RPO stakeholder buy-in: getting hiring managers onboard with an RPO decision

RPO stakeholder buy-in: Getting Hiring Managers onboard with an RPO decision

In the world of business, everything ultimately comes down to perceived value.  Getting a clear picture of the true value an RPO solution will provide, coupled with obtaining stakeholder-wide consensus on this ‘value’ can be the biggest hurdle a in transition towards an outsourced recruitment solution. As a result, the first step to gaining buy-in from stakeholders is to determine how each stakeholder perceives ‘value’. Once this is understood you’ll be able to provide relevant information to each stakeholder to help mitigate objections that may hold-up the project.

Hiring Managers are one of the most important functional stakeholders that need to be included in the RPO decision making process. They are pivotal in the success of an RPO solution and gaining their insight and buy-in from the offset will be key to a smooth transition to RPO, and its long-term success. Here are a few things you need to consider to help you make sure you gain the buy-in you need from your Hiring Managers. 

Engage your Hiring Managers at the start

Two-way communication and trust are key to any good relationship, and the same applies in the recruitment world. To build a robust business case for outsourcing, you need to engage with stakeholders early, gain their buy-in, understand their drivers and concerns, and use these insights to craft you and strengthen your business case.

Initial conversations to building a strong business case for outsourcing provides a perfect opportunity to engage Hiring Managers during the initial discussions so concern can be addressed. By allowing them to participate in the process you are creating an environment of trust. This can become the key communication vehicle for the vision and the governing document for the future. Focus on how to make your Hiring Managers lives easier and your business case will strengthen. 

Determine their goals 

Uncover specific departmental, or even possibly individual goals, and identify how the RPO solution will be of benefit to them. Make sure to explain how the RPO solution will meet these goals. Remember, Hiring Managers are human, and it is natural for them to be hesitant about this change. If there is a possible negative impact on their goals, address those as well, and be candid about the resources that may be needed from their teams. Using the “why we are doing this” as your guiding message will reinforce that the “why” is worth the time, resources and any business impact.

Alleviate fear and concerns 

Change is frightening and for no one is this new direction going to be more impactful than your Hiring Managers. They will likely fear possible headcount reductions or changes to the day-to-day of their jobs. It’s important to focus on how RPO solutions will benefit them, by enhancing their existing teams – not replacing them. Reinforce how an RPO will support internal teams in addition to providing the space for Hiring Managers to meet their goals more efficiently. 

The bottom line is if you want your stakeholders to engage with your business case, then you need to take the time to focus on their needs. Make sure that you are addressing their happiness and taking the time to address their concerns. 

Looking for more tips on how to keep your key stakeholders happy during the transition to an outsourcing solution? Download our Guide to Building a Business Case for Outsourcing your Recruitment