Author: ArkadevBasak

Futureproofing Talent Acquisition in an Era of Change | Webinar

Webinar

Futureproofing Talent Acquisition in an Era of Change

November 9, 2023
9:00 AM PT | 12 PM ET

Join Everest Group Partner, Arkadev Basak, in an upcoming webinar titled Futureproofing Talent Acquisition in an Era of Change, featuring a panel discussion with industry experts. They will discuss: 

  • Talent Acquisition approaches
  • How to futureproof talent acquisition strategy
  • Best practices to operationalize next generation talent acquisition
  • Considerations and implications of talent acquisition strategy

Register

Arkadev Basak
Partner, Everest Group
Marcia Hagood
Vice President, DZConneX
Jason Bouchard
Vice President of Business Development, DZConneX
Jeff Mulligan
VP, Talent Acquisition Enablement, TIAA

Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2023

Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment

In the wake of the Great Resignation and business uncertainty, enterprises have regarded Recruitment Process Outsourcing (RPO) providers as strategic partners capable of guiding them through the constantly evolving talent market. Providers worldwide recognized the ongoing challenges with talent scarcity and widening skills gap. Augmented with technology, providers utilized their domain expertise to support buyers across different industries.

 

Everest Group RPO Services PEAK Matrix Assessment 2023Asia Pacific Everest Group RPO Services PEAK Matrix Assessment 2023EMEA Everest Group RPO Services PEAK Matrix Assessment 2023North America Everest Group RPO Services PEAK Matrix Assessment 2023Global 1What is in this PEAK Matrix® Report

In this report, we analyze the dynamics of the RPO provider landscape and assess 49 RPO providers featured on Everest Group’s RPO PEAK Matrix® 2023 – Global, North America, EMEA, and Asia Pacific. The research will enable buyers to select the best-fit provider for their needs, while providers will be able to benchmark themselves against the competition.

In this report, we:

  • Examine the RPO provider landscape
  • Position the providers on Everest Group’s PEAK Matrix® framework as Leaders, Major Contenders, and Aspirants
  • Assess providers’ overall RPO capability across seven dimensions: market adoption, portfolio mix, value delivered, scope of services offered, innovation and investments, delivery footprint, and vision and strategy

Scope:

  • All industries
  • Geography: Global, North America, EMEA, and Asia Pacific
    Third-party RPO deals, excluding shared services or Global Business Services (GBS)
  • Over 5,200 multi-process RPO deals active as of 2022, each involving a minimum of two recruitment processes

DOWNLOAD THE RECRUITMENT PROCESS OUTSOURCING (RPO) PEAK MATRIX® ASSESSMENT 2023 

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Our Latest Thinking

Pricing Variation in Recruitment Process Outsourcing Deals
Market Insights™

Pricing Variation in Recruitment Process Outsourcing Deals

Total Talent Acquisition (TTA) Demand is Rising
Market Insights™

Total Talent Acquisition (TTA) Demand is Rising

Recruitment Process Outsourcing 4-0
Market Insights™

Recruitment Process Outsourcing 4.0

Criteria for Choosing a Career Transition Services Provider
Market Insights™

Criteria for Choosing a Career Transition Services Provider

What is the PEAK Matrix®?

The PEAK Matrix® provides an objective, data-driven assessment of service and technology providers based on their overall capability and market impact across different global services markets, classifying them into three categories: Leaders, Major Contenders, and Aspirants.

LEARN MORE ABOUT Top Service Providers

Direct Sourcing as a Gateway to Total Talent Acquisition | Webinar

Everest Group’s Arkadev “Arko” Basak and Krishna Charan will join this webinar panel to discuss the direct sourcing technology’s potential to act as a gateway to total talent acquisition (TTA).

The panel will discuss:

  • The value TTA brings and potential headwinds and tailwinds associated
  • Direct sourcing insights and how purpose-built technology can act as the gateway to TTA
  • Components of direct sourcing technology to enable TTA
  • Implications and considerations for organizations

Register for the webinar

When

Thursday, October 20, 2022, at 10:00 am CST, 11:00 am EST, 3:00 pm GMT

Where

Live, virtual event

Presenters

Arkadev “Arko” Basak
Partner, Everest Group

Krishna Charan
Practice Director, Everest Group

Saleem Khaja
COO, WorkLLama

Kevin Poll
SVP, Strategy and Business Development, WorkLLama

Joss O’Brart
Vice President Sales, Europe, WorkLLama

Register for the webinar

Why the Shift to a Managed Services Model for the Contingent Workforce is a Win-Win | Webinar

ON-DEMAND WEBINAR

Why the Shift to a Managed Services Model for the Contingent Workforce is a Win-Win

With the struggle to find the right talent and attrition at an all-time high across the globe, the contingent workforce is emerging as the next frontier for disruption and innovation.

The thriving market is driving contingent staffing providers to migrate toward a managed services engagement model. This presents undeniable advantages, such as greater business certainty for staffing firms and opportunities for enterprises to attain high-quality outcomes at low-risk levels with minimal management oversight.

Join this webinar as our speakers dive into the factors driving this shift, expected challenges and opportunities, and insights into the journey towards diversification into the managed services space.

The webinar will answer key questions, including:

  • Why should staffing providers diversify into the managed services space?
  • What are the advantages vs. the challenges?
  • What are the key considerations, potential risks, and pitfalls of a managed services model?
  • What are the learnings from those who have successfully diversified into the managed services space?

Who should attend?

  • Staffing service providers
  • CEOs, CHROs, CSOs, COOs, CIOs
  • Head of workforce planning
  • Head of talent acquisition
  • Talent acquisition managers
  • Head of outsourcing
  • Global sourcing managers
Malik Varun 1
Varun Malik
Practice Director

Direct Sourcing: How to Influence, Adopt, and Execute | Webinar

Everest Group’s Arkadev Basak and Anirudha Kulkarni will be speaking in a webinar titled, “Direct Sourcing: How to Influence, Adopt and Execute.”

The speakers will discuss:

  • Demystifying common misconceptions around direct sourcing
  • Adoption approaches and key elements for a successful program
  • Insights on potential program challenges and how to tackle them
  • What determines success and the benefits of implementing a direct sourcing program

Register for the webinar

When

Tuesday, June 14, 2022, at 10:00 am CDT, 11:00 am EDT, 3:00 pm GMT, 8:30 pm IST

Where

Live, virtual event

Presenters

Arkadev Basak
Partner, Everest Group

Aniruddha Kulkarni
Practice Director, Everest Group

Register for the webinar

Talent Acquisition: Has Digital Commotion Already Taken Center Stage? | Sherpas in Blue Shirts

A chatbot programmed to be a seven-year-old boy has become the first artificial Intelligence (AI) bot to be granted official residence in Tokyo, Japan. A NZ-based entrepreneur developed the “world’s first AI politician,” who is expected to run as a candidate in 2020. The CEO of Deutsche Bank estimates robots could replace half the bank’s 97,000 employees. U.S. Defense Secretary Jim Mattis implored President Trump to create a national strategy for AI. The University of Central Florida’s Center for Research in Computer Vision developed an AI-based system to detect often-missed cancer tumors.

The above references highlight a mere fraction of the recent cognitive and AI-based developments. With every passing day, next-generation technologies are integrating seamlessly into our everyday lives. Enterprises, service providers, and technology enthusiasts across industries and business domains are closely looking at these revolutionary and rapidly evolving technologies, which currently seem to have only the sky as the limit to the number of use cases they can generate and empower. Indeed, countries the world over are welcoming this change, with the UAE recently becoming the first to appoint a minister for AI.

All Business Processes are Beholding this Change, and Talent Acquisition is no Exception

Why do businesses need to embrace this change? The answer is simple: technology is no longer a means for savings money – factors such as enhancing the stakeholder experience and mining hidden insights are becoming even more crucial for companies to sustain their operations and stay relevant in the ever-changing economic environment.

The entire global services industry is undergoing a tremendous transition from labor arbitrage to a digital-first model. In the HR space, talent acquisition (TA), including both permanent and contingent workforce acquisition, is continuously developing as a space ripe for ever-evolving innovation. Startups, HR tech incubators, and investors continue working towards eliminating recruitment pain points and creating a seamless hiring experience for both candidates and recruiters alike.

 Where is the Journey towards Digitalization of TA Heading?

A host of technology offerings – from basic automation tools to gamification solutions to higher-end point solutions and cognitive and AI systems – are emerging in the TA space. And per our recent research to understand where service providers and enterprises are in their journey toward unveiling the full potential of these technologies, the emerging landscape looks promising to kick-start a digital revolution that can transform TA in ways never imagined before.

The following exhibit highlights four key new-age technologies that are finding significant traction in the TA space. The proper conjunction of all these technologies, just like the various organs of a human body, will give rise to effective and more efficient TA systems.

 

Talent Acquisition-Machine Learning

Within TA systems, Analytics applications act like the left brain hemisphere, executing the more logical, analytical, and objective tasks that need to be accomplished. NLP applications act like the right brain hemisphere, executing the more intuitive, thoughtful, and subjective functions. RPA drives the implementation as the muscle, completing the loop to accomplish the objectives, and targets the left brain, the right brain, or both. ML acts as the layer that sits behind all these technologies, and enhances the output further by giving machines the ability to remember and learn from patterns or behavior of the engaging stakeholders, gradually eliminating manual intervention completely.

Here’s a simple example to demonstrate this process in TA: NLP applications learn about candidates – say from resumes, social media, etc. – to help analytics systems evaluate and predict best fit candidates from the information learned. RPA then reaches out to the shortlisted candidates. And all the while, ML technology carefully observes and documents everything to train the systems for better future use.

 What’s on the Immediate and Near Horizon?

While some TA functions and tasks have already been automated, our research suggests that within the next five years, over 50 percent of them can be further digitalized leveraging next-generation technologies. The applications of these above technologies in TA are many-fold – AI-based sourcing and screening; psychometric, behavioral and gamified assessments; chatbot-driven candidate communication; and cultural fit, future performance, and attrition prediction – to name just a few.

The ultimate aim is to simultaneously engage and win quality hires, leave a lasting candidate experience, and remove all manual, non-core functions from recruiters’ and hiring managers’ plates.

The time is right for taking a holistic technology-driven revamp of TA functions to stay ahead of the curve in the quest for winning talent in a market that is agonizingly short of quality talent!

Click here for a detailed view on the next-generation technologies shaping TA. And here for a deep-dive into the process and technology digitalization potentials in TA.

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