In certain situations, it might be advantageous to have the team members from the RPO on site of the organization. Ideally within contact of the RPO liaison and the hiring managers. However having recruiters on site has many benefits for reasons obvious like building relationships with hiring managers, helping in the process management , getting to know the corporate culture and gaining the trust and commitment from the stakeholders of the company.
If writing the job descriptions is among one of the many functions that requires to be offloaded from the in-house team then finding out whether the RPO is affluent in writing effective job description which is in accordance with the best practices. Asking for samples of work they provided for other clients can be helpful in assessing their work according to the required standards.
Preferably, though an RPO provider functions as an extension of the HR or Recruiting department and can have a direct impact on the employer brand of the company. It is of utmost importance that the RPO provider understands who can be a good fit for the organization and how they can represent the organization better.
In certain cases, the internal team may review the RPO as a threat, to solve this implication it is believed that a shared responsibility can help combat the challenge and nip it in the bud. The company runs on the shared responsibility from the organization’s internal team as well as the RPO.
Management of the candidates and keeping the hiring managers in the loop is also a serious job in the candidate driven market. It is crucial to keep the hiring managers engaged and ensure a positive experience of the candidates with the brand.
Finally ascertaining that the RPO would help the organization in benchmarking and follow up surveys with both the internal and RPO managers as well as offers precise reports on results is crucial to the organization.
