It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after. Learn the various components of RPO and provide a basic overview of selecting an RPO provider. In this presentation, you will learn: 1) What is RPO (it’s not black and white) 2) The components of RPO (describe the ideal RPO offering) 3) The criteria for selecting an RPO provider (look beyond the pretty face) 4) Suggestions to help guarantee success (The basics of the RPO pre-nup)

1. Fifty Shades of RPOFifty Shades of RPO
Loving your RPO partner after the sexy sales team leaves town.
Presented by: Cory Kruse, COO and Jen Iliff, VP Marketing for Novotus
Wednesday, May 29, 2013
An RPOA Leadership Forum Presentation

2. About RPOA
• Nonprofit 501(3) organization
founded in 2005 to serve
RPO community
• New Board elected in January
2013
• Mission to “educate the
market about RPO” and
create standards
• Become a member!

3. RPOA Leadership Forum
• Download presentations and signup for upcoming events
• Request to present

4. RPOA GAINING MOMENTUM
website traffic
3,000+ visits
contacts
1,638
819%375%
Content
a
lot!
Blog,
presentations,
white paper
* Numbers are over 14 months period

5. Fifty Shades of RPO:
Loving your RPO partner after the sexy sales team leaves town.

6. Introductions
Cory Kruse
Chief Operating Officer
Novotus
Jen Iliff
VP, Marketing
Novotus
Lamees Abourahma
Executive Director
RPOA

7. About Novotus
• Founded in 2002, located in Austin, Texas with remote recruiters
located throughout the U.S.
• Largest Texas-based RPO provider
• Management Team = 100 plus years experience
• Founding Member of the Recruitment Process Outsourcing
Association (RPOA)
• Consistent 35% annual growth with placements in 39 states and
10 countries in 2012.
• Inavero/CareerBuilder’s Best of Staffing™ Client Satisfaction
award 3 years running
• Telly Award™ winner for creation and production of corporate
career site video

8. Agenda
• Why is RPO so attractive?
• The components of RPO
• What qualities should I look for?
– Criteria for selecting an RPO partner
• Sign a pre-nup
– Suggestions to help guarantee
success

9. RPO Market Growth
• Recruitment Process Outsourcing hit the radar
just over 10 years ago.
• Stayed in infancy for a handful of years and in
2007 hit the emerging rapid growth phase.
• While the economy turned downward in
2008, RPO growth slowed but did not decline.
• According to a 2012 Everest Research Report,
the RPO market is $1.4 billion U.S. Annualized
spend with a growth rate of >25%.

10. Why is RPO so attractive?Why is RPO so attractive?

11. What’s not to love?
• Increase Efficiency - Easy to submit applications made the
process overwhelming and unmanageable for existing HR
teams.
• Cost Savings – RPO provided efficiency
• Cost Management with Scalability.
• Strategic Value – it’s all we do so our knowledge of best
practices and the ability to cross pollinate those in non-
competing verticals…
• Metrics – RPO firms are quickly able to help companies gain
insight into specific real-time reports that help also drive
cost savings and efficiency.
• So many steps (and the continuing evolution of each) in the
recruiting process, maintaining a level of on-staff expertise
can be challenge.

12. Components of RPO
1. Create requisition
2. Meet with the Hiring Manager (HM)
3. Create the job description
4. Build recruiting strategy
5. Post, publish and brand the new position.
Phase I: The Beginning Determines the End - Strategy

13. Components of RPO
6. Begin sourcing
7. Screen and rate resumes
8. Communicate to de-selected candidates
9. Conduct phone screens
10. Communicate to de-selected candidates
Phase II: Candidate Intake

14. Components of RPO
11. Present candidate slate to HM
12. Coordinate interview scheduling with
candidate & HM
13. Prep HM with interview questions and
evaluation methods
14. Post interview debrief with HM to select final
candidate
15. Administer skills assessment
Phase III: Evaluation

15. Components of RPO
16. Conduct background checks
17. Conduct reference checks
18. Offer negotiation and acceptance
19. Hire date confirmation
20. Onboarding begins
Phase IV: Processing

16. Components of RPO
21. Survey hiring manager to determine level of
satisfaction on recruiting work.
22. Scorecard results for reporting back to HR
leadership and C-Suite.
23. Review quarterly results and set targets of
efficiency and quality of hire improvement.
Phase IV: Post Hire

17. RPOA definition of RPO
• RPO definition by RPOA: "Recruitment Process Outsourcing is
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." link
here: http://rpoassociation.org/what-is-rpo

18. Example of process with RPO
Front-End Sourcing
Solution – RPO Drives
Candidates into your
recruiting pipeline.
1. Create requisition
2. Meet with the Hiring Manager (HM)
3. Create the job description
4. Build recruiting strategy
5. Post, publish and brand the new position.
6. Begin sourcing
7. Screen and rate resumes
8. Communicate to de-selected candidates
9. Conduct phone screens
10. Communicate to de-selected candidates
11. Present candidate slate to HM
12. Coordinate interview scheduling with candidate & HM
13. Prep HM with interview questions and evaluation methods
14. Post interview debrief with HM to select final candidate
15. Administer skills assessment
16. Conduct background checks
17. Conduct reference checks
18. Offer negotiation and acceptance
19. Hire date confirmation
20. Onboarding begins
21. Survey hiring manager to determine level of satisfaction on recruiting work.
22. Scorecard results for reporting back to HR leadership and C-Suite.
23. Review quarterly results and set targets of efficiency and quality of hire improvement.

19. Example of process with RPO
Flexibility and
transition expertise
allows RPO to help
when needed and
allows your
recruiters/administrato
rs to own various of the
process.
1. Create requisition
2. Meet with the Hiring Manager (HM)
3. Create the job description
4. Build recruiting strategy
5. Post, publish and brand the new position.
6. Begin sourcing
7. Screen and rate resumes
8. Communicate to de-selected candidates
9. Conduct phone screens
10. Communicate to de-selected candidates
11. Present candidate slate to HM
12. Coordinate interview scheduling with candidate & HM
13. Prep HM with interview questions and evaluation methods
14. Post interview debrief with HM to select final candidate
15. Administer skills assessment
16. Conduct background checks
17. Conduct reference checks
18. Offer negotiation and acceptance
19. Hire date confirmation
20. Onboarding begins
21. Survey hiring manager to determine level of satisfaction on recruiting work.
22. Scorecard results for reporting back to HR leadership and C-Suite.
23. Review quarterly results and set targets of efficiency and quality of hire improvement.

20. Example of process with RPO
In this “end-to-end”
RPO scenario, the RPO
owns all steps of the
hiring process with the
exception of making
the hiring decision
(owned by HM).
1. Create requisition
2. Meet with the Hiring Manager (HM)
3. Create the job description
4. Build recruiting strategy
5. Post, publish and brand the new position.
6. Begin sourcing
7. Screen and rate resumes
8. Communicate to de-selected candidates
9. Conduct phone screens
10. Communicate to de-selected candidates
11. Present candidate slate to HM
12. Coordinate interview scheduling with candidate & HM
13. Prep HM with interview questions and evaluation methods
14. Post interview debrief with HM to select final candidate
15. Administer skills assessment
16. Conduct background checks
17. Conduct reference checks
18. Offer negotiation and acceptance
19. Hire date confirmation
20. Onboarding begins
21. Survey hiring manager to determine level of satisfaction on recruiting work.
22. Scorecard results for reporting back to HR leadership and C-Suite.
23. Review quarterly results and set targets of efficiency and quality of hire improvement.

21. Technology
• RPO firm is plugged into your ATS
• In many cases, RPO will integrate other tools
to sourcing candidates (job posting automation, data
warehouse of existing candidates, sourcing platforms etc.)
• Reports are generated through the
combination of platforms.
• Real-time portals/dashboards provided to
client.

22. Candidate Experience
• RPO firms and team members are trained
specifically on the companies they serve so
they can act and represent your organization.
• In some cases, the RPO provider is a silent
partner. When on the phone with candidates,
they act as XYZ company.
• Candidate experience improves because
attention to detail is part of the RPO delivery.

23. What qualities should IWhat qualities should I
look for in my partner?look for in my partner?

24. Selecting an RPO Partner
• Identify your weaknesses/pain points
• Identify your objectives: project expansion,
recruiting structure reconfiguration, cost
reduction, etc.
• Unsure? Many RPO firms offer consulting
services that can help you evaluate your
current structure and process and provide
recommendations.

25. Key Considerations
• Experience
– Not just # of years in service, look at the caliber of
recruiters on staff. Utilize LinkedIn to gain insight.
– Geographic scope/Languages
• Size of Organization (bigger not always better)
• Privately owned vs. publicly owned.
• Sourcing and Research Experience
– social media, job boards, networking, etc.
– geographic expertise, hard-to-fill expertise

26. Key Considerations (cont.)
• Implementation Process and Timeline
• Learn about Team Structure -
– Governance and Issue Escalation
– Call Center vs. dedicated team or combination.
– On-site recruiters/staff or offsite

27. Date before you get married.
• Select a project or division to use as a test
with the RPO firm.
• Ask if they will do this without a long-term
commitment (a trial phase)
• Ask the potential firm if they will create a
sourcing plan for one of your positions to give
you insight into the process.

28. Sign a pre-nup
• Service Level Agreements (SLA) – set mutually agreed
upon expectations. If the requirements aren’t met
there are fees at risk.
– Time to Fill
– Time to present qualified candidates
– Interview to hire ratio
• Key Performance Indicators (KPI) – Similar to SLA but
do not have fees at risk. Used to indicate when a
problem may exist (before an SLA is impacted).
– Example: TTF SLA is 60 days. A KPI might be
Green/Yellow/Red indicator at 30, 40 and 50 days.

29. QuestionsQuestions

30. Where to find RPO providers?
• RPOA Buyer’s Guide: free, searchable list of verified RPO
companies provided by RPOA.
• Access Buyer’s Guide: http://
resources.rpoassociation.org/rpo-companies-buyers-guide
• Add your company:
http://rpoassociation.org/add-your-company
• Upgrade your listing: http://rpoassociation.org/join

31. Upcoming RPOA
Leadership Forum Presentations
• June 5: Amazing
Charts and Stats About Candidate Sources for 2013.
• June 19:
Setting up for success: What to look for in an RPO partner.
• July 10: Core RPO Services: It’s Not One Size Fits All.

32. • What the BLEEP is Recruitment Process outsourcing [webinar
presented by a panel of top RPO leaders]
• Recruitment Process Outsourcing – The Good, the bad, and
the ugly [white paper]
• Ten Things you need to know before you choose a
recruitment process outsourcing partner [white paper]
• Skip this step and kill your brand – recruiting etiquette 101