When you need to strengthen your talent strategy and get the right people on board to achieve your goals, sometimes you need a helping hand that works with you flexibly to address your recruitment needs.

And that’s exactly what People’s Partnership, a leading UK not-for-profit financial services company who specialise in providing workplace pensions, were looking for.

The Challenge

Their team were searching for a provider who would be able to really get under the skin of their business to understand what makes them tick and then work with them side by side to build a talent solution that would stand the test of time, as well as removing their current pain points.

The Solution

This is exactly what the Sanderson team are experts in. We thrive on absorbing the culture of each of our clients, being able to act as an extension of their brand and then design and deliver bespoke solutions that successfully meet client challenges and objectives.

After collaborating with the team at People’s Partnership, we quickly established that a Project RPO would be a perfect fit for them, working as a flexible solution to act has a helping hand to their in-house teams, but leaving them firmly in the driver’s seat.

The Result

Fill in the form below to read on and discover how we successfully helped them bolster and upskill their customer service teams…

Securing the right senior leader is one of the most important decisions an organisation can make. Whether you’re replacing an existing leader or expanding your management team, the implications for organisational performance, culture and long-term strategy are significant.

The challenge?

The senior talent market is often small, highly competitive and will likely require careful handling. The hiring team can also face additional pressures, from confidentiality requirements, to assessing behavioural leadership competencies, as well as ensuring they’re reaching passive talent in the market.

That’s where a dedicated partner like Sanderson Executive Search can lend a hand.

In this blog we explore the most common challenges organisations encounter in senior hiring, and how our tailored search methodology helps you overcome them with confidence.

Leadership Competency & Long-Term Fit

A challenge often encountered with senior leadership hiring is that the technical expertise alone to “do” the role isn’t enough at senior levels. There are other important factors to ensure the right fit and alignment to the role and organisation such as values, company culture and strategic capability.

Leadership style is another important factor that needs to be considered as a leadership candidate needs to be able to not only have subject matter expertise but also the ability to inspire and lead others, a completely different skill set that needs careful consideration.

The search also needs to encompass the candidate’s future career motivations to ensure a long-term fit in the role. Identifying those who will genuinely benefit from position and where it meets their non-financial motivators.

This is why with Sanderson Executive Search, every candidate is assessed through four core lenses that shape long term success:

Objective Fit

We evaluate skills, experience, achievements, and overall technical credibility.

Leadership Fit

We explore leadership behaviours, cultural alignment, and strategic maturity.

Motivation

We identify what drives the candidate and whether your opportunity meets their long-term goals.

Practical Considerations

We assess logistical factors and any barriers that could affect commitment or onboarding.

The more senior the role, the more critical leadership fit and motivation become. Our structured assessment therefore ensures you appoint a leader who thrives, not just one who qualifies.

Developing & Delivering Compelling Propositions

Senior leadership roles are often complex and harder to fill than other positions, made even more challenging thanks to how rare these candidates are. These searches require an equally thoughtful and consultative search process, with hiring teams needing clear insight into:

• What sort of candidates the market can realistically deliver
• How your opportunity compares to others on the market
• What will motivate the right candidates
• How to engage leaders who are not actively looking for a new role

A compelling and well-defined proposition then needs to be developed into order to adequately explain the role, and to attract the right candidates.

To overcome this challenge, it can be helpful to work with a partner who will take the time to:

• Consult with hiring teams when building the proposition to ensure it stands out in the market
• Build a compelling brief that is then delivered directly to the target candidates
• Ensure the proposition is clear so that candidates can fully understand the full scope of the opportunity

This ensures that every outreach, especially to passive candidates, resonates with authenticity and impact.

Navigating Geographical Constraints

Geographical constraints are another challenge often encountered during a leadership search. Location can be a limiting factor for certain leadership roles, depending on factors such as:

• Regional market maturity
• Industry clusters
• On site leadership requirements
• Level of travel required with the role
• Relocation feasibility

Our search methodology therefore explores both local and wider talent pools, identifying individuals with regional ties or who could benefit from relocation.

Confidential Hires

Another common challenge when hiring for a leadership role is the need to keep the search confidential. There are many reasons why these searches need to remain discreet and, in these situations, hiring teams need a search partner who can operate with discretion while still engaging high quality talent.

Our approach supports confidential hiring by allowing you to:

• Tactfully access both passive and active senior candidates through a carefully managed network of talent
• Maintain full confidentiality while ensuring a thorough market search
• Tailor outreach, messaging and process steps to minimise risk while remaining flexible to any organisational sensitivities.

Our track record in confidential searches is built on refined processes that protect organisational reputation while still securing exceptional leaders.

Business Critical Appointments

And finally, leadership hires often carry business critical weight. Hiring teams conducting a search for a leadership position need a process that is transparent, robust, and evidence based.

Our methodology provides exactly that. We’ll carry out:

Consultation

We work closely with you to understand the context, challenge and success criteria, shaping a tailored solution that best reflects what you need. With us, this is very much a two-way process, combining our market expertise with customer perspectives.

Research & Identification

We comprehensively map the market using primary research to identify all relevant candidates. Care is taken to explore parallel industries and potential capability rather than purely track records to broaden talent diversity. We also prioritise a human approach here to map a clear picture of exactly where talent pools exist, instead of focusing purely on online sources which often only see a proportion of the market.

Engagement

We then approach talent proactively with a personalised, compelling proposition designed to convert interest, not just awareness. This is particularly important for candidates who are not actively looking.

Assessment

Every potential candidate, including internal talent, is assessed through in depth interviews, profiling tools and cognitive analysis to provide a clear, objective view.

Delivery

We’ll then provide a shortlist of the strongest leaders the market has to offer, supported by insights and ongoing collaboration at every stage. At each stage we collaborate in a test and learn approach, involving the organisation each step of the way which allows us to adapt to client needs, ultimately securing a better result together.

Needing a Helping Hand with Insights & Advice

When embarking on a senior leadership hire, the hiring team shouldn’t have to navigate the complexity these searches bring alone.

Our team provides market led insight throughout the process, helping teams understand:

• Where talent exists
• How supply and demand might influence the search
• What candidates value today
• How wider industry shifts may impact future leadership needs

This isn’t simply about filling a role, it’s about securing leadership capability that supports the long-term success of organisations.

Ready to Simplify Senior Hiring?

If you’re looking to reduce complexity and secure a leader who truly elevates your organisation, we’re here to help.

Get in touch today to discuss your senior talent challenges and how we can support your next executive appointment.

A global Insurance company recently came to Sanderson needing to address their change management delivery and capability.

They were looking to build a permanent Enterprise Change team in a short space of time, so the Sanderson team quickly stepped in to help source, screen and deliver multiple roles in this space. Working as a strategic partner, our team delivered at pace and in a way that would set this client up for the future, and the project saw success highlights such as:

• Over 5500 candidates approached
• Creation of a bespoke cognitive assessment process
• 196hrs of hiring manager time saved
• 100% offer acceptance rates

Read on to discover how.   

The Challenge

The client had recently appointed a new Head of Enterprise Change, and they made some key observations such as the need for the company to bring in more experienced staff to support their change capabilities and delivery.

A proposal was then put together for a more effective change delivery framework which would reduce contractor cost and build a permanent internal change team. This structure came under four pillars: Portfolio Management, Change Management, Project Management and Business Analysis.

With only a handful of permanent Business Analysis and Project Managers and no Change Managers within Enterprise Change, the client needed to resource the team with the right disciplines in a short space of time.

Introducing Sanderson as a Resourcing Partner

Upon realising they needed to scale at pace, the client needed the help of a talent resourcing partner and so invited three recruitment companies to present a solution that would:

• Take responsibility for the end-to-end hiring process
• Elevate the client as an employer of choice
• Provide access to specialist talent in the insurance sector
• Save hiring managers time

During this process, it was clear for the client who would be their recruitment partner of choice.

“Sanderson was our first choice, we were drawn to their ways of working and instinctively knew it was the right path. It wasn’t just a good communication discussion, they stood out because they offered a sense of partnership but also a sense of transparency, agility and flexibility. Right from the get-go, it was their partnership approach that won the show.”

An Agile and Flexible Solution

The solution wasn’t just a “one-size-fits-all”. Led by Sanderson Insurance Practice Lead Denise Morris, we took the time to listen and work in partnership with the client. Here’s some of the key factors that stood out for them during the process:

Commitment

“They did all the heavy lifting for us”.

Sanderson hit the ground running with weekly meetings and created a dedicated reporting cycle in an interactive approach to screening, interviewing and shortlisting candidates in a short space of time.

“What worked was that we iterated our way to getting the best candidates, and that happened so fast, for the first round of screening they were coming to us with recommendations. It didn’t feel like a numbers game, Sanderson presented individuals who were quality candidates”.

With confidence in the top candidates, Sanderson offered advice and consultation in the final stages and presented the strongest CVs. This was then supported by a bespoke cognitive assessment process that was specific and unique for these types of change and transformation hires.

Flexibility

The client’s team really felt like they had a voice throughout and were heard when things needed to change. Sanderson were quick to respond to the evolving needs of the programme.

“As the recruitment process progressed, we had a much clearer vision and criteria for the type of candidates we wanted to interview. We knew what we needed, as did Sanderson, they helped to fine tune that process, they came on that journey with us.

While the scope of our requirements had evolved, our new recruits have surpassed expectations. They quality of candidates has been commented on by people outside of our team in their first 1-2 months of working here”.

A Strategic Partnership

The client reflected on the partnership and how Sanderson took their time to understand not just their strategic goals, but also their culture:

“I think one of the biggest things was the effort the team put into understanding us, what we were looking for and what we were building out. They understood the nature of the projects that we would be likely to drive and equally the projects we weren’t going to drive.

It was great to see the camaraderie being built by the new cohort of recruits. As they joined at the same time, there was a real sense of being in it together and we have worked to cement this attitude by organising workshops with the existing teams. The Sanderson team played a strategic role in helping us to construct our team charter”.

An Extension of the Team, Enabling BAU for Talent Acquisition

The client’s Talent Acquisition Lead expressed how Talent Acquisition worked seamlessly with both the Enterprise Change team, the team at Sanderson and together they delivered the work “as a triad”. Everyone had their role to play, and it freed up time for the TA team to work on the day-to-day support for the rest of the business.

“It was the effectiveness of Sanderson and the way they worked to ensure that I could carry on with my BAU job for the other parts of the business I support. I pretty much handed it over to Sanderson and trusted them to expedite this. And that’s exactly what happened. I was only really needed for facilitating admin or interviews. There was no disruption to the rest of Talent Acquisition, it was all in hand.”

Summary and reflections

A Project RPO Success

The solution we delivered here is called a Project RPO. This is a flexible recruitment solution that offers many of the benefits of outsourcing recruitment to a resourcing partner, but without the long-term commitment. You can find out more about Project RPO here.

Here’s what we delivered in numbers: 

Find out more about our RPO solution and get in touch with the team here if you’d like to have a conversation.

When you need to tighten up your talent strategy and get the right people on board to achieve your goals, sometimes you need a helping hand that works with you flexibly to address your needs.

That’s exactly what a Project RPO can do for you.

As a flexible recruitment solution, Project RPO offers many of the benefits of outsourcing all your recruitment to a resourcing partner, but without the long-term commitment. It can be delivered as a “one off” engagement, working as an extension of your in-house talent team to source, screen and deliver the right candidates or teams as and when you need them. Basically, acting as a helping hand, saving time for you to navigate the day-to-day BAU.

And this is what the Sanderson team are experts in and is something we recently implemented for a leading workplace pensions provider who needed to bolster and upskill their customer service teams.

Our team thrives on absorbing each client’s culture and acting as an extension of their brand, designing and delivering bespoke solutions that successfully meets client challenges and objectives, so read on to find out how we did just that….

What was the challenge?

The client approached Sanderson as they were looking for a partner that could deliver a bespoke solution to address two of their resourcing challenges.

Getting the right candidates 

Firstly, they needed to attract and select high-quality customer service professionals across various UK regions. Having embedded ourselves with the talent teams, we quickly ascertained that they were struggling with candidate calibre. With customer service and telephony roles crucial to their business operations, they were facing issues attracting candidates that had experience here as well as in a financial services environment.

Demand was increasing and they needed to recruit approximately 120 customer service candidates in only 12 months.

Hiring manager knowledge gaps 

Secondly, they needed to design a capability improvement programme to upskill their hiring manager and talent team community on interview best practices and decision making so they can better promote their brand, while also selecting high quality candidates.

What was our solution?

Our Project RPO team quickly set to work to address both of these challenges, breaking it down into two flexible workstreams:

Attraction and selection

Within the 12-month timeline, we successfully recruited 12-15 candidates that reached the desired quality benchmarks every month for 12 months. This was achieved by designing bespoke attraction channels such as proactive sourcing, talent mapping, social media accounts and targeted advertisements (which were run by our teams) and geo-marketing campaigns.

We then implemented a fluid but structured selection process that both delivers an outstanding candidate and hiring manager experience. The selection process was broken down into multiple stages including pre-defined candidate qualification criteria for recruiters to work towards, a quality assurance call with the Sanderson team before an interview with the client team following a new structure implemented by us.

Hiring manager training

We also collaborated with their internal hiring manager and talent teams to design and develop an interview training programme that was delivered via multiple workshops. This was to ensure the hiring manager community identify and select appropriate skill sets and behaviours that will add significant value to the organisation, as well as ensuring they adequately promote the organisations brand when selecting candidates.

As this was a Project RPO and so the client still retains overall control of their recruitment strategies, we ensured this training was future-proofed so that upon completion of the Project, the internal teams are well placed to train each other on the tools, process and techniques we’ve set them up with.

Speaking with the client’s Director of Customer Engagement, they said:

“Sanderson quickly recognised our resource challenges and invested real time and energy in understanding our needs. Through their commitment and collaboration, they’ve built a strong working relationship with us and have become a trusted and valued partner.”

What we achieved together

Following the completion of the first stages of this Project RPO, the client has already seen incredible results like:

• 85%+ fulfilment of intakes within the first 6 months of the service
• 80 started or future starters
• 60+ head count filled
• 83% interview to offer ratio
• 90% score on candidate satisfaction surveys
• Reduced hiring manager touch time on interviews
• Hiring manager training complete
• The right candidates hired with the necessary experience
• Candidates feel listened to and supported throughout the process

Could we help you achieve similar results? 

Our Project RPO solutions are designed for businesses who need access to talent acquisition expertise but are not looking to outsource everything. Our solution can be delivered as a “one off” engagement as an extension of your teams to source, screen and deliver the right people as and when you need them. As your resourcing partner, Sanderson will act as a helping hand, saving time for you to navigate your people strategies.

If you’re interested to find out more, head over to our Project RPO page here.

Get in touch

We’re always open to a chat to discuss how we may be able to help you achieve similar results, so please do reach out.

Are you reviewing how your organisation currently manages your permanent hiring?

Do you like the sound of a full-service recruitment solution that takes accountability for your entire permanent hiring process?

An Enterprise RPO could be the solution for you!

Helping you with anything from:

• Providing more flexibility so you can easily respond to surges in hiring demand
• Reducing the administrative burden on your internal resources
• Getting access to the best talent on the market
• Supporting your employer branding and workforce succession planning

In our BRAND-NEW GUIDE we provide step by step information on how an Enterprise RPO could optimise how you approach permanent hiring, lay out exactly what it is, what the benefits are and how you can get started with a solution of your own.

When you look at how your organisation manages your permanent hiring, would you rather your process had more flexibility, especially if you want to react to a surge in demand or quickly expand capacity as you launch new projects?

Perhaps your goals are to reduce the administrative burden on your internal resources by getting assistance with your candidate selection and onboarding and access industry-leading sector expertise whilst using the latest recruitment tech?

Or maybe you’d simply like to boost your employer brand, improve the quality of your hires and set up better processes for your workforce succession planning?

An Enterprise RPO could be the talent solution you’re looking for.

In this blog we’ll explain how an Enterprise RPO can optimise how you approach permanent hiring, lay out exactly what it is, what the benefits are and how you can get started with a solution of your own.

What is an Enterprise RPO?

This is a full-service recruitment solution that takes complete responsibility for all your permanent hiring. In a nutshell, anything you can think of when it comes to talent management, an Enterprise RPO can take care of it for you.

What are the benefits of an Enterprise RPO?

This is a solution that comes with a range of benefits that you and your organisation can benefit from. Other than getting an extension of your business that gives you total peace of mind that your recruitment is being taken care of (and giving time back to your Hiring Mangers to focus on BAU), an Enterprise RPO will also give you:

Access to the best external talent

With an Enterprise RPO partner, you’ll be given access to expertise in employer branding, talent analytics, candidate attraction and candidate sourcing capability. This means you’ll be better positioned to access the best network of local and national talent to help you set up the team of your dreams.

Internal Mobility

Enterprise RPO will advise your business on best practices to enhance your internal mobility. Design & development of internal careers sites, pathway programmes and even managing your internal recruitment processes all of which reduce attrition rates, retain knowledge and experience within your business, improve EVP and reduce external recruitment costs.

Flexibility and scalability

Looking for something that can seamlessly adapt to your strategic initiatives or that can respond to fluctuations in your hiring demand? An Enterprise RPO gives you complete flexibility allowing you to scale at pace or slow down your recruitment plans as you need to. If you’re a global or multi-office location, with an Enterprise RPO, you also have the flexibility to deploy this model to a specific region or even just one department.

Brand ambassador

This model will make sure you’re positioned as an employer of choice in your market. With an Enterprise RPO in place, you’ll be helped to not only define your candidate proposition, but then to amplify this across the market to ultimately build you a quality talent pipeline full of candidates who not only see you as the most desirable place to work, but that also align to your company values.

Better candidate experience

An Enterprise RPO will also work to help improve your candidate experience. Providing smoother processes, personalised touch points and regular check-ins with your perspective permanent employees to enhance their experience of communicating with you and ultimately improving offer acceptance rates.

Legal compliance

Keeping up with the latest compliance standards or legal requirements can be extremely time consuming for busy Hiring Managers. With an Enterprise RPO your talent partner takes total responsibility for things like pre-employment screening and is well versed in the necessary legislation to mitigate your risk and ensure you’re meeting relevant standards.

Access to technology

The HR technology landscape constantly changing, but with an Enterprise RPO you’ll be benefiting from access to innovative tools and new technology stacks, without having to commit to them in-house. You can even use this data to plan for the future and support your workforce planning.

Is an Enterprise RPO right for you?

When considering whether an Enterprise RPO is the right solution for you and your business, you just need to ask yourself, one question: Do you hire regularly?

If the answer is yes than an Enterprise RPO is absolutely for you.

No matter the size of your business, an Enterprise RPO can drastically improve the performance of your permanent hiring. If you look at a Sanderson Enterprise RPO solution for example, we’ve deployed these in global organisations with over 6000 employees and multiple offices, as well as to much smaller businesses with only around 1-200 employees.

Speaking to one of our clients, Head of Resourcing at a leading provider of business process services for the life and pensions industry after they embedded a Sanderson Enterprise RPO solution, they said:

“We commenced work with Sanderson to embed a new digital Total Talent Solution to manage our complex and varied resourcing and recruitment needs. The partnership approach, their knowledge of the market, insights and relationships have been critical in enabling us to concentrate on the business with the knowledge that we were in very safe hands.”

How to get started with an Enterprise RPO solution

As you begin the process of launching an Enterprise RPO solution, we’d recommend starting with 3 simple steps to ensure you set yourself up for success:

Set clear goals and objectives

Make sure you’ve properly laid out what you want to get out of your Enterprise RPO solution and how far into your business you want to embed it. Do you think you want to deploy across your entire organisation, or just a specific region or team? Is it improvements in candidate quality you’re after, or just reduced overheads and time to hire?

Gain stakeholder buy-in

Your Enterprise RPO partner will want to get stuck in and help you from the get-go, so make sure everyone in your team from your hiring managers to your directors are fully invested in the programme early on and know the benefits it will deliver so you can avoid any implementation resistance.

Do your research

This is a long-term recruitment solution, so selecting the right Enterprise RPO partner for you is vital. Have a think about whether they have experience in your industry, if they have the tech stacks you’re hoping to have access to and whether their culture and values align with your own.

Ready to get going?

At Sanderson, we look to partner with you long-term and relish taking on the responsibility for all your permanent hiring needs.

Whether you’re a business with complex talent acquisition requirements, have high volumes of recruitment or would simply rather avoid the fixed costs of managing recruitment internally, we can help create a tailored solution fit for your needs.

Get in touch with us today and let’s start your Enterprise RPO journey together.

If you and your organisation are wanting to grow your headcount and enhance your permanent capability, you might be looking for a bit of a helping hand to get you started.

Perhaps you’ve gone through a rapid growth spike or an M&A and need to rapidly integrate new teams into your business structure?

Or maybe hiring niche skill sets for a brand new service line is making you want to pull your hair out?

Whatever challenge you’re facing, if you’re not looking to outsource everything and just want a bit of support or an extension of your team, then a Project RPO could be the key you’re looking for to unlock the start of a more streamlined recruitment process…

In our BRAND-NEW GUIDE we lay out the ins and outs of Project RPO. From what is does, the benefits to how to get started – it’s like having us in your back pocket whenever you have a Project RPO question!

So, you’re looking to grow your headcount?

Maybe you’re looking to hire a team of specialist job roles? For example, your company is being impacted by new regulatory changes, and you’re in need of an expert team of finance and actuarial experts, but nailing down these niche skill set is starting to feel like searching for a needle in a haystack?

Perhaps you’re going through a huge transformation programme, and you need to scale your project and change teams pretty quickly?

Or maybe you’ve recently seen a rapid spike in the growth of your business or have undergone a merger or acquisition and need to rapidly integrate new teams into your existing business structure?

Whatever your challenge, if your People team are stretched already with BAU and need a helping hand or an extension of their team that comes with a large network of resources that’s yours to use flexibly, then a Project RPO could be the key you’re looking for to unlock the start of a more streamlined recruitment process.

In this blog we’ll walk you through the ins and outs of a Project RPO. We’ll get stuck into what it is, the main benefits, how this solution can help get you set up for the future and how you can get started.

Let’s go!

What is a Project RPO?

First things first, what exactly is a Project RPO?

Well, a Project RPO is a flexible recruitment solution that offers many of the benefits of outsourcing all your recruitment to a resourcing partner, but without the long-term commitment.

This is a solution that can take the form of a “one off” engagement, working as an extension of your in-house talent acquisition team to source, screen and deliver the right candidates or teams as and when you need them. Basically, acting as a helping hand, saving time for you to navigate your people strategies and day to day BAU.

Benefits of a Project RPO

It’s sounding pretty good right? Let’s dive into exactly what some of the benefits are that you get when working with a recruitment partner via a Project RPO:

Flexibility & Scalability

With this model you can deploy talent quickly and scale rapidly to meet peaks in hiring demand or as your services evolve in line with your strategic goals. You’ll also get a dedicated team always at the end of the phone if you’ve got any questions or ever want to make any changes.

Improved Quality of Hire

By using the services of a recruitment partner via a Project RPO, you’re getting access to an incredible network of talent. Using the RPOs candidate attraction process and assessment tools, you’ll have access to the best active and passive talent available. We’re talking psychometric testing and technical assessments – really getting into the details to ensure the perfect candidate fit.

Employer Brand Amplification

With a Project RPO your employer brand will be actively promoted to help you stand out in a competitive market. Your Project RPO partner will amplify your company values and brand and use marketing expertise to put together a proposition that ensures candidates see you as a desirable place to work.

Enhanced Candidate Experience

Your delivery team will take the reins to provide an enhanced candidate experience. When you’re up to your ears in admin, sometimes those key candidate touch points can slip through the cracks but with a Project RPO solution, you’ll get a personalised experience for each candidate throughout the entire recruitment process – ultimately helping to keep them engaged.

Reporting & Talent Intelligence

You’ll have access to enhanced reporting capabilities and talent intelligence platforms, empowering you to make data-drive recruitment decisions. This could be for anything from the best location to open a new office, what salaries competitors are offering to where your chosen talent demographic is based.

Reduce Costs

By streamlining the recruitment process, a Project RPO will provide you with huge cost savings. Thanks to direct sourcing and a more targeted approach to your recruitment, you’ll have more control over your budget than you would with a traditional recruitment model.

Time Saving

As well as the rapid deployment of talent, don’t forget that one of the main benefits of this model is the huge savings in time your talent acquisition team will receive. With a Project RPO you’ll be getting an extension to your team to help share the load and take some admin tasks off your desk. Imagine having someone else to sift through applications and find candidates for you PLUS getting into the nitty gritty like dealing with video interviews and all that logistical admin you’d rather not do.

Support Future Workforce Planning

A Project RPO can help enhance and shape the future of your talent acquisition strategy. Taking what you’ve learnt at the start of the project, you can use this knowledge to facilitate future workforce planning and even support your planned DE&I initiatives, remote working strategies or career pathways.

What can a Project RPO be used for?

So, there’s obviously lots of benefits. But are you wondering whether it’s the right solution for you? Here’s just a few examples of how you could use a Project RPO to smash your business goals:

Deliver project-based recruitment campaigns

Maybe you’re launching a new product or service or going through transformation and need a project team to get this off the ground? Enter: The Project RPO.

Support spikes in recruitment activity or the needs of a specific department

Do you experience seasonal fluxes of business activity and need some extra hands-on deck? Whatever reason you have a spike in hiring for, a Project RPO can help.

Support diversity and inclusion programmes

A Project RPO can be used in a variety of ways to support your DE&I initiatives. Maybe you’re pushing your early careers programme or want to make sure you’re attracting the next generation of talent? This solution can really help you break through the noise.

How to get started with a Project RPO

If you’ve got to the end of this blog and a Project RPO is sounding like the answer to your prayers and you just want to get started, we’d recommend thinking about 3 key things:

1. Determine your hiring needs and goals. Have a think about how quickly you need this talent hired. Do you want to outsource everything or just need a few extra hands on deck? Laying out your requirements early on will help you make informed decisions when it comes to selecting a partner.
2. Decide which metrics you want to track. Are you wanting to dramatically reduce time to hire? More focused on the quality of the candidates? Or maybe you’re keen to tap into the market intelligence extras you’ll get from a Project RPO partner.
3. Choose your provider. Do your research into the providers out there, making sure they have experience in your field and industry, and can even offer the sort of technology you’re looking to take advantage of.

Are you ready to get started?

If you’d like to get the ball rolling with a Project RPO solution of your own, get in touch with our team today and let’s have a chat about your requirements and how we can help you reach your goals.