Executive summary

People are not a true competitive differentiator – the right people are. The definition of what “the right people” means is undergoing a rapid paradigm change.

In the 21st century, traditional concepts of work, employer, and employee are rapidly evolving, driven by changing demographics, generational shifts, globalization, and employment models. Under these circumstances, employers must consider how well their talent acquisition and retention strategies allow them to react to these winds of change in order to ensure overall corporate performance and competitiveness. Everest believes several socio-economic factors profoundly impact the success of organizations in their talent acquisition and talent management strategies.  Effectively addressing these will determine how well organizations position themselves to meet today’s challenges and capture tomorrow’s opportunities.

Recruitment Process Outsourcing (RPO) is fast emerging as a viable option to meet some of these considerations. However, to harness the true potential of RPO and to effectively meet the business and strategic needs of tomorrow, both buyers and service providers need to collaboratively create a model that goes beyond the traditional focus around cost and process and target a more impactful value proposition.

This whitepaper highlights:

• How are various socio-economic factors impacting the talent market?
• Why should buyers need to move beyond recruitment cost reduction and process efficiency mindset?
• What are the business and strategic impact that RPO can create to align with the emerging talent requirements?
• What are the key considerations for RPO buyers to realize the enhanced value proposition?