So many RPO providers today are selling the “P” in the RPO formula, rather than the “R”. They are offering “off the shelf” solutions that appear glitzy and easy to “plug in”. And while these models fit a provider’s internal financial needs, the reality in most cases is they do not have the will or the experience to put forth effort to build flexible, customized solutions that a true RPO partner will seek in order to guarantee long term success. However, the unfortunate demise of many RPO engagements can be directly attributed to the fact that many RPO providers often do not listen well. An RPO provider who is driven by the passion to find top talent in the marketplace, who listens to the client and can evangelize that message out to the marketplace, is the one that can make the most strategic impact to your organization. While everyone wants more efficient processes, it isn’t process that gets you better talent. It is innovative, unrelenting recruiting that gets you the best people for your organization.

The DNA of The RPO Provider

The difference between a successful and unsuccessful RPO often lies in the fundamental DNA of the provider. In today’s marketplace, the core of corporate recruiting has been turned into a processing and administrative function, rather than the hunt to find the best possible talent in the shortest time. For example, a vendor who is proficient in call center recruitment will find the leap to corporate/mid-level recruitment an enormous canyon to cross. Whereas, an RPO provider, whose roots are in executive search, and whose culture is focused on the relentless recruitment of top-tier talent in the marketplace, will succeed in upgrading an organization’s talent when compared to a firm that focuses primarily on the process of hiring less complex, high volume roles. RPO firms who evolved from true search are trained to dig and listen, to understand your business and then tell your “compelling story,” one candidate at a time.

Cost is Important, But so is the Cost of Failure

In today’s economy, companies understand that they are engaging RPO providers for purposes other than supplementing recruiting needs. Utilizing an RPO engagement in a volatile economic climate can keep your organization lean and efficient. In a majority of instances, RPO will be a cost efficient measure. Companies who are looking for flexible, scalable recruitment solutions should recognize that cost is as important as price flexibility in terms of selecting a provider. An RPO provider should deliver savings, however a true RPO solution is an investment into the recruitment of quality hires. The real value of an RPO provider will be determined by its ability to deliver on business strategy through full client partnership.

Choices, Choices, Choices: The Candidate Experience

Do you remember back to when you accepted your current or previous position? Why did you choose to join the firm? Research has proven we buy mostly on emotion, or the “feel” of something. The top marketing companies know they need to create an emotional connection with a buyer. An RPO provider is the face to your candidates and they are responsible for ensuring the superior candidate experience from first phone call, to interview day, to presenting the offer. Great candidates must feel at home from the very first contact if you want them to become great employees. RPO firms who evolved from search are uniquely trained to care for each candidate, recognize the value of successfully acquiring the best candidate, and ensure that all candidates have a positive “brand” experience in the process.

One Size Can Never Fit All

The best partner is one who listens to the client and then offers customized solutions which are relevant to their needs. The same then is true for the best RPO partner. They understand solutions are long term in nature and take work and mutual commitment. It’s like getting married and never taking the time to find out what the partner wants out of life. Just like in a marriage, compatibility, compromise and partnership is at the heart of success. Together, your goals, values and cultures need to fit well. As such, a successful RPO partner should be able to offer flexible solutions such as a best-in-class hybrid model. This may include integrating RPO staff with existing internal staff, focusing on process improvement and cost reductions, evaluating the workforce and changing the source mix.

Conclusion

Let’s face it - there is no mold that all companies fit. During the vetting process, it is very important to speak about the details of how a relationship might work. Be specific regarding operational issues. In order to truly succeed, partnership must go beyond just a client/vendor relationship to one that is vested in mutual success. Start listening to each other from the very first meeting and it will make the likelihood of success much greater.