Welcome to RPO 2.0
Randall Reilly’s RPO team has worked with 1000’s of companies to build fully integrated talent acquisition strategies. We believe our deep industry integration, technological development, and world-class personnel uniquely position us to create holistic talent acquisition strategies.
Why Randall Reilly's RPO is 2.0
Randall Reilly combines unique capabilities within the world of talent acquisition. These capabilities allow us to provide our clients with the tools, insights, and data needed to reach their talent goals.
Our team has helped 1,500+ companies make 4 million+ hires.
Industry Integration
Our deep integration into industrial markets provides historical data and insight to help you reach the most qualified candidates.
Data-Driven Programmatic
Our technologically advanced advertising allows us to source active candidates familiar with your brand and culture who are excited to talk to you.
Customized Techstacks
Our technology is integrates into your current HR systems seamlessly creating the ideal candidate experience and custom real time reporting.
Holistic Strategies
All of our capabilities coalesce into complete TA strategy that includes market insights, quality candidates, and a seamless experience.
Our Philosophy
The 4 Principles Methodology
People
A successful system begins and ends with people. Uncover bottlenecks caused by miscommunication, lack of trust, and imbalanced teams.
Process
Is it a process problem or a people problem? It's sometimes hard to tell, but a well-designed process can often solve both.
Platforms
TA table stakes now include automations and integrations. An audit of your tech systems can generate mass efficiencies.
Partners
No TA process works in a vacuum, but the community of partnerships you build should be seamlessly supportive of the candidate experience.
Our Process
How Randall Reilly RPO works
Ensure your strategy is unique to you and your team by following our proprietary DASH process.
Discover
Tap into our ecosystem of recruiting experts to define your unique challenges and goals. We work with your team to establish a standard operating procedure and certify our team to represent your company.
Attract
Our teams integrate to build a pipeline of prospects. New technologies and processes streamline the application process. Our SEO expertise, candidate database, and partnerships ensure the right candidates find your jobs.
Select
Time to qualify and interview candidates. Since our team is integrated into your system, we are able to capture background checks, VOEs, and certifications while providing a seamless driver experience.
Hire
We begin handing off qualified candidates for onboarding. This begins the feedback loop that ensures you are filling your positions faster. Custom reporting provides complete transparency.
The Talent Acquisition Lifecycle
How does talent make its way into organizations?
Beginning with strategy, of course, each phase needs to work together for a successful TA system.
1. Market Strategy
Use data and market conditions to create a plan for hiring
2. Sourcing
Find active job seekers who meet your exact hiring criteria
3. Lead Engagement
Contact prospects and sell the company and the role
4. Processing
Verify qualifications and work history
5. Hire Completion
Qualified employees scheduled for orientation
Enter RPO 2.0 ...
Client Case Studies
Click the button below to read about the challenges our clients faced and how we provided the tools for them to overcome them to succeed.
Talent Acquisition Systems Analysis Tool
Why the TASAT™?
The TASAT™ helps organizations measure, benchmark, and ultimately optimize their talent acquisition systems and strategies. The TASAT™ was programmed using The 4 Principles Methodology which is based on the findings from 4 million hires for 1,500 companies the across United States over the span of 20 years.
Talent acquisition can be the determining factor in the success or failure of an enterprise. Human Resource organizations are feeling the pressure to evolve into People and Talent organizations and begin contributing strategically and measurably to the business outcomes.
And that pressure is only going to grow in intensity.
By 2030, there will be a shortage of human talent, globally amounting to more than 85 million people. If this shortage is left unchecked, then it could result in a loss of $8.5 trillion in unrealized annual revenues (Korn Ferry).
Distinguishing your talent acquisition systems now is the only way to survive that future.
People
A successful system begins and ends with people. Uncover bottlenecks caused by miscommunication, lack of trust, and imbalanced teams.
Process
Is it a process problem or a people problem? It's sometimes hard to tell, but a well-designed process can often solve both.
Platforms
TA table stakes now include automations and integrations. An audit of your tech systems can generate mass efficiencies.
Partners
No TA process works in a vacuum, but the community of partnerships you build should be seamlessly supportive of the candidate experience.
Recruiter Mentoring
Your talent acquisition is only as good as your recruiters.
Randall Reilly Talent Partners combines 100+ years of recruiting experience into an ongoing program that helps both new and veteran recruiters engage with drivers and other operators more effectively. 84% of our mentoring clients sign up for an ongoing program because they see drastic improvements in their applicant to hire ratios.
1 on 1 Coaching with Experts
Reviews of Actual Phone Calls
Scoreboards to Track Improvement
See how we can help you.
Fill out the form to start your journey to finding the right partners for your recruiting process.
