We have already discussed earlier how certain measures for outsourcing candidate-sourcing partnerships can be lucrative for an organization. Enlisted below are some more steps that can be considered:
- Compilation of Potential RPO Providers List. Certain RPO associations offer a list of verified RPO providers that can come very handy. If a client is looking for an RPO provider based upon location, industry, department, services offered and other criteria. The provision of such a list can help in directly filter and shortlist the provider that is of utmost interest.
- Comprehensive communication for recruitment pain points
Determining those critical points that one would like the RPO provider to accomplish for the organization is a crucial task. This includes metrics and measures relating to quality hires, cost control, speed etc. at this point it is important to offer as much information to the provider as possible to strengthen the professional bond. Some of the ways in which this mutual partnership can be bonded is by communicating the recruiting pain points and clarifying the areas that need improvement include the following:
1. Describing the need for the recruiting function
2. Outlining the current procedure, on-boarding, approvals, drug tests, assessments etc
3. Defining the present recruitment infrastructure that the RPO needs to transform or replace such as the number of recruiters, administrative staff members, types of technology, tech support staff etc.
4. The current average cycle time
5. The current average cost per hire, especially how the numbers were derived.
- RPO Provider Selection. Several Recruitment Process Outsourcing Service providers have their own proprietary intelligence tools that are significantly different from the rest hence no two RPO providers can be labeled as the same. They have remarkable distinctions in terms of technology, processes, staffing and approaching. As it is different for each organization, it is crucial to select the RPO provider that best aligns with the company’s culture, management style and organizational goals.