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Peter Simandl

About Peter Simandl

How RPO partnerships help leaders deliver an agile recruitment function

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How RPO partnerships help leaders deliver an agile recruitment function

Peter Simandl

A “Support Function” RPO allows in-house recruiters to be
more strategic and business focused

Your organization relies on you to deliver top talent in a way that enables business success. To best achieve this, consider a “Support Function” Recruitment Process Outsourcing (RPO) partnership. This solution allows the perfect approach to your Talent Acquisition (TA) function through a hybrid of in-house TA and an outsourced team, which enables you to scale resources as the business needs and create the agility required to be successful in today’s uncertain market.  

A Support Function RPO can take over necessary, but time-consuming tasks, such as sourcing candidates, handling complex interview scheduling, and overseeing administrative tasks associated with recruiting and pre-boarding talent.  

Consider the ways a Support Function RPO could help drive improved outcomes in your TA function and the overall business:  

  • Sourcing qualified candidates (both active and passive job seekers): You’ll be presented with talent who best fit the role – no more sifting through non-relevant resumes.
  • Positive candidate and hiring manager experience: RPO partners can provide a consistent and positive experience for both candidates and hiring managers, which will help improve your employer-of-choice status and convince top talent to join your company.
  • Elevate your in-house recruiters: With functional tasks handled for them, your recruiters will be enabled to engage hiring managers and the business in a new and more strategic way, driving better outcomes. Spend your time on sharing strategic market intelligence and building deeper relationships that result in improved talent selection and onboarding of new talent.  
  • Geographic breadth: No matter where your organization needs qualified candidates, a Support Function RPO can provide you with on-the-ground intelligence and connections to quickly ramp up teams and get to business faster and more efficiently.
  • Diversity, Equity, and Inclusion (DE&I): Studies show that a diverse workforce is more productive and efficient. Your RPO partner can deliver a diverse slate of candidates for every engagement.  
We’d love to give you a no-cost, no-commitment consultation to find the best approach for your organizational and talent needs. Contact Peter Simandl to start the conversation today.

Peter Simandl

Vice President, Talent Acquisition Solutions

Peter joined Hudson RPO in 2023 as a key member of our North American team. For more than 20 years, Peter has worked with CHRO’s and Heads of Talent Acquisition building recruitment solutions that deliver agility, scalability, and business results from exploratory stage to fully functional. If you are interested in exploring what’s possible, please contact me!

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Elevating Talent Acquisition: Insights from our VP of Sales on maximizing recruitment process outsourcing (RPO) solutions

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Elevating Talent Acquisition: Insights from our VP of Sales on maximizing recruitment process outsourcing (RPO) solutions

Peter Simandl

There are numerous benefits that come with RPO solutions; from accessing niche skill sets to optimizing the recruitment process for efficiencies and cost savings. We recently had the opportunity to speak with Peter Simandl, VP of RPO Sales in the Americas, about the fundamental ways our solutions elevate the performance of our clients’ talent acquisition function. 

Recruitment expertise

According to Peter, talent is at the core of RPO, and our clients experience a significant shift in accessing talent and specialized skill sets. “RPO providers possess the expertise and resources to tap into undiscovered niche talent pools. However, the impact of RPO goes beyond talent acquisition; it encompasses a complete optimization of the recruitment process. RPO providers establish a partnership and address unique talent challenges by conducting a comprehensive analysis of existing recruitment procedures and enabling technology, ultimately identifying, and streamlining any bottlenecks,” explains Peter.

The result is a recruitment process that offers a powerful combination of niche skill acquisition and recruitment optimization. This synergy creates a talent acquisition powerhouse, eliminating the need for organizations to invest excessive resources into cumbersome and inefficient hiring procedures. With RPO, clients can adopt a streamlined approach to attract top-tier talent while staying focused on their core business. 

Cost-effective strategies

Peter also highlights the cost-saving power of RPO. He explains, “Talent acquisition involves numerous costly elements, such as internal team members and subject matter experts, third-party agencies, executive search fees, technology, recruitment marketing, employer branding, and operational costs. RPO often proves to be more cost-effective and sustainable compared to the alternatives.”

“Additionally, the scalability of RPO partnerships offers several advantages,” says Peter. “RPO isn’t just a binding contract; it’s a long-term strategic partnership that allows for flexible adjustments to accommodate changing hiring needs and uncertain economic conditions. This means that your costs (people, recruitment marketing, etc.,) are aligned with your hiring demands without the need for redundancies.”  

Access technology and data expertise

“RPO partners are well-versed in the realm of recruitment technology”, notes Peter. “They continually research and adopt cutting-edge solutions that they can expertly recommend, manage, and implement on your behalf. With minimal disruption to your business operations, your recruitment technology stack can be fully optimized for maximum efficiency and effectiveness.”

“RPO partnerships also offer comprehensive reporting and in-depth analytics. These valuable insights allow you to measure improvements and compare your recruitment performance against the latest market trends and competitive benchmarks. By harnessing this knowledge, you can make informed decisions to consistently improve your recruitment strategy and stand out in front of top talent.”

These are just some of the ways an RPO partnership can transform your talent acquisition function. RPO partnerships are unique and tailored to your specific needs, developing, and evolving over time. If you’re ready to elevate your talent acquisition strategy and take your business performance to the next level, get in touch with our team of talent experts today. 

Peter Simandl

Vice President, Talent Acquisition Solutions

Peter joined Hudson RPO in 2023 as a key member of our North American team. For more than 20 years, Peter has worked with CHRO’s and Heads of Talent Acquisition building recruitment solutions that deliver agility, scalability, and business results from exploratory stage to fully functional. If you are interested in exploring what’s possible, please contact me!

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Navigating RPO success: Signs your partnership is on the right track

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Navigating RPO success: Signs your partnership is on the right track

Peter Simandl

RPO partnerships, when built and nurtured in the right way, can bring myriad and far-reaching benefits. RPO partnerships, when built and nurtured in the right way, can bring myriad and far-reaching benefits. To help you identify the signs that your partnership is on the right track, Peter Simandl, VP of Sales, shares his experience.

“In my journey through the ever-evolving landscape of talent acquisition, I’ve had the privilege of being involved in numerous Recruitment Process Outsourcing (RPO) implementations. These experiences have shown me that, much like any significant business investment, assessing RPO success and return on investment (ROI) is essential. Let me share what I believe are the signs that your RPO partnership is heading in the right direction.” 

1. Success metrics have been defined

First and foremost, a healthy partnership must begin with the end in mind. A quality RPO partner will collaborate with you to understand the end goal and take the time to define what success looks like for your organization. These success metrics should align with your broader talent acquisition and business strategies. Whether your focus is creating more agility and scalability, reducing time-to-fill, lowering recruitment costs, or improving candidate quality, defining these goals provides a roadmap for your RPO journey and is a tell-tale sign of a partnership that is on the right path.

2. Measuring success occurs frequently

When evaluating the effectiveness of your RPO partnership, it’s essential to identify key metrics that can serve as strong signals of success. These metrics often include indicators such as time-to-fill, cost per hire, quality of hire, candidate experience, hiring manager satisfaction, and diversity and inclusion outcomes. However, while these metrics hold significance, they may not represent the entirety of your RPO success story. The most valuable KPIs for your organization might be unique and tailored to your specific objectives. An RPO partner that collaborates closely to identify these key metrics, ensures that you are continuously measuring the factors that genuinely reflect the success of your partnership. 

The essence of RPO lies in the partnership, where success is defined collaboratively, and the path to achieving your unique objectives is tailored to your specific needs.”

— Peter Simandl, Vice President Talent Solutions

3. Results go beyond the data 

Another sign to look for is an RPO partner who prioritizes building a transparent partnership with you, regularly sharing their progress and opportunities for improvement. While data is key, it’s important that you, and your RPO partner, looks beyond it as well. What anecdotal evidence exists from your team? Are they experiencing improved workloads and processes? Have they noted increased ease in hiring and better-quality candidates? These are important signs that your RPO partnership is making a positive impact.

4. Continuous improvement is a priority

A successful RPO partnership isn’t just about reaching predefined goals; it’s about adapting to the ever-evolving requirements of the recruitment landscape. It’s important to collaborate with your RPO provider and identify areas for improvement and innovation together. Regularly revisit your objectives and adjust your metrics as your organization’s needs evolve. Are there new goals or challenges that have emerged over time? How effectively is your RPO partner adapting to these shifts? Look for the signs that demonstrate your RPO partner is always looking for their next opportunity to improve and evolve the RPO solution and service.

The essence of RPO lies in the partnership, where success is defined collaboratively, and the path to achieving your unique objectives is tailored to your specific needs. While these metrics provide essential insights, remember that the true measure of success goes beyond the numbers – it’s about the impact on your talent acquisition processes, your team’s experience, and your organization’s ability to thrive in an ever-evolving talent landscape. The right RPO partner will embrace the partnership, celebrate shared achievements, and keep refining your solution to ensure they drive your success story. 

Peter Simandl

Vice President, Talent Acquisition Solutions

Peter joined Hudson RPO in 2023 as a key member of our North American team. For more than 20 years, Peter has worked with CHRO’s and Heads of Talent Acquisition building recruitment solutions that deliver agility, scalability, and business results from exploratory stage to fully functional. If you are interested in exploring what’s possible, please contact me!

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Insider tips for choosing the right RPO partner

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Insider tips for choosing the right RPO partner

Peter Simandl

Selecting the right RPO partner is crucial for your organization’s success. With a variety of providers in the market, making an informed decision can be challenging. To aid your decision-making process, we’ve sought the expertise of Peter Simandl, VP of RPO Sales for our Americas team, who shares his top tips when considering an RPO partner. 

1. Define your objectives and needs

The first step in choosing the right RPO partner is to clearly define your organization’s objectives and needs. Consider factors such as your current recruitment challenges, future growth plans, and specific talent requirements. Do you need help with volume hiring, niche skill acquisition, or a complete overhaul of your recruitment process? By understanding your unique goals, you can narrow down RPO providers that specialize in the areas most relevant to your organization. 

2. Assess provider expertise

It’s essential to evaluate an RPO provider’s expertise in your industry and region. Look for providers with a track record of success in similar organizations or industries. Explore case studies, client testimonials, and industry recognitions to gauge their capabilities. An RPO partner with domain knowledge can better understand your specific talent needs, ensuring more efficient and effective recruitment. 

RPO is never a one-size-fits-all solution. The key to selecting the right RPO provider is finding one that truly understands your unique needs, values, and long-term objectives. A strong RPO partnership should be built on the foundation of customization, transparency, and commitment to your success.”

— Peter Simandl, Vice President Talent Solutions

3. Analyze service offerings

Different RPO providers offer various service models, ranging from end-to-end recruitment to specific components of the process. Determine which services align with your organization’s needs, as well as if they can be tailored. For example, if you need additional support in areas like sourcing and engaging diverse talent, engaging an RPO with this capability is an important factor to take into consideration. Additionally, ensure the RPO partner can scale up or down to accommodate fluctuations in your recruitment needs without disruption.  

4. Evaluate technology capabilities

RPO leverages technology to optimize recruitment processes and enhance candidate and stakeholder experiences. It is crucial to evaluate the technology stack and tools offered by RPO providers, while also ensuring that their advice aligns with your unique requirements and budget, rather than simply recommending technology associated with their contracts. A good RPO provider will have a proven track record of implementing and managing customized technology solutions that drive results for their clients. They should also have the expertise to assess your existing recruitment technology and identify areas for improvement, as well as the ability to seamlessly integrate new technologies into your existing process. 

If you’re eager to explore how an RPO solution could work for your organization or if you have any questions about how RPO can transform your talent acquisition process, don’t hesitate to get in touch with our team of experts.  

Peter Simandl

Vice President, Talent Acquisition Solutions

Peter joined Hudson RPO in 2023 as a key member of our North American team. For more than 20 years, Peter has worked with CHRO’s and Heads of Talent Acquisition building recruitment solutions that deliver agility, scalability, and business results from exploratory stage to fully functional. If you are interested in exploring what’s possible, please contact me!

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