How to maintain quality when outsourcing

Olly Harris

Resource Solutions CEO Oliver Harris features in Recruitment Grapevine and HR Grapevine's Guide to HR & Recruitment Outsourcing 2015, offering his insight on how to maintain quality when outsourcing.

''Outsourcing your recruitment can be a big step. To get it right and ensure quality is maintained, it’s wise to focus on certain key aspects from the outset. Things like pricing that can flex with market conditions; establishing regular open dialogue and knowledge-sharing right across the supply chain; and selecting an outsourced model that will work for all eventualities.

Relevant, accurate data is vital too, so you can track quality and performance, as is a fair legal contract that actually motivates the RPO provider. I also recommend Service Level Agreements that include delivery of thought leadership and value add. They encourage the outsourcing partner to bring fresh ideas and initiatives to the table. Plus it’s a good idea to put an innovation fund in place so you can adopt new tools and technologies without a big debate over budgets.

Always look closely at the level of support your on-site team can expect from their Head Office – if work volumes soar you want to be sure they have the backing they need.

And lastly, never forget that recruitment is a people business. So check you actually get on with your RPO provider. Your relationship should be more than just contractual.''

 

*View the full feature in the 2015 Guide to HR & Recruitment Outsourcing

''Outsourcing your recruitment can be a big step. To get it right and ensure quality is maintained, it’s wise to focus on certain key aspects from the outset. Things like pricing that can flex with market conditions; establishing regular open dialogue and knowledge-sharing right across the supply chain; and selecting an outsourced model that will work for all eventualities.

Relevant, accurate data is vital too, so you can track quality and performance, as is a fair legal contract that actually motivates the RPO provider. I also recommend Service Level Agreements that include delivery of thought leadership and value add. They encourage the outsourcing partner to bring fresh ideas and initiatives to the table. Plus it’s a good idea to put an innovation fund in place so you can adopt new tools and technologies without a big debate over budgets.

Always look closely at the level of support your on-site team can expect from their Head Office – if work volumes soar you want to be sure they have the backing they need.

And lastly, never forget that recruitment is a people business. So check you actually get on with your RPO provider. Your relationship should be more than just contractual.''

 

*View the full feature in the 2015 Guide to HR & Recruitment Outsourcing