What we do
An RPO Audit would generally take about 15 days to conduct, resulting in the delivery of a comprehensive Audit Report documenting the findings and highlighting risks, issues and recommendations. The RPO Audit would typically cover the following areas.
- Discuss with the key stakeholders what specific outputs they want to see from the RPOAudit and particular areas they want investigated.
- Review the rationale for going down the RPO route.
- Understand the tender process and the key attractions for choosing the specific RPO company.
- Audit, review and understand the deliverables.
- Audit and review the Key Performance Indicators.
- Review the Service Level Agreements.
- Review the pricing mechanism.
- Review all Management Information and Reports, auditing and reviewing the source data.
- Audit and analyse Satisfaction Survey feedback.
- Audit the “Complaints”, “Risks” and “Issues” registers.
- Review the “Annual Performance Reviews”
- Meet with key stakeholders within the business to understand their experience of the RPO relationship and service.
- Meet with key players within the RPO partner and understand their experience with the company.
- Meet with a selection of Hiring Managers, successful applicants and HR community understand the “user experience”.
- Meet with a selection of the RPO recruiters and administrative staff.
- Meet with a selection of third party suppliers e.g. recruitment agencies, advertising partners, e-recruitment suppliers.
- Review Process Maps and supporting documentation.
- Review Local Work Instructions.
- Audit the utilisation of the e-recruitment tool.
- Review a selection of job descriptions and advertised roles.
- Review the recruitment and on-boarding sections of the Intranet and Internet sites
- Audit corporate and legal governance issues concerning adherence to policy and legislation including Equal Opportunities.
- Assess the candidate experience of the application process.
- Assess the short-listing criteria.
- Review a selection of short-listed candidates, notes and supporting documentation and discuss these with the Hiring Manager.
- Audit the “offer” process – verbal offers, email communication and documentation.
- Audit the pre-employment checks and processes – right to work, criminal record checks, referencing, signed contracts, health declarations etc.
- Audit the “on-boarding” processes.
- Review a selection of exit interviews.