Hiring can be tricky. As a result of the great recession that began in 2008 and continues to linger across the globe, many companies had to make tough decisions about which people and which departments could be downsized.
Hiring is one of the first things to go when a company is worried about staying afloat. I mean, why would you need a hiring function if you’re not even sure that you’ll be around in 6 months? It makes sense from a pragmatic standpoint, but what happens when the dust settles and you no longer have the hiring infrastructure to start pulling in fresh talent to start growing your company again.
One of the best solutions for this staffing problem is to consult with a Recruitment Process Outsourcing company (like Accolo). Don’t know what RPO is? Click here to find our “What is RPO“. With an RPO, you get all of the hiring resources and expertise of an internal recruiting function without any of the overhead. That being said, there is definitely a right way and a wrong way to enter into an RPO partnership and it’s up to you to do it right.
The first thing that you should do before entering into an RPO partnership is determine what your company’s hiring needs are. Do the candidate sources that you’re using consistently come up short, the best talent that they provide barely meeting the minimum requirements for your jobs? Is your hiring taking weeks or months longer than you think it should?
Once you understand where your hiring needs help, you’ll be able to engage with different RPO providers about their potential solutions to your problems. Knowing what you need in advance will help immensely when it comes time to selecting your RPO partner.
The second thing that you need to do is take it slow.
When partnering with an RPO the best way to begin is on a trial basis. Instead of jumping for a yearlong or multi-year contract with an untested RPO, try filling a few positions through them to see if they can, in fact, help you effectively. This trial period also allows you to test for any potential conflicts between your hiring managers and the recruiters in the RPO.
If you find that there are problems with communication or personality conflicts from week 1, then they probably aren’t the right provider for you. A good RPO partner will be like an extension of your business, devoted wholly to getting the best people possible working for your company.