The only way a strategy can get implemented is if we dedicate resources to it. Good intentions and acceptance are not enough if you don’t allocate the resources required to make the project a success.
If you want your offshore RPO strategy to work, you must dedicate the following resources.
- Time and Attention
Willingness to do something is not enough. You are not implementing the offshore RPO strategy if you do not spend your time in a way that is consistent with your intentions. When you are operating a recruitment business, you will be pulled into different directions every day, addressing various factors that will demand your time and attention. You must be ready to devote the time for successful implementation and beyond to drive the offshore RPO strategy.
You will invest time in ensuring the following.
- Sourcing and identifying potential offshore RPO companies
- Discussing the scope of work
- Reviewing proposals and contracts
- Interviewing and selecting offshore RPO team members
- Reviewing the transition, implementation, and ongoing progress
- Expeditor / Outsourcing Relationship Manager
You will agree that managing a recruitment agency takes a lot. Managing everything on your own is a big task, and you cannot be everywhere. For a successful transition, implementation, sustainability and growth of the offshore RPO model, a dedicated point of contact or an expeditor manages the relationship between the teams (onshore and offshore). It works as a conduit for the flawless functioning of the model.
Identifying a professional on your team that believes and champions this model is a major driver for the positive outcome of this model. Many large recruitment businesses either appoint an Outsourcing Director or a Relationship Manager that works with their SMT and the offshore RPO partner.
- Knowledge Transfer / Training
A team of experienced candidates can be deployed to work for you. However, what is critical for the models’ success is knowledge transfer of your culture, processes, and systems. The induction, training, and development of the offshore RPO team member should not differ from those you recruit on your teams onshore. Applicable in every scenario, i.e. trainees or experienced, every team member on the offshore RPO team must follow your best practices for standardisation and positive outcome of the project.
Hence, dedicating a Training Manager or an experienced member of your onshore team to train and develop the offshore RPO team is a must.
If you do not have time and personnel to do this, you are not flawlessly executing the offshore RPO strategy. Documentation such as training manual for the respective function/service, email templates, etc., is a part of knowledge and process transfer.
- Tools of The Trade
Enabling the offshore RPO team with the required tools is an integral part of the strategy. The team will need similar tools to those used by your onshore team. This also depends on the scope of work you will have your offshore team to work upon. Some examples of the tools are outlined below.
- Remote Desktop Connection (To access your systems remotely)
- Your company email address
- Access to the Applicant Tracking System (ATS)
- Job boards
- LinkedIn Recruiter Licence, Xing, etc.
- VMS Portal login details
- Access to the back-office systems in case of payroll, accounting functions
- Reporting formats
Some of the many factors that will decide your budget (direct investment) for the offshore RPO strategy are outlined below. One major factor will also be the type of engagement delivery model you are opting for.
- Scope of Work
- The number of team members deployed on your offshore team.
- ATS licences
- Job board licences
- Any other software that your company uses and respective licence for that software.
- Transition process costs
- Travel (If you need to visit the offshore team or invite the team onshore)
- Telephony cost
You will need to allocate the budget for a specific duration, at least a quarter depending on your goals tied with the offshore RPO team. Executing any project without sufficient cash on hand is a recipe for failure.
Cost-saving is a byproduct of outsourcing but going for the cheapest option hardly yields dividends. Select the offshore RPO partner that meets all your requirements, i.e., ranging from experience, management team, integrity, etc.
Your offshore RPO strategy is nothing but good intentions unless it is effectively implemented.
In conclusion, only proceed with executing your offshore RPO strategy when you are ready to allocate all the resources mentioned above to meet your objectives of outsourcing.