How do you know when your recruitment partner “clicks?” 


It isn’t uncommon for an organization to outsource some or all of their recruitment function to an outside firm. But have you ever wondered why some are more successful than others? What makes some partnerships “click” when others languish?

A lot of it has to do with how the partnership is launched in the first place.

Learn about the value of the implementation process. View our webinar case study.

No matter how large and complex, or how small and focused, your needs may be, the implementation process is an important step toward the success of your RPO solution. It lays the foundation for making the partnership more effective by gaining a thorough understanding of vital areas including:  


Your business

It may sound strange but, after 30+years in the business, I’m continually surprised by how many talent advisors or recruiter cannot answer basic market-related questions about the sector they work in or convey the client’s EVP. Knowing and understanding the company’s business and the market they recruit in is absolutely critical to promoting the opportunity to top candidates and providing excellent customer service to the client and it should never be underestimated.  


Your culture

Matching the right talent with the right company requires a deep understanding and appreciation of company culture. Great recruiters know that top performers will choose to work for a company whose values most closely align with their own. While they may also be selling the opportunity and requirements of the role, candidates also know that they want to make a difference and see themselves contributing to the bigger picture of any organization they are considering joining.

The implementation process allows us to immerse ourselves in your workplace culture, really understand what makes a candidate a good fit, and helps us be able to accurately articulate how a candidate would contribute to your mission. It arms your talent team with the knowledge they need to attract the very best candidates and provide the candidate experience they want and deserve. After all, your partners should act as brand ambassadors, shouldn’t they?


Your hiring process (or sometimes lack of)

Believe it or not, RPOs shouldn’t roll in like “the new sheriff in town” with the intent of totally replacing your hiring process from top to bottom. As one of our clients said of their implementation experience, “The end result was our process, only better.” 

During the implementation process, we’ll work with you to uncover inconsistencies, omissions, and breaks in the process that cause your hiring to be inefficient and its impact on the candidate experience. We’ll work with you to define where training or technology is needed, and steps to increase getting candidates into the interview stage faster. And we will also incorporate measurement methodologies and reviews for continuous improvement to allow for flexibility or adjustments along the way to ensure we’re always on the right track.

Could partnering with an RPO be right for your business? Download our free guide.


Most importantly, it helps us gain your trustNew Call-to-action

A thorough implementation process brings together executive sponsors and stakeholders on both sides to create the strategic solution that fits. It forms the foundation for a more consultative relationship with clients as they get to know and trust the people, expertise and services that we’ll use to deliver improved results. But it’s essential for another reason, too.

Managing pushback to change is probably HR’s biggest and most consistent challenges. Working together as a team through the implementation helps everyone involved with the hiring process understand that, as partners, we share equal responsibility for its success—even the hiring manager. So, they better trust us to do our part, and are more receptive to the processes and methodologies we bring forward because they see the changes less as an inconvenience and more as an opportunity to succeed. Because at the end of the day, they will need to understand what makes their new employees tick.

A great partnership is built on trust. Trust thrives where there is transparency and brings about a solid understanding of each other, it creates a way to have open communications—all things for which the foundation will be laid during a thorough implementation process.  Implementation is, quite simply, key to making a partnership “click.”


Written by Patty Silbert

President of Newton Talent since 2018, Patty Silbert has over 30 years of experience developing the innovative solutions that help HR professionals just like you meet their most pressing recruitment challenges and their companies achieve their talent acquisition goals. She is a regular writer and speaker on the subjects of recruitment strategy, employment branding, HR technology, and leadership.