4 Speed up internal talent acquisition transformations with RPO support
A further advantage of implementing an RPO solution is that it makes the process of transformation smoother and faster. You may currently be planning improvements for your in-house teams. But it is rarely straightforward to drive change across non-centralized, internal talent acquisition teams. “There will be competing viewpoints to reconcile, as well as structural hurdles to overcome” says Ellis. “After the disruption of the last few years, there may also be a feeling of change fatigue that will hold progress back.”
RPO providers have dedicated implementation teams; professional business consultants with a proven track record of driving change painlessly and swiftly within a TA function. Using project management procedures, methodology and tools that have supported the most complex change efforts, they can turn the big wheel – and deliver the quick results the business wants to see.
“Crucially, the right RPO partner will make change happen at the speed you want to travel, without losing the best of what your organization did before” says Ellis. “They know exactly what to do to improve the TA function and achieve the desired commercial results – and change is more likely to be embraced internally when it is led by a specialist consulting firm that has been there before”.
5 Use technology to optimize recruitment spend and results
Controlling costs through an RPO solution does not mean sacrificing quality or performance. In fact, outsourcing is an opportunity to enhance your approach to talent acquisition while optimizing spend.
A credible RPO partner will co-create a best-in-class solution to deliver specific hiring volumes within agreed budgets. “Ideally, they will provide an objective view on what will and won’t work, informed by experience and data gathered across many different clients, markets and countries” says Mueller. “Their approach should be to advise, guide and challenge where required, with a laser-focus on delivering ROI”. It will be mutually beneficial to build cost optimization into the new talent acquisition model.
When it comes to delivery, an RPO solution should combine cutting-edge technology with the latest best practices in candidate attraction, assessment and management. Candidate sourcing channels, for example, will be constantly optimized based on the results they are delivering. The use of talent supply and demand data will allow budgets to be focused on where the talent is. Messaging to candidates will be adapted and updated to maximize ROI.
“The outcome is usually a drastic reduction in agency spend – alongside an uptick in key measures and metrics", explains Mueller. “High quality reporting provides assurance that efficiencies and value are being delivered”. Because the RPO partner will be focused on meeting KPIs, they will be continually looking for marginal gains and enhancements throughout the lifetime of the contract. The top RPO providers are constantly investing in recruitment innovation, knowledge and technology. So, while the biggest efficiencies might be achieved near the start of the relationship, those will continue to be delivered throughout.
6 Drive improvement beyond cost per hire across the employee lifecycle
The ambitions of an RPO should stretch beyond reducing direct costs while delivering quality hires. Implementing leaner, more efficient processes will reduce time to hire, as well as cost per hire, giving a further boost to operational performance. TA can work to drive down recruitment spend, while being mindful of the disruption and high costs incurred by taking too long to recruit or making the wrong hires. “A high quality RPO will also look to strengthen the quality of applicants, and shortlisted candidates”, says Ellis. “Quality of hire can be improved by enhancing sourcing, promoting the Employee Value Proposition, and improving assessment and the candidate experience”.
Making the right hires also has the added benefit of reducing attrition. If a high percentage of new hires are quitting in the first six months, that hurts operational performance and adds significant costs to the bottom line. A well-designed talent acquisition model will boost retention – by ensuring cultural fit, setting realistic job expectations and potentially even taking care of onboarding.