Lacking innovation from your RPO provider? Here are the signs it’s time to look elsewhere

Meeting service level agreements isn’t the same as creating value. According to Page Outsourcing’s Understanding Second‑Generation RPO eBook, 88% of RPO buyers who report a positive ROI have full lifecycle support in place. That’s no coincidence—second‑generation RPOs go beyond filling roles to deliver strategy, tech innovation and workforce planning.

Many organisations find that, over time, the relationship with their RPO provider starts to lose momentum. Reports arrive, vacancies are filled — but the energy, adaptability and added value that once made the partnership feel transformative have started to fade.

If that sounds familiar, it’s time to take action. Download Understanding Second-Generation RPO: A Guide for Mature Buyers and take the first step towards getting more from your model.

5 signs your RPO isn’t keeping pace with your business

As our eBook explains, even high-performing RPO partnerships can drift into complacency. Watch for these red flags:

1. No fresh thinking
   If your RPO hasn’t brought new sourcing methods, assessment tools or process improvements in recent quarters, the relationship may have stalled. Innovation should be ongoing—not occasional.
2. Outdated technology
   Advanced RPO partners proactively review and upgrade technology to support hiring goals. If your systems haven’t evolved in over a year, or if automation and analytics are underused, your hiring model could be falling behind.
3. Generic market insights
   Surface-level insights aren’t sufficient. You should be receiving tailored intelligence—on competitor hiring patterns, local salary trends and emerging skills gaps—that shapes your workforce planning.
4. No involvement in strategic planning
   A mature RPO partner contributes to forward-looking decisions, advising on new market entry, supporting DE&I initiatives and helping design talent strategies. If discussions are limited to day-to-day vacancies, you’re missing the bigger value.
5. A service-based mindset
   If your provider focuses purely on delivery without challenging your thinking or shaping long-term plans, the relationship has likely become transactional. Advanced partnerships are collaborative, insight-led and growth-focused.

What a high-performing RPO should look like

Second-generation RPOs should actively shape your workforce strategy. The best providers bring insight early, helping you anticipate market shifts, align hiring with business goals and plan rather than react. They’re involved in strategic conversations, not just operational delivery.

Technology and innovation are also central. An advanced RPO regularly reviews your recruitment systems, introduces new tools when needed and pilots fresh approaches before scaling them. From AI-powered skills matching to more agile assessment methods, they help you modernise without disruption.

These partnerships are also built on strong values. Inclusion is embedded across sourcing, selection and candidate experience. Internal mobility is actively supported. And your second-generation RPO should consistently challenge assumptions, identify opportunities and drive progress—even when everything seems to be working on the surface. That’s what a long-term, high-impact partnership looks like.

Ready to move beyond the status quo?

If your RPO still delivers on the basics but isn’t advancing your strategy, it may be time to reassess.

The Understanding Second-Generation eBook shows what a high-performing partnership looks like—and how to move beyond the status quo.