From Choosing to Excusing and Back: Transitioning Your RPO Partner

Key takeaways for attendees include: • Questions to ask when choosing an RPO provider; • Choices to ensure successful collaboration; • Suggested expectations for the roles and responsibilities of

buyers, incumbents and new providers; • Tips for mitigating change effects on service delivery and

candidate and hiring manager satisfaction during implementation.

Today’s Presenter • RPO Industry Evolution

• Should I Transition?

• What Model meets my needs?

• Who’s the right Provider?

• Transition Lessons Learned

• Q&A

Introductions & Agenda

Barry Diamond VP of Client Solutions

Pinstripe & Ochre House

RPO Industry Evolution

Second Generation & Beyond

Evolution of RPO

Where are you with your current RPO provider?

• RPO 1.0

• RPO 2.0

• RPO 3.0

• Not currently working with an RPO provider.

• I am an RPO provider.

Poll the Audience

Should I Transition?

How bad does it have to get before I am willing to change?

• New RFP/assessment process

• Contractual requirements

• Loss of institutional knowledge

• Technology implications

• Internal change management preparedness

• Implementation impact on stakeholders

• Time to productivity

• Provider overlap

Consider the Switching “Costs”

Choose Your Own Adventure

Where do you fall?

• I have the right model and provider.

• I have the wrong model and provider.

• I have the right model but wrong provider.

• I have the wrong model but right provider.

• I am a provider.

Poll the Audience

What should I do to prepare?

• Identify what is working and what is not about your current state.

• Know your metrics and be realistic about expectations.

• Begin situation analysis 9 to 12 months before your current contract is due for renewal.

• Perform a strategic workforce planning exercise that forecasts your needs.

• Start fresh with the providers you consider.

If you’re serious about transitioning…

What Model Meets My Needs?

Partnership Models

End-to-end solution implemented enterprise-wide or focused by location or business unit

Enterprise

Co-sourcing

Project Working in partnership to meet talent acquisition needs

End-to-end solution executed to support growth for a specific initiative

Who’s the right Provider?

• What is driving my decision to transition?

• Is this provider able to address that concern directly?

• Based on my desired model, am I looking for a Transactional or Transformative provider?

• Is this provider able to scale with my organization’s changing needs?

• Does this provider have the deep industry experience and expertise I require?

• Will this provider be a cultural fit with my organization?

Ask Yourself the Following

Which is most important to me in the choice of provider?

• Total Value/ROI

• Ability to Scale

• Industry Expertise

• Cultural Fit

• Reputation in the Market Place

Poll the Audience

• HR.com

• Everest Group – RPO Provider Profiles

• Nelson Hall – RPO Provider Profiles

• HRO Today – Baker’s Dozen Ranking

• The Outsourcing Institute/HR Executive Ranking

• Staffing Industry Analysts

Resources on Providers

So, you’ve decided to transition.

Transition Lessons Learned

Clearly define expectations of incumbent provider, new provider and internal organization.

Inform incumbent provider of transition. Create Interim Recruiting Contingency Plan. Host transition meeting with all parties. Catalog all “knowledge transfer” from incumbent. Take or transfer ownership of database and third-party

tools/partnerships. Incentivize incumbent provider to continue

performing. Continually assess progress and adjust as necessary.

Basic Transition Checklist

Transitioning Requisitions

Interim Recruiting Contingency Plan

• Identify and customize communications for each stakeholder group.

• Clearly define expectations: 30-, 60- and 90-day.

• Tap a representative sample for voice-of-customer sessions; satisfied, unsatisfied, active and inactive hiring managers.

• Provide several methods for questions and feedback, but one central internal contact.

• Include host in all communications between providers.

• Document and share all conversations, meetings and agreement exchanges.

Communicate, Communicate, Communicate.

Wrap-Up

1. Decide if RPO is right, if your model is right and if your provider is right.

2. Be prepared to manage expectations. – No service interruptions. – Cooperation between providers. – Honest & open dialog.

3. Emphasize Change Management success. 4. Create and implement Interim Recruiting Contingency

Plan with new provider. 5. Communicate with stakeholders regularly and make it

easy to gather feedback.

Final Thoughts

Thank You!

Complimentary Everest Group Insight

RPO 2.0 - Paradigm Shift in RPO Value Proposition

http://resources.pinstripetalent.com/FreeEverestReport

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