How it Works / RPO Engagement

    How it Works

  • We will supply you with dedicated recruiters, resume sourcers, or other related professionals on a month-to-month basis

  • We provide them with all needed infrastructure, technologies, training and supervision

  • They work 40hrs per week for you, under your direction

  • You only pay a low monthly rate plus a small placement bonus

  • We give you a 2 week money back guarantee on our services

RPO Engagement

When starting a new RPO project, we always want to be involved in:

Recruitment Audit

Thorough analysis of your current recruitment and selection practices and capabilities. Subsequently we formulate recommendations on how to improve
your recruitment model to achieve the most optimal service delivery (including standard processes, change and staff).

Recruitment Vision & Strategy

Examination of your hiring needs:

  • Identifying and prioritizing vacancies

  • Defining candidate profiles

  • Determination of the most appropriate recruitment sources

  • Reviewing internal staffing

  • Specify selection criteria, methodology and tooling

Recruitment Tooling
  • Optimization & management of your existing recruitment system (ATS)

RPO Execution / RPO Evaluation

RPO Execution

1.Start up

  • New hire request

  • New hire request

  • Assess sourcing priorities and strategies

  • Launch new requisition


    Active Sourcing

  • Identification

  • Social network sites

  • Direct sourcing

  • Databases (own and public)

  • Diversity sourcing

  • Recruitment research

  • Candidate relationship marketing

  • Talent pipelining

  • Third parties

  • Alumni & associations

  • School lists

  • Campus recruitment

  • Recruitment events

  • Newsgroups

  • Passive Sourcing

  • Corporate jobsites

  • Job boards- selection and posting

  • Local grassroots networking

  • Employer branding

  • Referral program

  • Internal mobility

  • Market Analysis

    Vendor Management

  • Vendor on-boarding

  • Optimization / management

  • Contract negotiations


    CV and telephone screening based on objective criteria

  • Motivation

  • Career track and experience

  • Current salary



  • Competence based interview

  • Cultural and motivational fit

  • Detailed remuneration package

  • Testing and assessment

  • Coordinate all aspects of event/p>

  • Qualify the right candidates

  • Ensure compliance

  • Scheduling

  • Provide flexibility, real-time results and consistent test administration

  • Enhance candidate communications

  • Improve reporting

  • Reference checking

    Background screening

  • Coordinate all aspects of event

  • Qualify the right candidates



    On-boarding coordination

  • candidate receives regular communication

  • accurate expectations

  • all of the information needed for a successful first day.


Recurrent reporting on progress using in-company or custom made reporting tools

RPO Evaluation

    Service Level (SLA) metrics include:
  • Time-to-fill

  • Interview to offer ratio

  • Offer acceptance rate

  • Retention

  • Response times

  • Hiring manager satisfaction

  • Candidate satisfaction

    Key Performance Indicators (KPI)

    Key performance indicators galvanize both MPSRPO and the client organization to behave in a certain way. This is why the
    development and agreement to KPI’s is fundamental to the success of the RPO.

  • If we consider typical KPI’s such as time to hire, and cost per hire, it can be seen that neither party has exclusive influence over whether
    they are achieved or not.

  • For instance if hiring managers consistently fail to give timely interview feedback to the RPO provider then time to hire metrics will be
    immediately impacted.

  • In addition, candidates are more likely to withdraw or not be available if the feedback they receive is late affecting CV to hire ratios.

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