HRO Insight blog
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Liz is HR Technology and Services Research Director at NelsonHall, with global responsibility for key HR research projects including Cloud-Based HR Transformation, Cloud-Based Benefits Services, HCM Technology, EoR, Global Payroll and The Future of HR, as part of NelsonHall's wider HR Technology & Services practice.
meet & followNikki is a Principal Research Analyst at NelsonHall and a member of the HR Technology & Services practice. Nikki covers HR services research in the areas of Recruitment Process Outsourcing (RPO), Managed Service Programs (MSP), Total Talent, and Learning.
meet & followJeanine is a Principal Research Analyst at NelsonHall and a member of the HR Technology & Services practice. She has global responsibility for key HR areas including employer of record (EOR) and learning platforms.
meet & followDeeAnna is a Principal Research Analyst at NelsonHall and a member of the HR Technology & Services practice. She has global responsibility for key HR areas including HCM technology, workforce management, and health & welfare administration.
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Please visit NelsonHall's HRO Insight blog for further updates from our analysts daily
published on Dec 22, 2021
This report is for end-user (buy-side) organizations who are interested in understanding the current and future shape of the recruitment process outsourcing (RPO) market as well as the requirements and experiences of their peers.
Economic instability will likely prevail until 2025, requiring organizations and vendors to pivot and adapt at short notice. These factors are driving on-demand RPO & Total Talent.
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. 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.
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.