The talent market has evolved rapidly following the pandemic, impacting every industry. The life sciences industry which was already grappling with issues such as talent scarcity, skill gaps, time-to-fill positions, and attrition had to face newer challenges when the pandemic struck. However, the Recruitment Process Outsourcing (RPO) industry demonstrated strong resilience during this period of global disruption. It rapidly evolved to become more dynamic and reliable and significantly more agile in driving and shaping clients’ next-generation talent needs. This evolution paved the way for the future of RPO – RPO 4.0. This report examines RPO 4.0 and its key levers to address talent acquisition-related challenges. Scope Industry: life sciences Domain: RPO Geography: global Contents In this report, we look at: Talent- and talent acquisition-related challenges facing the life sciences industry The role of RPO and its evolution RPO 4.0’s value proposition and its key levers Key levers to address talent acquisition-related challenges Membership(s) Recruitment Sourcing and Vendor Management

The talent market has evolved rapidly following the pandemic, impacting every industry. The healthcare industry which was already grappling with issues such as talent shortage and skill gaps, high attrition, and poor candidate experience had to face newer challenges when the pandemic struck. However, the Recruitment Process Outsourcing (RPO) industry demonstrated strong resilience during this period of global disruption. It rapidly evolved to become more dynamic and reliable and significantly more agile in driving and shaping clients’ next-generation talent needs. This evolution paved the way for the future of RPO – RPO 4.0. This report examines RPO 4.0 and its key levers to address talent acquisition-related challenges. Scope Industry: healthcare Domain: RPO Geography: global Contents In this report, we look at: Talent- and talent acquisition-related challenges facing the healthcare industry The role of RPO and its evolution RPO 4.0’s value proposition and its key levers Key levers to address talent acquisition-related challenges Membership(s) Recruitment Sourcing and Vendor Management

The talent market has evolved rapidly following the pandemic, impacting every industry. The manufacturing industry which was already grappling with issues such as labor shortage and skill gaps, candidate misconceptions, and lacking employee engagement had to face newer challenges when the pandemic struck. However, the Recruitment Process Outsourcing (RPO) industry demonstrated strong resilience during this period of global disruption. It rapidly evolved to become more dynamic and reliable and significantly more agile in driving and shaping clients’ next-generation talent needs. This evolution paved the way for the future of RPO – RPO 4.0. This report examines RPO 4.0 and its key levers to address talent acquisition-related challenges. Scope Industry: Manufacturing Domain: RPO Geography: global Contents In this report, we look at: Talent- and talent acquisition-related challenges facing the manufacturing industry The role of RPO and its evolution RPO 4.0’s value proposition and its key levers Key levers to address talent acquisition-related challenges Membership(s) Recruitment Sourcing and Vendor Management

The talent market has evolved rapidly following the pandemic, impacting every industry. The consumer brands and retail industry which was already grappling with issues such as talent scarcity and skill gaps, a weak Employee Value Proposition (EVP), and limited talent diversity had to face newer challenges when the pandemic struck. However, the Recruitment Process Outsourcing (RPO) industry demonstrated strong resilience during this period of global disruption. It rapidly evolved to become more dynamic and reliable and significantly more agile in driving and shaping clients’ next-generation talent needs. This evolution paved the way for the future of RPO – RPO 4.0. This report examines RPO 4.0 and its key levers to address talent acquisition-related challenges. Scope Industry: consumer brands and retail Domain: RPO Geography: global Contents In this report, we look at: Talent- and talent acquisition-related challenges facing the consumer brands and retail industry The role of RPO and its evolution RPO 4.0’s value proposition and its key levers Key levers to address talent acquisition-related challenges Membership(s) Recruitment Sourcing and Vendor Management

In the wake of the Great Resignation and business uncertainty, enterprises have regarded Recruitment Process Outsourcing (RPO) providers as strategic partners capable of guiding them through the constantly evolving talent market. Providers worldwide recognized the ongoing challenges with talent scarcity and widening skills gap. Augmented with technology, providers utilized their domain expertise to support buyers across different industries. In this report, we analyze the dynamics of the RPO provider landscape and assess 49 RPO providers featured on Everest Group’s RPO PEAK Matrix® 2023 – Global, North America, EMEA, and Asia Pacific. The research will enable buyers to select the best-fit provider for their needs, while providers will be able to benchmark themselves against the competition. Scope All industries Geography: Global, North America, EMEA, and Asia Pacific Third-party RPO deals, excluding shared services or Global Business Services (GBS) Over 5,200 multi-process RPO deals active as of 2022, each involving a minimum of two recruitment processes Contents In this report, we: Examine the RPO provider landscape Position the providers on Everest Group’s PEAK Matrix® framework as Leaders, Major Contenders, and Aspirants Assess providers’ overall RPO capability across seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation and investments, delivery footprint, and vision and strategy Membership(s) Recruitment Sourcing and Vendor Management

This report is available only to Outsourcing Excellence members. For information on membership, please contact us The recent years have been volatile for the talent market due to global uncertainty caused by the pandemic and ensuing recession, leading to job cuts, furloughs, and hiring freezes. Additionally, rapid changes in the talent markets are making it difficult to find the right talent with the desired skills at the right price. As talent is an organization’s most vital asset for sustained success and overall stability, it is essential to resolve these challenges: talent acquisition and management must be among the most important considerations for any enterprise. In this dynamically changing landscape, developing agile and robust talent acquisition practices is key to thriving, even in times of economic uncertainty and volatility. To identify the best recruiting strategies, we recently conducted a survey to understand the capability maturity and outcomes of enterprises’ Talent Acquisition (TA) programs and identified Pinnacle Enterprises™, which are the best-in-class companies in the space. The journeys of these companies provide insights into how effectively enterprises can leverage their TA programs to achieve desired outcomes. Whether companies want to make incremental changes or achieve major transformations, Pinnacle Enterprises™ exemplify the way to success. Scope All industries and geographies Contents In this report, we: Study differentiators of Pinnacle Enterprises™ Examine key implications for enterprises Accelerate enterprises’ talent acquisition journeys Assess capability maturity Evaluate outcomes

COVID-19 significantly disrupted lives, businesses, and the delivery of work. As enterprises emerge from the pandemic, they face a challenging business environment characterized by an unprecedented talent supply-demand mismatch. An inadequate talent acquisition function is becoming the key obstacle, prompting many organizations to seek help from Recruitment Process Outsourcing (RPO) providers. With increasing organizational challenges and customer expectations, RPO is gradually emerging as a strategic orchestrator of organizations’ recruitment efforts. RPO providers are amplifying the recruiting function’s overall effectiveness by shifting their attention to more resilient and efficient global recruitment strategies. They are also developing capabilities and bringing industry expertise to address pertinent issues, such as Diversity, Equity, Inclusion, and Belonging (DEIB), employer branding, and technology. In this research, we describe RPO’s evolution to an orchestrator of businesses’ global recruitment efforts, especially in the pandemic’s aftermath and the key considerations for enterprises and providers to help fulfill the RPO promise. Scope All industries and geographies Contents In this report, we examine: Challenges driving the need for RPO transformation The evolution of RPO from execution to strategic orchestration Key RPO outcomes Important considerations for enterprises and RPO providers Membership(s) Recruitment Sourcing and Vendor Management

The pandemic brought home the fact that organizations must have visibility across their entire workforce, both permanent and contingent, and be able to control the scale of that workforce when the situation demands. Considering this, organizations are placing greater emphasis on Total Talent Acquisition (TTA). TTA refers to an integrated view and the adoption of common strategies and technologies across all talent categories and alternatives – including permanent talent and the contingent workforce – to attract, nurture, and hire quality talent that would serve an organization’s talent needs. While TTA has been a buzzword for several years now, its implementation has been slow due to challenges such as organizational silos and technological constraints. Most enterprises have failed to find a starting point to actuate their TTA strategies. Direct sourcing, which involves leveraging an enterprise’s employer brand as well as digital and data-driven approaches to create, curate, acquire, and engage talent pools to serve its hiring needs, is fast emerging as a gateway to TTA for organizations. This report explores how direct sourcing can act as a bridge between permanent and contingent talent acquisition practices to achieve TTA. Scope Industry: all industries Geography: global Contents This Everest Group survey-backed research answers how enterprises can leverage direct sourcing to fulfill their TTA aspirations by exploring: What is the current state of TTA adoption and what are the challenges associated? What are the enterprises’ expectations from direct sourcing and the challenges in adoption? How can direct sourcing technology act as a gateway to TTA? What are the implications/considerations for the enterprises? Membership(s) Contingent Workforce Management Services Sourcing and Vendor Management

With the struggle to find the right talent and attrition at an all-time high across the globe, the contingent workforce is emerging as the next frontier for disruption and innovation. The thriving market is driving contingent staffing providers to migrate toward a managed services engagement model. This presents undeniable advantages, such as greater business certainty for staffing firms and opportunities for enterprises to attain high-quality outcomes at low-risk levels with minimal management oversight. Watch this webinar where our speakers dived into the factors driving this shift, expected challenges and opportunities, and insights into the journey towards diversification into the managed services space. The webinar answered key questions, including: Why should staffing providers diversify into the managed services space? What are the advantages vs. the challenges? What are the key considerations, potential risks, and pitfalls of a managed services model? What are the learnings from those who have successfully diversified into the managed services space?

The US contingent workforce (staffing) industry experienced a major disruption due to the pandemic, with the use of contingent staffing falling drastically across the country. However, the market recovered in the latter half of 2020, and strong enterprise demand is expected to fuel its recovery over the coming years. However, with evolving enterprise needs, a rapidly changing competitive scenario, and dynamic workforce trends, staffing providers will need to re-evaluate and re-strategize their operating models to stay relevant in the market. They will need to double down on their investments in areas such as reskilling/upskilling, output-based engagement models, technology and analytics, and Diversity, Equity, and Inclusion (DE&I). This research provides comprehensive coverage of the 2020 contingent staffing market and analyzes it across aspects such as the post COVID-19 recovery, market overview, factors responsible for market disruption, and growth avenues. Scope: This report analyzes and draws insights from year-round coverage across 31 US contingent workforce (staffing) providers. Industry: contingent workforce (staffing) Geography: US Contents: In this report, we: Provide an overview of the contingent workforce staffing market Examine the disruptive forces and their implications on the market Study the differentiating factors and investment areas for staffing providers to navigate through disruption for future growth Membership(s) Contingent Workforce Management Services Sourcing and Vendor Management