1. 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

2. 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.”

3. 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

4. 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

5. 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

6. 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

7. 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)

8. 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)

9. 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