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From Choosing to Excusing and Back

Successfully Transitioning Your RPO Partner

May 22, 2013

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Today’s Presenters • RPO Industry Evolution

• Should I Transition?

• What Model meets my needs?

• Who’s the right Provider?

• Transition Lessons Learned

• Q&A

Introductions & Agenda

Debra Kestenbaum VP, Talent Acquisition Chubb

Angela Hills EVP Pinstripe, Inc.

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RPO Industry Evolution

Second Generation & Beyond

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RPO 3.0 •Alignment of workforce plan to overall business strategy • Agility; No lost oppty costs • Optimal deployment of talent • Predictive Analytics

RPO 2.0 • Optimized Resources • Reduced Attrition • Improved Talent Pool Quality • Increased satisfaction • Advanced Analytics

Evolution of RPO

RPO 1.0 • Reduce Cost per Hire • Technology cost avoidance • Quality of Hire improvement • Efficiency & Scalability • Descriptive Analytics

Nature of Impact

Imp

act

de

live

red

Time

Cost Impact

Business Impact

Strategic Impact

Increasing value creation

Business Value

Impact Effectiveness

Process Efficiency

RPO 1.0

RPO 2.0

RPO 3.0

Increasing ease of monetary quantification

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Where are you with your current RPO provider?

• RPO 1.0

• RPO 2.0

• RPO 3.0

• Not currently working with an RPO provider.

Poll the Audience

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Should I Transition?

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• Contractual requirements

• Loss of institutional knowledge

• Technology implications

• Internal change management preparedness

• Implementation impact on both HR and Hiring Managers

• Time to productivity

• “Their Mess for Less”

Consider the Switching Costs

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Choose Your Own Adventure

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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

Poll the Audience

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What should I do to prepare?

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• Begin situation analysis and discussions 9 to 12 months before your current contract is due for renewal.

• Perform a strategic workforce planning exercise that reliably forecasts your human capital needs, and update it regularly.

• Start fresh with your consideration set. The provider landscape has changed considerably in the last 18 to 24 months.

If you’re serious about transitioning…

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What Model meets my needs?

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Partnership Models

End-to-end solution implemented enterprise-wide or focused by location or business unit

Enterprise

Co-sourcing

Project Working in partnership to meet talent acquisition needs

End-to-end solution executed to support growth for a specific initiative

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RPO Process Segmentation

Choose to use a provider for all or part of the process.

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Who’s the right Provider?

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• What is driving my decision to transition?

• Is this provider able to address that concern directly?

• Based on my desired model, am I looking for a Transactional or Transformative provider?

• Is this provider able to scale with my organization’s changing needs?

• Does this provider have the deep industry experience and expertise I require?

• Will this provider be a cultural fit with my organization?

Ask Yourself the Following

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Which is most important to me in the choice of provider?

• Type of Solution Offered

• Total Transformation

• Ability to Scale

• Industry Expertise

• Cultural Fit

• Cost

• Reputation in the Market Place

Poll the Audience

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• HROA

• Everest Group – RPO Provider Profiles

• HRO Today - Baker’s Dozen Ranking

• The Outsourcing Institute/HR Executive “10 Best” Ranking

• Staffing Industry Analysts

Resources on Providers

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So, you’ve decided to transition.

Transition Lessons Learned

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Clearly define expectations of incumbent provider, new provider and internal organization.

Inform incumbent provider of transition.

Create Interim Recruiting Contingency Plan.

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.

Basic Transition Checklist

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Transitioning Requisitions

Interim Recruiting Contingency Plan

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• Identify and customize communications for each stakeholder group.

• Clearly define expectations: 30-, 60- and 90-day.

• Tap a representative sample for voice-of-customer sessions; satisfied, unsatisfied, active and inactive hiring managers.

• Provide several methods for questions and feedback, but one central internal contact.

• Include host in all communications between providers.

• Document and share all conversations, meetings and agreement exchanges.

Communicate, Communicate, Communicate.

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Wrap-Up

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1. Decide if RPO is right, if your model is right and if your provider is right.

2. Be prepared to manage expectations.

– No service interruptions.

– Cooperation between providers.

– Honest & open dialog.

3. Emphasize Change Management success.

4. Create and implement Interim Recruiting Contingency Plan with new provider.

5. Communicate with stakeholders regularly and make it easy to gather feedback.

Final Thoughts

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Thank You!

Complimentary Everest Group Insight

RPO 2.0 - Paradigm Shift in RPO Value Proposition

http://resources.pinstripetalent.com/FreeEverestReport

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