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.