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.