The next generation of Recruitment Process Outsourcing (RPO) – RPO 3.0 – is here, and the enhanced value proposition it can bring to organizations in search of real strategic impact is profound.
But what is different this time out? What has changed in the world to make RPO 3.0 necessary and advantageous? What challenges must organizations deal with in order to realize the benefits of RPO 3.0?
These topics and more are explored in RPO 3.0 – Paradigm Shift in RPO Value Proposition. The new report from Everest Group presents a comprehensive examination of the past, present and future of RPO, as well as the shifting global conditions that have led to the emergence of RPO 3.0.
The report discusses:
- The global shifts (Demographic, Economic, Technological and Behavioral) and their impact on the workforce
- Imperatives for HR, especially the talent acquisition organization
- The emergence of RPO 3.0 and how it differs from the earlier generations of RPO in terms of objectives and benefits, the scope, and technology leverage
- Challenges and best practices in realizing RPO 3.0
Part of what has helped RPO recruitment sustain success throughout its relatively brief history is its ability to adapt to changing global conditions. The initial phase – RPO 1.0 – saw rapid growth as RPO firms met key needs for buyers around direct and measurable benefits like cost reduction and process efficiency. RPO 2.0 grew the recruitment outsourcing service to take a more holistic approach that considered more nuanced and granular aspects of cost and business impact. Now, with RPO providers and the market having both matured, the industry needs a new phase, one that can finally fulfill strategic value creation in a rapidly evolving world. That phase is RPO 3.0, and this report shows how it will prove essential to an organization’s future success.
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