Persistent talent scarcity and evolving employee expectations are driving a change in organizations’ talent priorities. Organizations must embrace agile restructuring, workforce scalability, and talent retention to create a sustainable talent strategy capable of helping them navigate the peaks and troughs of business cycles during critical times. Employees are looking to future-proof their skill sets and are demanding more freedom to explore unconventional career paths. These business and mindset shifts fuel the emergence of internal talent mobility as a critical lever that can provide a host of benefits to all stakeholder groups. Without a thoughtful selection of a holistic internal mobility solution, organizations may not be able to realize its full potential, which can deliver long-term business benefits. In this viewpoint, we examine the importance and benefits of internal talent mobility and demonstrate how organizations can effectively drive wider adoption and cultural change through an integrated approach. Scope All industries and geographies Contents In this report, we examine: Key talent challenges that different stakeholders face The foundational elements and benefits of internal talent mobility Ways to maximize return through an integrated approach A step-by-step roadmap to implement an effective internal mobility program Membership(s) Recruitment Human Resources Contingent Workforce Management Contingent Staffing Employee Experience Management (EXM) Platforms Sourcing and Vendor Management

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

In recent years, especially since the COVID-19 pandemic, the healthcare and life sciences market has rapidly evolved, resulting in an unprecedented demand for highly skilled talent in this industry. As the industry struggles with a shortage of skilled workers, enterprises are increasingly partnering with Recruitment Process Outsourcing (RPO) providers to attract, hire, and retain talent. In response, RPO providers are striving to improve their talent acquisition offerings for the healthcare and life sciences industry. Recently, WilsonHCG, a global total talent solutions provider, announced its acquisition of Personify, a US-based RPO provider specializing in the healthcare and life sciences industry. This acquisition aims to strengthen WilsonHCG’s capabilities in the sector, allowing enterprises to leverage the combined power of a global RPO participant with commendable industry expertise, a wide delivery footprint, and additional synergistic capabilities. According to Everest Group, this acquisition is crucial for the healthcare and life sciences industry, as it presents a unique set of opportunities for enterprises to overcome the talent challenges they face. In this viewpoint, we outline the acquisition’s objectives, discuss the evolution and challenges of the healthcare and life sciences RPO market, examine the acquisition’s impact on WilsonHCG and Personify, and analyze the acquisition’s impact on the broader market. Scope This report examines the impact of the COVID-19 pandemic on the RPO dynamics of the healthcare and life sciences industry. It also analyzes the challenges employers in this sector face in terms of talent acquisition and evaluates the potential impact of WilsonHCG’s acquisition of Personify on the market Industry: RPO Geography: global Contents The report explores the impact of the COVID-19 pandemic on the RPO dynamics of the healthcare and life sciences industry, in addition to examining the potential impact of WilsonHCG’s acquisition of Personify on this market, and includes: Evolution of RPO dynamics in the healthcare and life sciences industry due to the pandemic Current challenges in the healthcare and life sciences RPO market Capabilities and opportunities presented by WilsonHCG’s acquisition of Personify for this market Membership(s) Recruitment Sourcing and Vendor Management

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 outplacement and career transition services industry is undergoing a fundamental shift after experiencing a turbulent year in 2021. Providers have had to respond quickly and adapt to changing enterprise needs. Those that were able to navigate the market upheaval emerged as forerunners and fortified their positions in the market. This report examines the market dynamics of the global outplacement and career transitions industry in 2022. It maps 16 providers on Everest Group’s Outplacement and Career Transition Services PEAK Matrix® and categorizes them as Leaders, Major Contenders, and Aspirants based on their offerings and capabilities. The report will assist buyers in choosing the right-fit provider to address their needs, while providers will be able to benchmark themselves against their competitors. Scope All industries and geographies Contents The report features: An overview of the outplacement and career transition service provider landscape The Outplacement and Career Transition PEAK Matrix® Assessment for 2023 Based on the YoY movement of providers on the PEAK Matrix®, the 2023 Star Performers Everest Group’s critical analysis of the providers across seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation & investments, delivery footprint, and vision & strategy Membership(s) Human Resources Sourcing and Vendor Management

After experiencing a severe contraction in 2020, the global Recruitment Process Outsourcing (RPO) market rebounded strongly in 2021 with business recovery across industries. The Great Resignation gave further impetus to the RPO market. As enterprises struggled to hire talent, providers stepped in with their expertise to enhance talent acquisition activities for clients across industries. The market is advancing to RPO 4.0 to keep up with a globally dispersed and distributed talent, with providers developing integrated platforms with tools and solutions covering the entire spectrum of talent acquisition processes. RPO providers also launched market-facing analytics tools and low-cost RPO solutions, and started to offer strategic value-add services and candidate relationship management software. This report tracks developments across the Recruitment Process Outsourcing (RPO) industry in 2021. It also examines the market’s post-pandemic evolution, regional market dynamics, adoption characteristics, and future outlook. Scope: This report draws insights from active RPO deals in 2021 – across geographies, industries, and job families – which meet the following criteria: The deal should include a minimum of four or more recruitment processes The deal should be active in 2021 The deal scope should not be limited to temporary hires The deal should involve providers that offer RPO as a stand-alone outsourcing service Industry: RPO Geography: global Contents: In this report, we examine: Post-pandemic evolution of the RPO market Regional RPO market dynamics RPO adoption characteristics Future outlook for the RPO market Membership(s) Recruitment Sourcing and Vendor Management