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Due to the plethora of third-party providers in the marketplace,
it is no wonder there is confusion on what an RPO (Recruitment Process
Outsourcing) provider is and what it is supposed to deliver.  I get this question all the time.  Over the last few years, many new providers wandered
into this space to offer recruitment process outsourcing to augment their own business due to demand from clients
or as a way to expand their business for economic reasons.

If you’re looking for a more defined description, the Recruitment
Process Outsourcing Association (RPOA) describes RPO as when an employer needs
part of its recruitment processes to be conducted by a third-party vendor.  That is the simplest of explanations but no
RPO provider is the same.  There are many
differences.

Since companies don’t generally outsource all of their recruiting
activities, it’s best to have your RPO provider work within your business
framework, processes, technology and staff structure. Many companies conduct an
RFI/RFP to obtain the various differentiating points.  Here is a quick checklist to help you decide
on a partner:

1. What size provider will work best for your company?  Figure out your recruiting needs (what outcomes
   you are seeking) because that might dictate the size and type of RPO provider.  Do you want regional focus, national or
   international?
2. What else can the RPO give you? 
   Some larger RPO’s have other businesses such as a temporary staffing
   firm within their fold, so do you need something beyond RPO work to be
   conducted?  Or do you want a provider that only does
   recruitment outsourcing? 
3. What type of work is required and to what capacity?  I have seen a lot of project outsourcing
   engagements, but there are also larger initiatives that can include entire new
   program or division outsourcing. 
4. With whom should we partner? This is particularly critical. Choose
   an RPO provider you think you will get along with and trust.  Also, select a partner where you own the
   candidates. Meaning, if the RPO sources candidates for you, are they able to
   provide those candidates to other companies? 
   Seriously. Ask the question.  In
   addition to inquiring about asking who owns the candidates sourced on your
   behalf, ask how long they would be considered “your” candidates.

So the answer to what an RPO really is depends on what you want
out of an outsourced recruiting partner. 
At the end of the day, the key is that word … partnership.  How did you evaluate who you want to partner
with?  Did they provide you enough
information to determine that? From past experience, by conducting a smaller trial
project prior to full engagement helps define the parameters of the
relationship as well as everyone’s roles and responsibilities.

Have you engaged an RPO and how did you determine the right
partner for your organization?