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

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 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

Recruitment Process Outsourcing (RPO) – Service Provider Profile Compendium 2021 captures accurate, comprehensive, and fact-based snapshots of 24 RPO service providers. It offers a detailed profile of each RPO service provider, with a comprehensive picture of their service suite, scale of operations, recent developments and investments, technology solutions, and delivery locations. The report also provides insights into the global RPO service provider landscape. In addition, each profile specifies the position of the service provider on the Everest Group PEAK Matrix® and offers an insightful analysis of its capabilities. The compendium’s coverage includes the following 24 RPO service providers: ADP RPO, Allegis Global Solutions, AMN Healthcare, AMS, Broadleaf Results, Cielo, Engage2Excel, FlexAbility, Hays Talent Solutions, IBM TAO, KellyOCG, Korn Ferry RPO, LevelUP HCS, Morson Talent, Orion Talent RPO Solutions, PeopleScout, Pierpoint International, Pontoon Solutions, Randstad Sourceright, Resource Solutions, Sevenstep, Talent Solutions RPO (ManpowerGroup), WilsonHCG, and Yoh/DZConneX Scope Industry: recruitment process outsourcing Geography: global Contents Each profile captures the following RPO-specific details: RPO service suite and scale of operations: key leaders, service suite, FTEs, and recent developments RPO client portfolio: major clients and recently-announced contracts, as well as RPO hires split by geography, industry, and buyer size Global RPO delivery locations: details of key delivery locations across the world Detailed assessment of RPO capabilities: market success, delivery capability assessment, and remarks on each service provider’s strengths and areas of improvement Membership(s) Recruitment Sourcing and Vendor Management

The report is an excerpt of our full Navigating the Waves of a Global Pandemic: Recruitment Process Outsourcing (RPO) State of the Market Report 2020 report, available to RPOA members only. The unprecedented COVID-19 pandemic has affected multiple industries, including talent acquisition. The Recruitment Process Outsourcing (RPO) market was one of the fastest-growing outsourcing markets globally, posting double-digit growth over the past several years, including 2019. However, the market is expected to contract by 6-10% in 2020, considering the economic instability in the wake of the global pandemic. A sharp recovery can be expected in 2021, as deal activity is expected to accelerate with the economy’s recovery. As the industry slowly recovers, buyers are expecting greater availability of talent at reduced price points. Thus, service providers are accelerating their digitalization and automation initiatives and optimizing their costs and processes. Cognitive automation solutions driven by Artificial Intelligence (AI), Machine Learning (ML), and Natural Language Processing (NLP) are helping ensure business continuity and cost reduction by enabling various recruitment processes' end-to-end automation. There is a rising demand from buyers to leverage advanced data analytics and derive better insights into their workforce and recruitment activity. The full report provides comprehensive coverage of the 2019 RPO market and analyzes it across various aspects, such as the impact of COVID-19, regional overview, adoption trends, value-added services and capabilities, and digital trends in permanent recruitment. Scope The full report report analyzes and draws insights from active RPO deals in 2019 – across various geographies, industries, and job families – which meet the following criteria: The deal should include a minimum of four or more recruitment processes It should be active and of at least one-year duration The deal scope should not be limited to temporary hires The deals should involve service providers that offer RPO as a stand-alone outsourcing service Contents In the full report, we focus on: Evolving RPO dynamics amid COVID-19 Geographical variations in the RPO market Next-generation RPO trends Implications for RPO providers and enterprises