Who’s In Charge Here? Why (and How!) You Need to Develop A Strong Relationship With Your RPO

What’s your opinion of recruitment process outsourcing (RPO) services? Too often, companies hold the perception that RPOs take over the HR department and run the show—and are therefore hesitant to engage with one. The truth is, RPOs have become more strategic, offering ways to build a more proactive recruitment model, if you know how to use them to your best advantage. Here’s how:

You need to know where your company is going. Rather than just handing over the reins, you need to give your RPO provider directions. What are your company’s short-term and long-term goals? By sharing those goals with your RPO provider, you can collaborate on talent acquisition plans that will help you reach them. For example, if your company plans to expand in the next year, your RPO can provide market research and data analysis services to help with workforce planning. If your company is trying to establish and expand your employment brand, your RPO provider can assist you with recruitment marketing and talent acquisition strategies.

You need to know who you are and what you offer. Can you express your company’s core values? Do you know why your employees like working at your organization? What’s unique about your corporate culture? If you can share with your RPO provider how you want to be known in the marketplace, they can help you package and build your brand and sell you to candidates. Choose an RPO that aligns easily with your company values, and this process will integrate seamlessly into your recruitment tactic toolbox.

You need to know where you are and where you want to be. Where does your company stand in the marketplace? What’s your current reputation with candidates and employees? You can best leverage the power of your RPO provider if you know what candidates are saying about your interview process, or what new employees think about their onboarding experience. Then you’ll be able to measure the effectiveness of the enhancements your RPO provider makes, and it will also help them identify and share opportunities to improve your talent acquisition function’s effectiveness. (hint: check out your company’s reviews on Glassdoor, social media sites and other online platforms.)

When RPO services first gained traction, the selling point was often their effect on cost and their ability to handle large-scale projects. As they have evolved, RPOs have become more strategic, offering ways to build a more proactive recruitment model. If you want to improve your recruitment processes and build a customized, best-in-class talent acquisition program, call Contemporary Staffing Solutions to find out how it can work for you.