Market Analysis
published on Dec 21, 2021
Report Overview:
NelsonHall’s RPO & Total Talent services market analysis consists of 182 pages, focusing on strategies for 2022 and beyond.
Who is this Report for:
NelsonHall’s RPO & Total Talent report is a comprehensive market assessment report designed for:
- Sourcing managers investigating sourcing developments within the RPO & Total Talent market
- Vendor marketing, sales, and business managers developing strategies to target RPO & Total Talent services
- Financial analysts and investors specializing in the RPO & Total Talent services sector.
Scope of this Report:
The report analyzes the worldwide market for RPO & Total Talent and addresses the following questions:
- What is the market size and projected growth for the RPO & Total Talent services market by geography?
- What is the profile of activity in the global RPO & Total Talent market by industry sector?
- What are the top drivers for the adoption of RPO & Total Talent services?
- What are the benefits currently achieved by users of RPO & Total Talent services?
- What factors are inhibiting user adoption of RPO & Total Talent services?
- Who are the leading RPO & Total Talent services vendors globally and by geography?
- What combination of services is typically provided within RPO & Total Talent services contracts, and what new services are being added?
- What is the current pattern of delivery location used for RPO & Total Talent services, and how is this changing?
- What are the challenges and success factors within RPO & Total Talent services?
Key Findings & Highlights:
NelsonHall’s RPO & Total Talent services market analysis consists of 182 pages, focusing on strategies for 2022 and beyond.
Economic instability will likely prevail until 2025 as coronavirus variants continue to emerge, creating business uncertainty, requiring organizations and vendors to pivot and adapt at short notice. These factors are driving on-demand RPO & Total Talent and organizations must become more proactive and embrace strategic workforce planning (SWP).
The broader skills crisis across digital, niche, professional, and some blue-collar skills will be the biggest challenge in the immediate future, and this will intensify while talent mobility remains restricted.
Organizations require imaginative solutions for multi-channel sourcing, attracting, securing, and retaining candidates and there will be a merging of RPO, CWS/MSP, and talent management/development services as organizations look to secure in-demand skillsets by whatever means: borrowing, buying, or building talent.
Critical social issues such as the health, safety, and wellbeing of people at work, flexible working, and diversity, equity, inclusion, and belonging (DEIB) will grow in importance. These issues will continue to underpin the best hiring practices.
Investment in technology continues apace. Next-generation experiential recruitment platforms have emerged, shifting to microservices/low-code/no-code architecture as standard. Intelligence around holistic talent (deep data/prescriptive analytics) continues to be a focus. So are second-generation platforms (for digital onboarding, internships, graduateships) to give organizations access to geographically distributed talent. Advances will continue in voice-enabled technologies, blockchain, and digital assistants/bots in the talent space.