JULY - 2023HR TECH OUTLOOK9Here are some tips to keep in mind when working with RPOs: Spend ample time researching various RPOs - make sure their Recruiters on staff are experts and qualified ­ aligning with the types of positions you are hiring for Find out if the RPOs are familiar with your systems and tools ahead of time -- ideally, you will be able to request Recruiters who have worked previously with the same technologies to reduce the onboarding lift Invest in exposure and training on company culture -- let them shadow experienced Recruiters on your team (to learn how to talk about the culture and sell company benefits), share your past learnings of what the hiring teams are looking for in ideal candidates and which companies to target Set them up for success from the start -- set clear expectations: defining the objectives and responsibilities and sharing resources and coaches to support RPOs with questions on deliverables and timelines Create a cadence and space for feedback -- both positive and constructive -- to ensure feedback is shared timely Include the RPOs in regular meetings -- ensure that information is shared transparently, giving them enough insights into the roles they are responsible for and creating space for team engagement and connection Be transparent around contract terms and end dates -- give the RPOs a week or two heads-up when you know their support and services are no longer needed Create a transition plan -- Make sure there is a hand-off process established to ensure RPOs can transfer their work to an in-house recruiter seamlessly without negatively impacting the candidate and hiring manager experiences (candidate notes, Hiring Manager intake information, candidate trackers, etc.)It certainly was beneficial for us to work with a RPO agency during a phase of high-volume hiring. It provided much-needed assistance at a lower cost compared to other recruiting options. However, it added additional stress to the team through additional onboarding and training materials, increased time, and constant feedback, as well as close supervision for at least the first month of service. Evaluating the experience overall, I would say that even though there were drawbacks, it was worth hiring the RPO for our high-volume requisitions. At first, the idea of onboarding outside contract recruiters was daunting since we knew that would mean an increased workload for a team that was already operating above 100 percent capacity, but we knew we could not fulfill the needs of the business otherwise
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