1. Core RPO Services
A Special RPOA Leadership Forum presentation
Presented by: Matt Rivera, Director, Customer Solutions at Yoh
Wednesday, July 10, 2013
It’s Not One-Size Fits All

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

3. RPOA Leadership Forum
• Access Leadership
Forum page
• Request to present

4. Introductions
Matt Rivera
Director, Customer Services
Yoh
Lamees Abourahma
Executive Director
Recruitment Process
Outsourcing Association

5. Agenda
• What is RPO?
• Types of RPO Engagements
• Ideal customers
• Delivery options
• Why RPO?
• RPO May NOT be for you if…
Enterprise
RPORPO
Consult-
ing RPO
Project
RPO
Emerging
RPO
Services
Point of
service
RPO

6. What is RPO?
RPOA Definition:
“An RPO provider acts as a company’s internal recruitment
function for a portion or all of its jobs. RPO providers manage the
entire recruiting/hiring process from job profiling through the
on-boarding of the new hire, including staff, technology, method,
and reporting. A properly managed RPO will improve a
company’s time to hire, increase the quality of the candidate
pool, provide verifiable metrics, reduce costs, and improve
governmental compliance.”

7. What is RPO?
Key Points of the Definition:
• Acts as a company’s internal recruitment function
• Manage the process
• Hires a portion or all of jobs
• Provide verifiable metrics
It’s as much a process (P) as it is recruitment (R)
Outcomes
RPO=
Accountable
Functional
ProcessBut there’s more

8. Types of RPO Engagements
• Enterprise RPO
•Long-Term, Company-Wide
•Job/Location Specific
• Short Term Project RPO
• Point-of-Service/Limited RPO
• Consulting RPO
• Emerging RPO Services

9. Enterprise RPO
• AKA full-service RPO or fully outsourced RPO
• Company-wide outsourcing of all or most of
the recruiting functions
• Long-Term
• Can be position or location specific
• “Fully Outsourced” is the key term

10. Long-Term Enterprise RPO
• Company-wide outsourcing of the recruiting
function and department
• Usually “end-to-end” recruiting through
onboarding
• Ownership of process, technology and results
• All jobs, exclusively
• Team at provider site
• Customer branding
• Contract length: Years

11. Position/Location Enterprise RPO
• Job family or geographic outsourcing of the
recruiting function
•Examples: An R&D business unit/location, call
centers, plant, corporate headquarters
• May or may not include use of client’s
technology
• Ownership of process and results
• Otherwise same as Long-Term Enterprise RPO

12. Who is the ideal client for Enterprise RPO?
• Very familiar and/or comfortable with outsourcing as a
company culture or strategy.
• Companies that have a large, sustained need for recruiting –
typical enterprise RPO contracts last two to three years.
• Large companies (i.e. thousands of employees, Fortune 1000
companies).
• Companies that have multiple locations and want to
standardize their recruiting processes, and/or some locations
don’t have adequate recruiting resources.
• Mid-sized companies experiencing aggressive growth or
expansion.

13. Project RPO
• Specific project with specific term
• EX: hire a sales force, fulfill a set number of hires, or help
processes or locations that don’t have enough resources
• Agreement reflects the scope needed and the metrics that
are relevant to the project
• Less responsibility overall on behalf of the provider – possibly
shared with client
• Contract lengths tend to be shorter (e.g., 6-12 month
contracts) or until hire volume is fulfilled

14. Ideal Client for Project RPO
• Any company needing a specific recruiting need met (i.e.
certain number of hires, hiring for certain positions, helping
one location or with one part of the recruiting process)
• Any company needing recruiting help for just a few months
• Not the best for 25 hires, but would be better for 50+ hires.
However, this is not absolute.
• Good for those that are looking for a structured process to
meet recruiting goals – need consistent results and sustained
activity
• Good for companies not comfortable with total outsourcing

15. Point-of-Service RPO
• Better known as limited RPO or selective RPO
• RPO provider is taking responsibility for one component of
the recruiting process
• Examples: applicant intake, applicant screening, social media
outsourcing/recruiting, or putting this data into the applicant tracking
system
• Similar to project RPO, but length varies (both short and long)
• Hand-off to client HR or internal recruiting staff

16. Ideal Customer for POS RPO
• Companies large and small that have a consistent volume of
recruiting work
• Any company that needs to outsource in a certain area
• Companies that experience fluctuations in volume, where
scalability would be tough to do on one’s own
• Mid-sized and large companies are more likely to have the
volume and the need to outsource one area
• Companies with a defined process in place – no need for the
RPO provider to design a program or process for the client

17. Consulting RPO
• Company simply seeking the knowledge an RPO provider has
on recruiting and improving the process.
• RPO provider may offer advice on how to improve their
processes, on what tools should be used, on how to do social
media recruiting etc.

18. Who is the ideal customer for
consulting RPO?
• Anyone setting up a recruiting process or an HR department
• Larger companies that are looking to consolidate their
processes or to find someone to look at their overall picture
• Those that are going through a merger or an acquisition,
where different processes and/or employment brands need
to be evaluated
• Startups that are experiencing growth, and would need help
with recruiting as well as setting up the process

19. Emerging RPO Services
• Contingency/On-Demand RPO
• Branded/White Label RPO
• Co-sourcing

20. Delivery Options
• On-Site – Recruiters are at the client’s location, sitting at a desk and
recruiting directly.
• Virtual – Provider has a hub or off-site location for the recruiters, but they
are dedicated to the client. Recruiters are not on site.
• On-Demand – This is for contingency/on-demand RPO, where essentially
the service (or services) is delivered when the client asks and in the way
that the client wants.
• Supported – This means that the recruiters are not dedicated to one
client, but this delivery option is designed for scalability. More recruiters
can be added, or taken away, when needed.

21. Why RPO?
• Transition fixed “headcount”
costs to variable “services”
line item
• Increased value for reduced
cost and scalability
• Reduce dependency on
agency fees
Value
Program
Management Quality
• Centralize recruiting
services
• Great variances of volume
needs
• Transfer transactional
activities from HR to
provider. More focus on
strategy.
• Current recruiters and
strategy not achieving
quality and metrics needed
• Improve HM satisfaction
• Need for consistency &
predictability with
measureable results
• Design & change expertise
• Ability to “flex”
• Exceptional process and
technological expertise
• Variety of pricing models
• Quality and efficiency
experts
• First year 15-20% savings
• Specialized recruitment
• 100% recruitment focus
• Relationship management
• Tracking & results
• Real-time metrics &
dashboards
RPO Partner Delivers:

22. RPO may NOT be for you if you have…
• Occasional needs
• Needs you cannot quantify or qualify
• Simple head hunting needs
• Your company (or HR department) is not
comfortable with outsourcing or change
• Limited help for a completely broken process
• No executive buy-in or support

23. QUESTIONS?

24. Where do you find qualified 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

25. Recommended Reading
http://hiring.yoh.com/bdownload/recruitment-process-outsourcing-RPO-definition-costs-models

26. Recommended Readings
• Project RPO: Thinking smaller can have a big impact [article]
• Setting up for success: what to prepare for when selecting an
RPO provider [webinar]
• Recruiting process outsourcing 101 [webinar]
• RPOA Buyer’s Guide [RPO Provider directory]
• Preparing to work with an RPO provider [article]

27. Thank you!
• Questions or suggestions? Email
info@rpoassociation.org
• Visit us online at rpoassociation.org
• Follow us on Twitter @rpoassociation and LinkedIn
Group: Recruitment Process outsourcing Association