HRO Insight blog
Please visit NelsonHall's HRO Insight blog for further updates from our analysts daily
Liz is HR Technology and Services Research Director at NelsonHall, with global responsibility for key HR research projects including Cloud-Based HR Transformation, Cloud-Based Benefits Services, HCM Technology, EoR, Global Payroll and The Future of HR, as part of NelsonHall's wider HR Technology & Services practice.
meet & followNikki is a Principal Research Analyst at NelsonHall and a member of the HR Technology & Services practice. Nikki covers HR services research in the areas of Recruitment Process Outsourcing (RPO), Managed Service Programs (MSP), Total Talent, and Learning.
meet & followJeanine is a Principal Research Analyst at NelsonHall and a member of the HR Technology & Services practice. She has global responsibility for key HR areas including employer of record (EOR) and learning platforms.
meet & followDeeAnna is a Principal Research Analyst at NelsonHall and a member of the HR Technology & Services practice. She has global responsibility for key HR areas including HCM technology, workforce management, and health & welfare administration.
meet & followOnly NelsonHall clients who are logged in have access to our analysts and advisors for their expert advice and opinion.
To find out more about how NelsonHall's analysts and sourcing advisors can assist you with your strategy and engagements, please contact our sales department here.
manage email alerts using the form below, in order to be notified via email whenever we publish new content:
Track the pattern of service adoption by monitoring RPO & Total Talent Acquisition contract awards by your peers. Identify who are the successful vendors this industry now. Updated monthly!
These documents are available to logged in clients that have purchased access to this program.
NelsonHall Confidence Index is a quarterly survey to measure changing levels of business confidence within HR Technology & Services
Every quarter NelsonHall publishes the NelsonHall HR Technology & Services Confidence Index, a Quarterly Index of Confidence that monitors changes in industry confidence in the global RPO & Total Talent Acquisition market.
For a sample report and details of how to join NelsonHall's HR Technology & Services Confidence Index, please contact us
Please visit NelsonHall's HRO Insight blog for further updates from our analysts daily
published on Sep 04, 2018
NelsonHall's market analysis of the total talent acquisition industry and trends consists of 54 pages.
NelsonHall’s “Next Generation Total Talent” report is a comprehensive market assessment report designed for:
The report analyzes the worldwide market for total talent acquisition and addresses the following questions:
Total talent acquisition is the end state of a journey of transformation in which organizations undertake a mindset shift in the way they hire talent. Total talent acquisition requires organizations to look strategically at all their hiring needs (permanent and contingent), aligning them to long-term organizational goals (via strategic workforce planning – SWP), an approach to hiring which is more proactive and collaborative than previously experienced via siloed MSP and RPO programs.
Vendors that have managed both RPO and MSP programs on behalf of their clients (predominantly from the BFSI and pharmaceuticals/life sciences/healthcare sectors) have seen a natural coming together of both programs over time, culminating in a unified contract for permanent and contingent hiring as the journey towards total talent steps up to a more sophisticated level.
Client organizations already embracing total talent are reaping the benefits: such as saving in overall recruitment costs; seeing process efficiencies (avoiding duplication associated with separate RPO and MSP, faster hiring process); and having a consistent approach to hiring (giving an improved candidate experience).
Vendors are still expected to offer their client organizations an evolving/improved range of services, efficient service delivery and the most appropriate technology/tools to improve the hiring process. 2018 is seeing demand for employer branding, sourcing science across all talent types (for a wider audience with very different demands) and platforms, assessments and gamification for particular process steps/target groups.
As total talent acquisition requires such a mindset shift in the approach to hiring, there are several inhibitors to successfully embracing total talent acquisition. These include: non-collaborative working cultures or working cultures which are resistant to change; and legacy technology constraints within client organizations (systems not fit for purpose in 2018).
Successful total talent acquisition requires: a partnership between the vendor and client organizations built on trust; client organizations to make incremental step changes in their approaches to TA; client organizations to put in place a data/analytics and technology/tools strategic plan; and vendors having the right expertise in-house to develop a long-term technology/tools roadmap that will meet the needs of their clients