Nearly 400 organizations, according to Everest Group research, are coming to the end of their current RPO contract. Are you one of them? Or, are you considering RPO for the first time and want to learn from the missteps of early adopters? If so, please join us to hear real-life transition anecdotes, including a case study of Chubb's recent experience, from both the buyer and provider points of view. Presenters will draw from their expertise in talent acquisition and management along with fostering successful recruitment partnerships.

1. 1Content Property of Pinstripe, Inc.
Welcome to today’s webinar hosted by
the HROA!
We’ll get started in a few minutes
www.hroa.org

2. 2Content Property of Pinstripe, Inc.
From Choosing to Excusing and Back
Successfully Transitioning Your RPO Partner
May 22, 2013

3. 3Content Property of Pinstripe, Inc.
Today’s Presenters • RPO Industry Evolution
• Should I Transition?
• What Model meets my needs?
• Who’s the right Provider?
• Transition Lessons Learned
• Q&A
Introductions & Agenda
Debra Kestenbaum
VP, Talent Acquisition
Chubb
Angela Hills
EVP
Pinstripe, Inc.

4. 4Content Property of Pinstripe, Inc.
RPO Industry Evolution
Second Generation & Beyond

5. 5Content Property of Pinstripe, Inc.
RPO 3.0
•Alignment of workforce plan
to overall business strategy
• Agility; No lost oppty costs
• Optimal deployment of talent
• Predictive Analytics
RPO 2.0
• Optimized Resources
• Reduced Attrition
• Improved Talent Pool Quality
• Increased satisfaction
• Advanced Analytics
Evolution of RPO
RPO 1.0
• Reduce Cost per Hire
• Technology cost avoidance
• Quality of Hire improvement
• Efficiency & Scalability
• Descriptive Analytics
Nature of
Impact
Time
Cost
Impact
Business
Impact
Strategic
Impact
Business Value
Impact Effectiveness
Process Efficiency
RPO 1.0
RPO 2.0
RPO 3.0

6. 6Content Property of Pinstripe, Inc.
Where are you with your current RPO provider?
•RPO 1.0
•RPO 2.0
•RPO 3.0
•Not currently working with an RPO provider
Poll the Audience

7. 7Content Property of Pinstripe, Inc.
Should I Transition?

8. 8Content Property of Pinstripe, Inc.
• Contractual requirements
• Loss of institutional knowledge
• Technology implications
• Internal change management preparedness
• Implementation impact on both HR and Hiring Managers
• Time to productivity
• “Their Mess for Less”
Consider the Switching Costs

9. 9Content Property of Pinstripe, Inc.
Choose Your Own Adventure

10. 10Content Property of Pinstripe, Inc.
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
Poll the Audience

11. 11Content Property of Pinstripe, Inc.
What should I do to prepare?

12. 12Content Property of Pinstripe, Inc.
• Begin situation analysis and discussions 9 to 12 months
before your current contract is due for renewal.
• Perform a strategic workforce planning exercise that
reliably forecasts your human capital needs, and update it
regularly.
• Start fresh with your consideration set. The provider
landscape has changed considerably in the last 18 to 24
months.
If you’re serious about transitioning…

13. 13Content Property of Pinstripe, Inc.
What Model meets my needs?

14. 14Content Property of Pinstripe, Inc.
Partnership Models
End-to-end
solution
implemented
enterprise-wide
or focused by
location or
business unit
Enterprise
Co-sourcing
ProjectWorking in
partnership
to meet talent
acquisition needs
End-to-end
solution executed
to support growth
for a specific
initiative

15. 15Content Property of Pinstripe, Inc.
RPO Process Segmentation
Choose to use a provider for all or part of the process.

16. 16Content Property of Pinstripe, Inc.
Who’s the right Provider?

17. 17Content Property of Pinstripe, Inc.
• 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?
Ask Yourself the Following

18. 18Content Property of Pinstripe, Inc.
Which is most important to me in the choice of provider?
•Type of Solution Offered
•Total Transformation
•Ability to Scale
•Industry Expertise
•Cultural Fit
•Cost
•Reputation in the Market Place
Poll the Audience

19. 19Content Property of Pinstripe, Inc.
• HROA
• Everest Group – RPO Provider Profiles
• HRO Today - Baker’s Dozen Ranking
• The Outsourcing Institute/HR Executive “10 Best” Ranking
• Staffing Industry Analysts
Resources on Providers

20. 20Content Property of Pinstripe, Inc.
So, you’ve decided to transition.
Transition Lessons Learned

21. 21Content Property of Pinstripe, Inc.
 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.
Basic Transition Checklist

22. 22Content Property of Pinstripe, Inc.
Transitioning Requisitions
Interim Recruiting Contingency Plan

23. 23Content Property of Pinstripe, Inc.
• 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.
Communicate, Communicate,
Communicate.

24. 24Content Property of Pinstripe, Inc.
Wrap-Up

25. 25Content Property of Pinstripe, Inc.
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.
1. Emphasize Change Management success.
2. Create and implement Interim Recruiting Contingency
Plan with new provider.
3. Communicate with stakeholders regularly and make it
easy to gather feedback.
Final Thoughts

26. 26Content Property of Pinstripe, Inc.
Thank You!
Complimentary
Everest Group Insight
RPO 2.0 - Paradigm Shift
in RPO Value Proposition
http://resources.pinstripetalent.com/FreeEverestReport
Questions
&
Comments
Answers
&
Responses

27. 27Content Property of Pinstripe, Inc.
• Founded in 2003
• Open to anyone in the HR Outsourcing and
Transformation industry anywhere in the world:
practitioner, buyer, provider, technology firm, advisor,
consultant, or academic
• Mission to be the single recognized community for
improving the quality, effectiveness, and efficiency of
outsourcing as part of an overall HR service delivery
strategy.
• www.hroa.org
About HROA