RPO Implementation & Misconceptions: How Does It Really Work?

You want to evolve your recruiting, and you need to hire people now. You’re considering Recruitment Process Outsourcing (RPO) as an option, but how long will it take to onboard an RPO partner? Will you still be able to control the process, and won’t you end up spending just as much time managing the partner as handling the work internally?

While some aspects can vary by the partner, there are a number of general misconceptions surrounding RPO, and many are related to implementation. Here we evaluate those based on Source2’s process and methodology, as well as outline what implementation really involves.

1. RPO means losing control. Working with the right partner should be a collaborative, not siloed or independent, effort. Your Source2 recruitment team is an extension of your internal team, working in lockstep with your other HR functions and communicating regularly. Our personnel source, screen, and often conduct initial interviews with candidates, but your hiring managers make all hiring decisions. We act for you, as you, and you approve all advertising, sourcing initiatives, job postings, and use of your brand.
   
   
2. We’ll be locked into a restrictive agreement. Source2 prides itself on flexibility, and we typically begin our client partnerships with a “pilot program,” which is a unique approach compared to most others in the RPO industry. Our pilot programs are typically six months in length and require just 30 days’ notice if either party wishes to discontinue the program.
   
   Rather than all or nothing, our pilot programs are limited and targeted to a specific location and/or position type, providing a low-risk proof-of-concept. This allows for a first-hand view of our capabilities, while establishing working parameters and a gradual transition of the agreed upon internal recruiting function to our team.
   
   While the majority of these pilot programs lead to long-standing client relationships, there is no commitment to a long-term agreement. Plus, our cost-per-hire fee structure means we get paid for the value we deliver when we deliver it, not in upfront deposits. 
   
   
3. Outsourcing means overseas. Search and staffing firms are known for using call centers and recruiters located outside North America, but true RPO firms are completely based right here. Source2 is headquartered in Central Florida, where most of our employees live and work. We also have employees who work remotely or on-site with our clients across the country based on the needs of those clients.
   
   
4. They don’t know our culture, unique market, or situation. Some firms try to source for all industries with a one-size-fits-all model, but many work in specific industries or areas. Source2 specializes in recruiting “frontline” workers for positions in areas like utility services and engineering, construction, transportation and logistics, and healthcare. Our recruiters and leadership have a lifetime of experience with these positions, candidate types, and companies with high volume hiring needs. We take significant client onboarding measures to ensure we are fully up to speed on each client’s particular needs. We carefully select our client partnerships to ensure they’re a good fit.
   
   
5. Implementation will take a long time, and we need people now. When a client comes to Source2 for assistance, they most often have an immediate need to fill certain positions, and time is of the essence. Our lean and agile process allows for streamlined implementation, and our pilot program onboarding is simple and efficient. While full technology integrations can take around a month, we can have most systems up and running in a matter of days. For example, we recently brought on a client for which we began filling open positions in high volume within two weeks of the execution of the pilot program agreement.
   
   
6. Transferring positions we have with existing vendors will be complicated and costly. Transferring certain positions to Source2 is easy. Our experience is to quickly ramp up to improve the candidate flow from Day 1. If you already have candidates in queue for positions with another vendor, we don’t disrupt that flow. Our processes allow a smooth transition to take on standard positions for which you hire on a regular basis, and offer an opportunity to create the greatest economies of scale for you.

A transition of recruiting tasks to an RPO can and should be seamless and should remove stress from your team in many ways. We’ll get into more of those ways in our next article in this series, but if you want more information now, reach out to us at solutions@source2.com or by completing our contact form, and a member of our executive team will connect with you.