Program Management Stage

The ongoing management of the overall strategy and tactical elements of the RPO partnership to help ensure the TA function meets/exceeds its business goals. This is a partnership between the leader of the RPO team and the key client stakeholder/owner to ensure the engagement is successful. This can entail continued process improvement assessment and changes through out the TA process; implementing new technologies to create efficiencies and improve candidate attraction; managing the performance of the team and quality of work utilizing SLA’s/KPI’s; and maximizing the ROI of the engagement.

Scalability Model

A centralized TA model that provides the ability to increase or decrease the TA resource level (Leads, Recruiters, Sourcers, Coordinators, etc) effectively and efficiently to mirror hiring volume fluctuations within an organization.

Account Business Review

Account Business Reviews are typically conducted quarterly and annually to review respective SLA/KPI goals that are aligned with business needs; as well as to adjust when the SLA or KPI aren’t applicable. Metrics to review by function/business unit could be: Time-To-Fill, Sub Cycle Time, Source of Hire, Diversity, etc. It is important to discuss how TA is impacting the business positively and negatively; and dig into the “why” for both. Also discuss new TA initiatives (new tools, marketing, processes).

Process Map: Recruitment (RPO)

A RPO process map outlines who (client or RPO team) is responsible for each TA step by job duties. This is often a process map from when a position is approved to on-boarding that has swim lanes identifying the responsible party by Hiring Manager, Recruiter, Coordinator and HR with approximate timelines for each step.

Template: Open Position Assessment (RPO)

An Open Position Assessment is a list of questions related to the Basic Qualifications required for a position that is completed when a candidate applies to a position. Based on how the questions are answered, it will score the results and either eliminate or weight the candidate within the ATS system. It is often used for lower level, high-volume type positions with high candidate flow which allows the Recruiter to review candidates more efficiently.

Phone Screen Template (RPO)

A standard phone interview template is used to ensure each recruiter is capturing information consistently across the TA function. This includes confirming answers to the basic qualifications of the position as well as tailored questions as it pertains to the preferred qualifications and nuances of the position.

Training Plan: Stakeholder (Internal End User)

The training plan provides an overview and timelines for the Hiring Manager and HR business partners as it pertains to their parts in the TA process. It helps set expectations of the TA process and can include HRIS/ATS Q&A, Hiring Manager Behavioral Interview training, Do’s & Don’t’s, and POC for questions.