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

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

On November 9, Everest Group hosted a webinar titled, "The Talent Shortage is Real. Five Things We Now Know." For the past several years, the talent war has had a special emphasis on the demand for high-end digital talent. Today, the challenge has become a widespread talent shortage and has spiraled into rising attrition rates, higher internal salary demands from employees, and increasing outsourcing rates across job skill sets. With such a massive shift, what viable options are available to mitigate the impact of the talent shortage? View this webinar as our experts explored the effects of the talent shortage and dived into topics including: The reasons behind the talent shortage and why there’s not a quick fix The rising attrition rate and implications on outsourcing service rates Regional pricing trends and future pricing outlook Sneak peeks from our 2022 Key Issues study: It’s Not a Talent War, It’s a New Reality

The COVID-19 pandemic affected multiple industries, including talent acquisition. While the Recruitment Process Outsourcing (RPO) market was among the fastest-growing outsourcing markets globally, posting double-digit growth over the past several years, it experienced 13% contraction in 2020 due to a substantial fall in enterprises’ talent demand during the pandemic. A sharp recovery is expected in 2021, as deal activity accelerates with economic recovery. In fact, the RPO industry is expected to evolve into RPO 4.0 – expected to be a more dynamic, reliable, and significantly more agile version, which will drive and shape next-generation talent needs. An Integrated Talent Acquisition Platform with an ecosystem of tools and solutions covering the entire spectrum of talent acquisition processes will enable the RPO 4.0 evolution, and service providers are accelerating their digitalization and automation initiatives in this direction. This research provides comprehensive coverage of the 2020 RPO market and analyzes it across aspects such as post COVID-19 recovery, regional overview, adoption trends, value-added services and capabilities, digital trends in permanent recruitment, and next-generation RPO trends. Scope This report analyzes and draws insights from active RPO deals in 2020 – across various 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 2020 The deal scope should not be limited to temporary hires The deal should involve service providers that offer RPO as a stand-alone outsourcing service Industry: Recruitment Process Outsourcing (RPO) Geography: global Contents: This report studies: Evolution of RPO market Changing RPO adoption characteristics Future of RPO market Membership(s) Recruitment Sourcing and Vendor Management

North America continues to be not only the largest Recruitment Process Outsourcing (RPO) market globally, but also one of the most mature and intensely competitive RPO markets, with significant presence across all major global and regional service providers. Service providers in North America are constantly differentiating themselves by upgrading technological capabilities, expanding value-added and consulting offerings, providing a customized value proposition to buyers of all sizes, and catering to clients from upcoming industries. In this research, we analyze the RPO service provider landscape across various dimensions and examine the capabilities and offerings of 31 RPO service providers in particular. These service providers are positioned on the Everest Group PEAK Matrix® and categorized as Leaders, Major Contenders, Aspirants, and Star Performers based on their performance. Scope Third-party RPO deals, excluding shared services or Global Business Services (GBS) Over 3,400 multi-process RPO deals signed as of 2020, with a minimum of 4 recruitment processes and a minimum contract duration of one year Coverage across 31 RPO service providers Contents The report analyzes the performance of 31 RPO service providers and includes: RPO service provider landscape RPO PEAK Matrix and Star Performers for 2021 Classification of the service providers into Leaders, Major Contenders, and Aspirants on Everest Group’s proprietary PEAK Matrix framework Based on the YoY movement of different service providers on the PEAK Matrix, five service providers have been named as the 2021 RPO in North America Market Star Performers Everest Group analysis of service providers Overall RPO capability of service providers assessed on seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation & investments, delivery footprint, and vision & strategy Membership(s) Recruitment Process (RPO)Sourcing and Vendor Management

Randstad US and AMN Healthcare announced a formal strategic partnership in April 2020 with the aim to offer integrated talent solutions for the healthcare industry. The announcement came at the start of the COVID-19 pandemic, which continues to challenge healthcare providers and add to the already strenuous operating environment. Today, the Randstad-AMN partnership has started to create an impact on the US healthcare provider market, with implications extending beyond talent acquisition. In this study, Everest Group analyzes the implications of the partnership for Randstad and AMN, as well as the broader healthcare talent acquisition market. We also provide an update on the progress and impact of the integrated approach over the past year. Scope Functional areas covered: staffing, Recruitment Process Outsourcing (RPO), and Managed Services Provider (MSP) Theme: partnership Industry: healthcare provider market Partnering companies: Randstad US and AMN Healthcare Geography: North America Contents This paper studies the following topics: Partnership background and objectives Current healthcare talent acquisition market trends Why is this partnership expected to be a game changer? What to watch out for going forward Market and partnership update (in the past 12 months) Membership(s) Contingent Workforce Management Services Recruitment Sourcing and Vendor Management