Many companies explore Recruitment Process Outsourcing (RPO) as a means to improve inefficiencies in its recruiting and hiring strategies. But as this recent webinar revealed, a number of talent acquisition professionals are still trying to define their need while building the business case for RPO.
There’s a lot of buzz surrounding Recruitment Process Outsourcing (RPO). From the increased growth of the RPO market to the utilization of RPO services to attract candidates and retain its workforce, it's not uncommon for even a mid-sized organization to explore outsourced recruiting services.
In fact, according to the Everest Group, the RPO Market is currently valued at $2.04 billion. Demonstrating the importance of quality talent acquisition and it continuing to be a top priority and a challenge.
How to Build a Business Case for RPO
This RPO webinar hosted by Yoh set out to understand what really goes into building a business case for RPO services. From identifying the initial need to how you can gain executive buy-in, follow these four easy steps when creating your next HR business case for RPO.
Step 1: Define Your Comfort Level
During the webinar, we asked attendees to define their understanding of the RPO. Are you a first-time buyer implementing an RPO program? Or, are you a seasoned professional within your organization who is comfortable moving straight to the RFP? Depending on your answer, you might have some research and development to tackle before accessing the benefits of RPO as it relates to your hiring needs.
Step 2: Address the Obstacles Head-On
Some RPO programs never get off the ground out of fear or uncertainty. The commonly asked questions below address these legitimate concerns that often bubble up; having the potential to stop a program dead in its tracks.
- Will my employees be outsourced?
- Will I lose control of my department?
- How will I demonstrate the value of an RPO program?
- What additional costs will I incur?
Be prepared to identify and address obstacles head-on. Often the RPO provider can assist you with this, but if you are looking for a third-party for information to educate yourself, check out the RPOA (Recruitment Process Outsourcing Association), or feel free to explore some of Yoh's other RPO blogs.
Step 3: Tie it to an Upcoming or On-Going Challenge
The hesitancy to adopt an RPO program typically stems from the O in RPO (outsourcing). Something must not be doing well for us to outsource a function of HR. But consider the RPO provider acts as an extension of your existing recruiting resources. The idea being the provider steps in to manage a specific area and enabling the in-house talent acquisition team to gain greater focus.
Organizational instances when RPO is proven to benefit talent acquisition
Step 4: Identify the Stakeholders
Another obstacle you'll likely face is addressing the hesitancies of key stakeholders. When building your HR business case, be sure to include these concerns and adapt them to how your organization makes decisions. For example, if cost-savings is top of mind, focus the business case on this aspect of RPO.
RPO Webinar attendees identified these as the common executives needed for buy-in
By knowing what to include and what you can prepare for, not only will you present a winning business case, but concurrently vet your decision to implement RPO is the right one.