7 steps to make your RPO partnership successful
Discover more on Gi Group Holding’s RPO Solutions here.
Struggling to keep pace in today’s chaotic job market? With talent needs shifting almost daily, even the most experienced leaders and HR teams find it hard to stay ahead. That’s why Recruitment Process Outsourcing (RPO) is fast becoming the go-to solution for building agile, scalable processes that can flex with demand. The RPO market is thriving, with Everest Group predicting continued strong growth.
But this surge in demand isn’t just about managing high-volume hiring. Leaders want strategic partners who can support broader business goals, from expanding into new markets to tapping into niche talent pools.
Yet, success with RPO doesn’t happen automatically. It’s about building the right kind of partnership from the start. There’s no magic bullet, but getting it right is possible and worth it. With the right partner, RPO can become a powerful accelerator for transforming your talent strategy and setting you up for long-term success.
So, what does it take to build an RPO partnership that truly delivers? Here are 7 key steps to getting it right.
1
Start with clarity and alignment
Before diving into implementation, ensure everyone is on the same page about what success looks like, including how KPIs will be designed based on your business goals. This means getting crystal clear on goals, expectations, and how you’ll measure results. Do you want to reduce time-to-hire? Improve candidate quality? Tap into new talent pools? Defining these targets early ensures your partner knows precisely what you’re aiming for and can tailor their approach accordingly.
Share your business goals and improvement needs right from the start. This helps design RPO processes and KPIs that are genuinely reflective of your talent acquisition strategy.
2
Choose the right RPO model
The next step in establishing a successful partnership is selecting the RPO model that best fits your needs. Opting for tailored RPO models—such as Project RPO for targeted hiring or Source & Screen for building immediate talent pipelines—rather than a one-size-fits-all approach allows businesses to adapt to fluctuating demands while maintaining high-quality recruitment standards.
3
Build a strong business case
A well-defined business case is essential for getting stakeholder buy-in and aligning the RPO provider’s work with your strategic priorities. Frame the business case around tangible outcomes (speed, quality, or cost efficiency) beyond cost savings. Consider how RPO can support growth, adaptability, and entering new markets.
Emphasise that KPIs should result from the business goals you establish for talent acquisition rather than just basic metrics.
4
Build trust and encourage openness
The best RPO partnerships are based on trust and open communication. Your RPO provider should feel like an extension of your team, not just a third-party service. Be willing to listen to their insights and give them the space to recommend changes, whether a process tweak to improve candidate experience or a suggestion on streamlining workflows. Flexibility and mutual respect are essential.
5
Establish robust governance
Accountability is crucial. Establish clear roles and responsibilities for both sides, backed by service level agreements (SLAs) and regular performance reviews. Make time for structured check-ins—this keeps minor issues from becoming significant headaches. Regular feedback loops will help you spot areas for improvement and keep the partnership aligned with your evolving goals.
6
Start small
Instead of jumping in with a full-scale RPO implementation, consider piloting the partnership with a specific business unit or region first. This approach allows you to work out any kinks, build confidence, and prove the model works before expanding.
7
Stay realistic—and be transparent
No provider is a miracle worker, and no recruitment strategy is flawless. Be upfront with your RPO partner about your business goals, expected changes, and challenges. This transparency helps your provider stay agile and ready to adapt. Remember, a strong RPO partner can flex and pivot along with you.
Why Gi Group Holding is uniquely positioned to help
Creating a successful RPO partnership comes down to finding a partner who understands your business and can adapt to meet your evolving needs. With decades of experience and a presence in 37 countries, Gi Group Holding’s RPO solutions are designed to address your unique challenges and turn them into opportunities. Our solutions are delivered by Grafton’s specialised practices for white-collar roles and Gi Group experts for blue-collar roles.
Gi Group Holding’s RPO solutions are built around your business goals—whether scaling quickly, accessing niche talent, or planning for long-term growth—transforming your recruitment challenges into competitive advantages.
Ready to see what a powerful RPO partnership can do for your organisation? Get in touch with us to find out more about how Gi Group Holding can elevate your talent strategy.
