Successfully Transitioning Your RPO Provider
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The document discusses the imminent transition challenges many companies will face with their RPO partners, given that 70% of RPO deals will renew in the next three years. It provides guidance on how to prepare for a transition, including defining expectations, assessing provider capabilities, and creating a contingency plan. Key considerations include understanding what model and provider best meet organizational needs while managing expectations to avoid service disruptions.
Successfully Transitioning Your RPO Provider
- 1. SUCCESSFULLY TRANSITIONING YOUR RPO PARTNER According to Everest Group research, 70% of RPO deals will face renewal in the next three years. Are you one of them? Hear real-life transition anecdotes and advice from industry veterans.
- 2. 1WE BECOME YOU™ • 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 Jonathan Gottlieb VP of Client Solutions
- 3. 2WE BECOME YOU™ THE EVOLUTION OF RPO
- 4. 3WE BECOME YOU™ POLL THE AUDIENCE 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.
- 5. HOW BAD DOES IT HAVE TO GET BEFORE I AM WILLING TO CHANGE?
- 6. 5WE BECOME YOU™ CHOOSE YOUR OWN ADVENTURE
- 7. 6WE BECOME YOU™ 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
- 8. 7WE BECOME YOU™ CONSIDER THE SWITCHING “COSTS” • New RFX/assessment process • Contractual requirements • Loss of institutional knowledge • Technology implications • Internal change management preparedness • Implementation impact on stakeholders • Time to productivity • Provider overlap
- 9. WHAT SHOULD I DO TO PREPARE?
- 10. 9WE BECOME YOU™ IF YOU’RE SERIOUS ABOUT TRANSITIONING… • Categorize what is working and what is not. • Identify what you are willing to do differently. • Know your metrics and be realistic about expectations. • Begin situation analysis 9-12 months before your current contract is due for renewal. • Forecast your needs. • Start fresh with the providers you consider.
- 11. WHAT MODEL MEETS MY NEEDS? WHO’S THE RIGHT PROVIDER?
- 12. 11WE BECOME YOU™ PARTNERSHIP MODELS End-to-end solution implemented enterprise-wide or focused by location or business unit Enterprise Co-sourcing ProjectWorking in partnership to meet talent acquisition needs End-to-end solution executed to support growth for a specific initiative
- 13. 12WE BECOME YOU™ ASK YOURSELF THE FOLLOWING • What is driving my decision to transition? • Is this provider able to address that concern directly? • Am I looking for Transactional or Transformative? • Is this provider able to scale with my changing needs? • Does this provider have industry expertise? • Will this provider be a cultural fit with my organization?
- 14. 13WE BECOME YOU™ 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
- 16. 15WE BECOME YOU™ Clearly define expectations of incumbent provider, new provider and internal organization. Inform incumbent provider of transition. 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. Create Interim Recruiting Contingency Plan. BASIC TRANSITION CHECKLIST
- 17. 16WE BECOME YOU™ INTERIM RECRUITING CONTINGENCY PLAN • Plan for 30-45 day overlap on existing requisitions. • Assign an objective and measurable method for transition of existing requisitions, including likelihood of completion. • Include only those positions that are truly viable roles. • Identify and reinforce key roles across all parties. • Foster dialog between host, incumbent and new provider. • Assess and reassess stakeholder commitment. • Create checkpoints to ensure flow of candidates and new hires through the hiring and onboarding process.
- 18. 17WE BECOME YOU™ 1. Decide if RPO is right, if your model is right and if your provider is right. 2. Reflect on how you can impact future success. 3. Be prepared to manage expectations: – No service interruptions – Cooperation between providers – Honest & open dialog 4. Emphasize Change Management success. 5. Create Interim Recruiting Contingency Plan. 6. Communicate with stakeholders regularly and make it easy to gather feedback. TRANSITION RECOMMENDATIONS
- 19. 18WE BECOME YOU™ RESOURCES ON PROVIDERS • HR & TA Peer Communities • Everest Group – RPO Provider Profiles • Nelson Hall – RPO Provider Profiles • HRO Today – Baker’s Dozen Ranking