Post on 23-Jan-2015
description
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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