A new workforce landscape:
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Hiring is not easy. The workforce is evolving. Business conditions are changing. And many of the traditional paths for connecting companies with talent will never return. These dynamics create pressure on employers to build a talent acquisition...
Mapping a path to success.
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Hiring is not easy. The workforce is evolving. Business conditions are changing. And many of the traditional paths for connecting companies with talent will never return. These dynamics create pressure on employers to build a talent acquisition (TA) function that adapts and thrives in the face of change, adding to the existing hiring pressure HR and talent leaders face.
The growing challenges associated with the changing workforce landscape can affect business performance, and influence how companies approach TA across industries and locations.
Global skills gaps:
63% of employers cite the demand for critical skills as a major barrier to success through 2030.
Healthcare:
The World Health Organization predicts a shortfall of 11 million workers by 2030.
Manufacturing:
U.S. manufacturing will require 3.8 million additional workers by 2033.
IT:
By 2026, 90% of global organizations will experience challenges due to a shortage of IT skills, with resulting product delays creating significant losses.
Adding to economic turmoil and talent shortages, the global regulatory landscape is rapidly evolving — with emerging compliance challenges arising from the use of artificial intelligence (AI) in TA. New rules will likely shape evolving business strategies. Cybersecurity, contractor hiring, and cross-border employment will add further compliance challenges.
The combined forces of changing economics, compliance demands, and a tight workforce supply mean that every TA function will need to adjust to several new realities.
The right talent will not always come to you, and you may have to court them.
Every aspect of the recruiting and talent lifecycle matters, from employer branding and sourcing to candidate experience, selection, and employee experience.
Work evolves quickly. The role you filled last year may look quite different today.
TA resources are limited but hiring demands are not — and priorities can shift anytime.
Ignoring these realities can result in vacancies, poor-quality talent, and unmet business goals.
When internal resources alone cannot meet talent demands quickly, reliably, or cost effectively, recruitment process outsourcing (RPO) provides the expertise and scalability needed to drive results. With the right RPO partner, this approach enables companies to draw from an outsourced provider’s broad range of specialized TA capabilities to address an organization’s specific workforce needs.
When those needs change, an effective provider will apply the strategy and resources to pivot and keep their client ahead. For a global enterprise, a mid-market organization, or a fast-growing startup, tailored RPO solutions with highly agile delivery models can make the difference in meeting the new realities of today’s business and workforce environment.
Full-service, end-to-end TA solutions covering every stage of recruitment — from sourcing to onboarding
A highly customizable model that allows organizations to outsource specific recruitment functions or goals while maintaining control over other aspects of hiring, also including project RPO for hiring under specific goals and timelines
A flexible partnership approach that enhances your in-house recruitment team with external expertise
A model that allows organizations to leverage skilled resources to supplement their current teams, maintaining control over process and outcomes
