting between partners.
b. the contract creating this relation.
c. an association of persons joined
as partners in business.
 8. Ongoing Process Improvement

• Strong
partnerships don’t
occur over night
• Constantly work
on process
improvement
Thank You!

Questions/Open Discussion
Andrea’s Contact Information
Andrea.Neal@wilsonhcg.com
512.331.7407
www.wilsonhcg.com