End-to-End RPO Unplugged

New contracts awarded by RPO specialists often say end-to-end services are provided, however many times only two or three recruitment services are actually stated in the press release, which begs the question what is end-to-end RPO?  Does it really include all RPO services to the client or is it just jargon to sound good?

In my recent RPO report, I’ve defined core RPO services and identified the full suite of RPO services.  Frankly, most vendors offer pretty much all services, but who is actually providing what?

Having worked for many years on the client side, I know how difficult it can be to work through public relations for an announcement. Ultimately, when you do, how much detail you are able to provide is another story. Congratulations to Adecco for not only winning an RPO contract last month with SI, a provider of systems engineering and integration services to the U.S. Intelligence Community, Department of Defense, and other agencies, but for also defining its full suite of RPO services that includes:

  • Applicant tracking system
  • Employment branding
  • Research
  • Talent market mapping
  • Social media sourcing strategy
  • Candidate pipelining
  • Direct, indirect, and Internet sourcing
  • Candidate screening, assessment, and selection
  • Job offer management
  • Onboarding
  • All recruitment administration.

Although you might say this is an end-to-end offering, Adecco does not call it that, but rather full lifecycle services.  I don’t really think it matters what you call it, but it’s better to spell out more than a couple of components when using robust terms.

Beyond the core services of sourcing, screening, assessment and selection, job offer, onboarding, and administration are emerging services, which include employment branding and the use of social media for recruiting. With the direction the world is headed in with the use of social media, you need to be “LinkedIn” to the appropriate social media communications to find the right talent in addition to the traditional methods such as job boards as they have not gone away yet.

There are an increasing number of clients who will look to an RPO provider for assistance in developing and communicating the right employment brand to attract and retain talent that will stay. Success in providing both basic and advanced end-to-end RPO services that deliver will also create client and vendor partnerships that last and prosper.

Gary Bragar, Lead HRO Analyst, NelsonHall

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Explore posts in the same categories: hr outsourcing, hro, hro research, nelsonhall, recruitment process outsourcing, rpo

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