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A G E N D A

What is RPO? 

Why RPO? 

RPO Principals & Models 

Roles & Responsibilities 

Implementation Methodology 

Pricing models

Contracting 

Before you get started…

 Q&A

W H A T I S R P O ?

T H E R E C R U I T M E N T P R O C E S S O U T S O U R C I N G A S S O C I A T I O N

( R P O A )

 The Recruitment Process Outsourcing Association defines recruitment process

outsourcing (RPO) as a form of business process outsourcing (BPO) where 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 company’s staff,

technology, methodologies and reporting. In all cases, RPO differs greatly from

providers such as staffing companies and contingent/ retained search providers in

that it assumes ownership of the design and management of the recruitment process

and the responsibility of results. 

In-House Recruiting

+

Manual Process

In-House

Recruiting/Agencies

+

Manual Process

EVOLUTION OF RECRUITING MODELS.

Agencies

+

Manual

Process

Outsourced

Recruiting

+

Automated

Process

BUSINESS DRIVERS FOR RPOV A R I A T I O N S I N H I R I N G

D E M A N D

N O R E C R U I T I N G P R O C E S S & M E T R I C S

C O S T P E R H I R E

D I S O R G A N I Z E D R E C R U I T I N G P R O C E S S

N O C A N D I D A T E F I T

S T A F F C A N N O T F O C U S O N C O R E B U S I N E S S

I S S U E S

Dedicated and scalable recruiting team.

ATS  records workflow.

Process efficiency reduces costs by improving quality and visibility. 

Tailored recruiting processes improve efficiency and consistency. 

Sourcing strategies, branded  messages and standard screening  &

assessment capabilities improve quality of hire.

Outsourcing model allows your staff to focus on strategic business

issues vs. day-to-day/low value transactional activities .

THE RECRUITMENT PROCESS AT ANY POINT OF TIME IS BASED ON THE PRESENT AND THE FUTURE REQUIREMENTS OF A COMPANY.

The role of a clear recruitment process plays a critical part in organizational growth and is hence a must to understand its importance and need.

RPO PRINCIPALS

Customizable solutions 

Improve quality of the hiring process 

Reduce risk 

Increase employee retention 

Promotion of company’s brand  

R P O   i s a p a r t n e r s h i p b e t w e e n

a c o m p a n y w i t h r e c r u i t i n g

n e e d s ( R P O   b u y e r ) a n d a

c o m p a n y w i t h r e c r u i t i n g

s e r v i c e s ( R P O   p r o v i d e r ) i n

w h i c h t h e   R P O   b u y e r ' s b r a n d

i s b e i n g p r o m o t e d i n s t e a d o f

t h e p r o v i d e r ' s .  

R P O I S B A S E D O N F I V E P R I N C I P A L S

RPO MODELS

Full RPO 

Short Term Project RPO 

Limited RPO

Consulting RPO

On-Demand RPO

Co-Sourcing RPO 

R P O S E R V I C E P O R T F O L I O

ROLES &

RESPONSIBILITIES

To have a truly effective performance management process that supports employee performance, development and success, you need to get everyone

involved.

RPO TEAM STRUCTUREO P E R A T I O N S D I R E C T O R

O P E R A T I O N S   M A N A G E R

T E A M L E A D

S T A F F I N G C O N S U L T A N T

R E C R U I T E R S

P R O G R A M C O O R D I N A T O R

S O U R C E R S

D E L I V E R Y O P T I O N S

O N S I T E

V I R T U A L

S U P P O R T E D

Operations Director Alternate Names: CSD- Client Services Director, Program Manager, HSC-Head of Client Services

Alternate Names: Onsite Recruiter, Lead Recruiter, Recruiting Lead, ORC- Onsite Resourcing

Alternate Names:  CSM- Client Services Manager, CRM- Client Relationship Manager Operations Manager

Team Lead

Staffing Consultant

Recruiter Alternate Names: Lead Sourcing Specialist, Recruiting Specialist, Recruiter Junior  

Program Coordinator Alternate Names: TAC-Talent Acquisition Coordinator, Recruiting Coordinator, Admin,                          

OBS- Onboarding Specialist

Alternate Names: Sourcing Specialist Sourcer

Collect project documentation

Outline implementation timeline

Define governance

Begin Process Documentation and

create future state process map

Conduct Action Meeting

Design and document  procedures

 (Work Instructions and templates)

Test all Technology Implementations

and Integrations

Create and deliver Recruiting

Team Training, HR/HM Training

Go Live

H O W L O N G D O E S I T T A K E ?

30 day check & define

improvements

Transition to Operations

Survey Client (if available)  &

Internal team

Conduct Close Report Evaluation

IMPLEMENTATION METHODOLOGY

P H A S E 1

From 12-16 weeks

P H A S E 2 P H A S E 3

On-going change management and communication

In 2016, your recruiters and employer brand must be where the candidates are–and that is online, specifically on social media and mobile platforms. (Source: Glassdoor)

The use of social media for for recruitment has grown 54% in the the past 5 years. (Source: Glassdoor)

Almost half of employers (45 %) said that the time to fill open positions has grown since 2014. (Source: DHI)

79% of job seekers are likely to use social media in their job search (Source: WePow)

90% of fortune 500 company career sites do not support a mobile apply solution (Source: WePow)

RECRUITING HAS MOVED ONLINE

Mobile application

Candidate source: Job boards, Internals, Referrals & Agency

Accurate reporting: By Role/By position/SLA/KPI

Trackable recruitment activities: Req approval, Req open,

Req on hold, Offer, Onboarding

Streamlined Process: Step by step instructions

Enhances collaboration in the recruiting team

ATS PRO'S

Change Description

Describes what is changing and why.

Stakeholder Analysis

Describes who is impacted and how.

Communication Plan

Who is going to receive which messages through communication and training.

Delivery

Delivery of messages through communications and training.

APPROACH TO CHANGE MANAGEMENT

TRAINING IS THE STARTING POINT TO AN EFFECTIVE TALENT ACQUISITION PARTNERSHIP.

It is the key element that allows the RPO team to make a clear and lasting impact

on the clients’ businesses.

P r o g r a m T r a i n i n g

L o c a t i o n s  

P r o g r a m T r a i n i n g

C l i e n t T r a i n i n g

H M / H R T r a i n i n g

H R B P K n o w l e d g e

T r a n s f e r

T e c h n o l o g y T r a i n t h e

T r a i n e r

TRAINING METHODOLOGY

Training Topics:

Client's expectations and contract

Team structure

Governance and Escalation Paths

Process Map:  Overall process and process

variances

 Individual role responsibilities

Desktop Procedures

Forms and Templates

Navigation of materials and reference

documents storage site

SLA/KPIs

ATS Training

 Orientation and internal systems

Sourcing Science research and tools

 Program Rehearsal 

Training Topics:

General client company overview

Company culture

Company strategic plans and long term program goals

Company markets/products & Job Description Library

By function / location: sub-culture, work environment, hiring

challenges, hiring successes

Investment in employee development/training

 Internal systems as applicable

Org structure

Employee benefits

Compensation / offer packages

Data Privacy Policy

Ethics & Compliance

Health & Safety

Security Vetting & Onboarding 

PROGRAM TRAINING CLIENT TRAINING

PRICING MODELSManagement Fee Only:  A fee is paid to the

RPO provider for working on an agreed-upon

number of positions.

Cost Per Hire:  A fee is paid for each candidate

who is successfully brought through the

program and hired (or other action such as

offered a position) by the customer.

Cost per Hire + Management Fee:

A combination of the two above. This combines

the consistent recruiting effort under the

management fee, with payments for the success

(hires) of the program.

CONTRACTING

Do you have the right resources?

Do you have the right technology?

Do you have the right contracting documentation?

Do you have the right tools & processes to implement RPO?

BE PREPAREDS E L F E V A L U A T I O N

QUESTIONS?

GET IN TOUCH WITH MYNT

C O N T A C T U S J O I N O U R C O M M U N I T Y

Email: info@myntconsultants.com

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