Are you getting what you need from your current RPO partner?

Reduced costs

• The built-in agility from your RPO partner should be allowing your business to scale cost up and down in line with demand, and your TA function.
• Significant savings, especially against the use of a staffing agency, due to improved processes, economies of scale, and the ability to leverage lower cost recruiting channels and technology.

Access to the best talent

• Your RPO partner should have access to an expanded talent pool. Their extensive network of expert recruiters should be able to quickly source, engage, and hire the right people for the right roles.

• They should also be providing you with data-led insights on different industries that are ripe with skills-adjacent talent, which your TA team may not have considered before; helping you to tap into hidden talent streams.

Technological expertise

• Being at the cutting edge of the latest talent technology, including AI and providing advice on the right talent technology stack to support your business objectives.
• Management of the implementation of new technologies, to ensure you get the best ROI, including technology that leverages AI, to make recruitment better, fairer, and faster.

Talent Strategy

• Ongoing review of your current TA operating model to ensure ongoing effectiveness and efficiency.

• Advice on the best channel to secure the talent you need.

Superior candidate experience

• It’s not just about finding the right talent tech to support your hiring needs, your RPO partner should understand that technology alone will not improve your hiring strategy, it’s all about optimizing the way it’s used, through a careful balance of tech and touch.

• Expert navigation of candidates through every stage of the hiring process and an expert team dedicated to candidate experience advisory services.

Reduced time to hire

• With access to a wider, more diverse talent pool, a more streamlined, tech-focused strategy, data-led market insights and up-to-the-minute sourcing methods your time to hire should be significantly reduced working with an RPO partner.

Elevated employer brand

• Your RPO partner should be improving your employer brand as part of their expert service, developing an authentic and compelling EVP.

• Communicating your EVP story in a way that is compelling and resonates with candidates.

Internal mobility

• Any competent RPO partner should be focused on internal mobility, making your employees aware of opportunities, and ensuring a streamlined and efficient internal recruitment process for them.

• Giving your internal talent the ability to pursue a broader range of opportunities not only boosts employee engagement and satisfaction, but helps you create a more resilient organisation.

Extreme flexibility

• Support your HR department in managing TA peaks and troughs including hiring surges and employee reduction.

• Mitigate uncertainty caused by a fluctuating talent landscape by ensuring your RPO partner takes on internal hiring risks.

Innovation

• Along with innovative talent technology, a good RPO partner should be providing you with original solutions and create sourcing techniques to advise you on the best internal and external talent strategy.