Thinking about RPO? 1 Assess: What talent challenges and opportunities are you facing? 2 Understand: What IS RPO: Basic Definition, how it’s evolving? 3 Ask: What value can RPO deliver to our organization? 4 Determine: What engagement and pricing model would best fit your needs 5 Consider: What to look for when comparing providers

1. Assess: What’s keeping you up at night? Ineffective in-house recruiting staff Cost! “How do I properly size my team?” Unfilled roles, scarce talent. “How do we find them?” “We’re not innovative. Our competitors might be beating us to the talent.?” “We are not managing talent, and talent needs, as an enterprise” “How do we measure, manage and improve?” Too little in-house recruiting staff: after making cuts during the downturn, many companies never added resources to support growth Unfilled roles, scarce talent: how do we secure specialized skills, high level talent, or recruit difficult locations Our competitors are out-recruiting us: “How do we ‘know what you don’t know’ about employment branding, social media and other hot areas of recruiting. What do you do about it.” We are not tracking talent as an enterprise: too many silos, too little notice for hiring needs, too little visibility into talent engagement across the company How do we measure, manage and improve: “I need to present a real plan, show real progress with metrics to back it up.”

1. Assess: What are you hearing? “It is taking ages to fill these positions” “Noise” “It is costing a fortune” “We just can’t find these skills” “The competition is killing us” “Knee jerk” agency usage FOR INTERNAL RANDSTAD USE ONLY

2. Understand: What is RPO? A form of business process outsourcing (BPO) An employer transfers all or part of its recruitment processes to an external service provider An RPO provider can provide its own or may assume the client’s staff, technology, methodologies and reporting what does it mean? Recruiter-on-demand Project RPO Selective/partial RPO End-to-end RPO types of RPO

2. Understand: Direct hire versus RPO Characteristics Agency delivery RPO delivery 2 1 client “owns” candidate/candidate data — provider represents the client provider “owns” candidate/candidate data — provider represents themselves 4 service level agreement accountability no service level agreement 3 100% dedicated core RPO resources recruiters spread across multiple clients all candidate activity tracked in client ATS — full set of reports candidates not tracked in client ATS — limited reporting multi-year partnerships transactional involves process redesign/improvements no process redesign/improvement 5 6 scope is often “end to end” — beginning with requisition creation and ending with onboarding scope includes sourcing/screening 7 discounted fees — in exchange for “exclusivity and guaranteed volume ” for the positions typically % of salary fees — positions not “exclusive” to one provider 8

3. Ask: What advantages does RPO deliver? cost control a focused recruiting process provides visibility and control over resources and budget 1 scalability enables you to increase or decrease recruitment operations quickly and effectively to fit changing business needs 4 2 ability to deliver talent best-in-class resources and operations ensure that you secure the right talent to support your goals 5 data & analytics/ talent intelligence a provider can apply leading technology solutions to capture data and deliver intelligence for more informed, actionable talent acquisition strategies partnership the expectation is that the provider act as a partner in talent acquisition. Flexibility and ability to solve difficult challenges are essential to the provider’s role. 3 innovation and expertise provider delivers talent acquisition innovation that is part of its core competency. Best practices such as social media employment branding strategies can be supported and driven by the RPO partner 6

4. Determine: What type of engagement & pricing would best suit your org.? RPO delivery models: end-to-end RPO service provider manages entire recruiting process selective RPO management of distinct recruiting processes within your organization project RPO service provider manages recruiting process short-term hiring goal dedicated recruiters & scalable resources service provider manages process & compliance strategic reporting & analysis tools and technology (ATS, recruitment marketing platform, mobile)

5. Consider: What to look for when comparing providers Best practices in process and world-class technology Candidate sourcing and applicant processing programs Applicant Tracking Systems (can the provider bring one?) Systems can be very expense and difficult to deploy By using an RPO’s ATS, organizations can gain immediate access to results without the cost outlay of an enterprise system Management team and depth of staff (retention) Ability to provide me value-add beyond just recruitment (be my business partner)

6. Consider A final note: keys to a successful partnership Streamlined, compliant, transparent processes ensuring business continuity Increased candidate quality & diversity Ability to scale up/down quickly A positive experience - Hiring Manager, Candidate and HR Innovative sourcing approaches Highly experienced professionals throughout solution team Technological & reporting exercise Trusted, committed partner Cultural fit, cultural alignment