This report provides insights into the key factors driving RPO adoption among buyers as well as an overview of buyers’ perception of the service provider performance. It also discusses the shortcomings that the buyers perceive in the current service providers' offerings. The analysis in this report is broken into three areas: Key factors driving RPO adoption among buyers RPO service provider performance Evolving buyer requirements Some of the key findings are: RPO buyers are expecting greater value-added innovation from their service providers. In particular, buyers focus on innovation and proactiveness versus to traditional metrics Service providers seem unable to innovate fast enough to keep pace with  rising buyer expectations and meet demand for next-generation drivers Buyer behavior also varies significantly by enterprise size, which means that providers have to be flexible in understanding and meeting buyer expectations  Membership(s) Recruitment Process Outsourcing (RPO)

The global Talent Acquisition (TA) industry is undergoing a tremendous change, driven by an influx of tools and technologies built on the emerging digital technology landscape. “Startups Redefining Talent Acquisition – Trailblazers” is the third of a three-part series of reports outlining Everest Group’s take on the impact of emerging digital technologies in the TA space. This paper identifies and analyzes 450+ startups in the TA space to arrive at a list of 50 high potential startups, and subsequently, a list of 25 top startups (also called “trailblazers”) in the TA space. The following information is analyzed and captured in the report: Digital disruption and the role of tech startups in the TA space: The paper focuses on the role of startups in pushing the envelope in TA, the drivers behind the rapid growth in the TA tech startup ecosystem, and also how different stakeholders are engaging with the TA startup community Key startups driving disruption: The paper identifies and analyzes 450+ startups across the entire value chain of TA, categorized under five distinct areas: candidate attraction, candidate/vendor sourcing & screening, candidate assessment, candidate engagement, and analytics & insights. The 450+ startups were evaluated to arrive at a list of 50 high potential startups, and subsequently, a list of 25 “trailblazers” in the TA space. Assessment of key TA startups: The assessment was done using various parameters around investments/funding received by these startups, the market impact & success garnered, and the technological capabilities & expertise of the startups identified. The report also provides profiles for trailblazers, with a qualitative & quantitative commentary on their market success, technology expertise, and investor confidence. Membership(s) Managed Service Provider (MSP) Recruitment Process Outsourcing (RPO)

The global Talent Acquisition (TA) industry is undergoing a tremendous change, driven by an influx of tools and technologies built on the emerging digital technology landscape. “Reimagining Talent Acquisition in a Digital-First Era” is the second of a three-part series of reports outlining Everest Group’s take on the impact of emerging digital technologies in the TA space. This paper is essentially a deep dive into the digitalization potential of various TA processes leveraging the next-generation technology levers. The following information is analyzed and captured in the report: Next-generation technologies that can digitalize TA processes: The paper focused on the impact of next-generation technologies such as Robotic Process Automation (RPA), Artificial Intelligence (AI), and advanced analytics, either as stand-alone or in a combination, to digitalize each of the 19 TA processes defined Extent of digitalization of TA processes: The digitalization potential of TA processes was evaluated to estimate the extent of digitalization possible within all the tasks defined under each of these processes. Existing theoretical / recently-implemented technology use cases for digitalizing various TA tasks, as well as possible themes and uses cases that can emerge in the future, have been highlighted where relevant Quantum of benefits generated by these technologies: For each process, the quantum of benefits provided by these technologies in terms of efficiency, experience (both candidate and recruiter), and insights (or net new gains) were evaluated Membership(s) Managed Service Provider (MSP) Recruitment Process (RPO)