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.

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

2WE BECOME YOU™

THE EVOLUTION OF RPO

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.

HOW BAD DOES

IT HAVE TO GET

BEFORE I AM

WILLING TO

CHANGE?

5WE BECOME YOU™

CHOOSE YOUR OWN ADVENTURE

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

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

WHAT SHOULD I DO

TO PREPARE?

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.

WHAT MODEL MEETS

MY NEEDS?

WHO’S THE RIGHT

PROVIDER?

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

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?

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

TRANSITION

LESSONS LEARNED

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

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.

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

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