“It’s not just a game, it’s an experience,” said Patriots fan and Super Bowl LI attendee CEO of ACA Talent, Dave Sargeant. The game itself was indeed a small part of the Super Bowl experience: from the dazzling halftime show to the festivities surrounding NRG Stadium in Houston.
The complexity of executing a show like the Super Bowl got us thinking about its similarities with our industry, Recruitment Process Outsourcing, better known as RPO.
Sporting events and recruitment initiatives both require clear goals and the right strategies for success, along with a strong team to bring home a win. Below, we break down a few key components of successful RPO engagements so you can put together a winning recruitment strategy.
1. Look at the big picture.
To be successful in sports or business, you must align your goals. Identify what you want to accomplish, along with your timelines to achieve success. For companies with high-volume recruitment needs or complex recruitment enterprises, RPO is a natural fit. In such cases, RPO can help companies build strong talent pipelines, control costs, streamline time-to-fill, and create a positive candidate experience. Before engaging with an RPO, know your goals. Are you launching a new recruiting function and need extra assistance? Or perhaps you have existing candidate pipelines, but need help improving quality or quickly qualifying applicants. These are all goals an RPO partner can help address.
For a better understanding of how to articulate your talent acquisition goals and strategies, take a look at our comprehensive RPO workbook.
2. Assemble the right players.
“Gathering the right team of sales recruiters in RPO is different from your typical corporate recruiting or executive search function,” said Dave. That’s because high-volume recruitment (typical for RPO) requires a different approach from executive search. RPO environments are driven by specific timelines, headcount goals, and metrics, which requires a recruiter particularly attuned to producing a high volume of candidates in a fast-paced setting. Executive search assignments, especially for leadership roles, can take several months to fill and require recruiter strengths for headhunting, account management, and tenacity.
While there is overlap in some skill sets (both high-volume recruiters and executive recruiters must be able to dial in on what makes a candidate a good fit for a particular role), RPO involves concerted team efforts towards meeting client deliverables on a large scale.
3. Put technology into play.
Technology creates excitement for the Super Bowl, such as how drones were used to great effect in Lady Gaga’s halftime performance. Similarly, technology enables an RPO partner to benchmark, measure, and achieve goals. Applicant Tracking Systems are crucial to posting jobs, managing pipelines, generating reports, and ultimately understanding how your RPO partnership is impacting recruitment. Other key recruitment tools include assessments, job distribution services (such as CareerArc, which integrates with social media), auto-schedulers, text messaging systems, just to name a few.
4. Execution is everything.
Once your strategy is clearly defined, you have the right players in place, and are leveraging the right technology, it’s time to start moving towards accomplishing goals. Execution includes everything from implementation to day-to-day recruitment operations. At the core of seamless execution is a governance model that outlines consistent communications between the client and the RPO partner, from executive sponsors, to account managers, to talent acquisition leaders and recruiters.
Just as with football, all players must communicate in order to execute plays to move the team closer to a touchdown.