1. From Choosing to Excusing and Back:
Transitioning Your RPO Partner
Key takeaways for attendees include:
• Questions to ask when choosing an RPO provider;
• Choices to ensure successful collaboration;
• Suggested expectations for the roles and responsibilities of
buyers, incumbents and new providers;
• Tips for mitigating change effects on service delivery and
candidate and hiring manager satisfaction during
implementation.

2. Introductions & Agenda
Today’s Presenter
• RPO Industry Evolution
• Should I Transition?
• What Model meets my needs?
• Who’s the right Provider?
• Transition Lessons Learned
Barry Diamond
VP of Client Solutions
Pinstripe & Ochre House
• Q&A

3. RPO Industry Evolution
Second Generation & Beyond

4. Evolution of RPO

5. 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.

6. Should I Transition?
How bad does it have to get
before I am willing to change?

7. Consider the Switching “Costs”
•
•
•
•
•
•
•
•
New RFP/assessment process
Contractual requirements
Loss of institutional knowledge
Technology implications
Internal change management preparedness
Implementation impact on stakeholders
Time to productivity
Provider overlap

8. Choose Your Own Adventure

9. Poll the Audience
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.

10. What should I do to prepare?

11. If you’re serious about transitioning…
• Identify what is working and what is not about
your current state.
• Know your metrics and be realistic about
expectations.
• Begin situation analysis 9 to 12 months before
your current contract is due for renewal.
• Perform a strategic workforce planning
exercise that forecasts your needs.
• Start fresh with the providers you consider.

12. What Model Meets My Needs?

13. Partnership Models
Enterprise
End-to-end
solution
implemented
enterprise-wide
or focused by
location or
business unit
Co-sourcing
Working in
partnership
to meet talent
acquisition needs
Project
End-to-end
solution executed
to support growth
for a specific
initiative

14. Who’s the right Provider?

15. Ask Yourself the Following
• 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?

16. Poll the Audience
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

17. Resources on Providers
•
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•
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HR.com
Everest Group – RPO Provider Profiles
Nelson Hall – RPO Provider Profiles
HRO Today – Baker’s Dozen Ranking
The Outsourcing Institute/HR Executive Ranking
Staffing Industry Analysts

18. So, you’ve decided to transition.
Transition Lessons Learned

19. Basic Transition Checklist
 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.

20. Transitioning Requisitions
Interim Recruiting Contingency Plan

21. Communicate, Communicate,
Communicate.
• 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.

22. Wrap-Up

23. Final Thoughts
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.

24. Thank You!
Complimentary
Everest Group Insight
RPO 2.0 - Paradigm Shift
in RPO Value Proposition
Questions
&
Comments
Answers
&
http://resources.pinstripetalent.com/FreeEverestReport
Responses