1. A New Look at RPO
When Your Outsourcing Provider
Becomes Your Strategic Partner
October 2012
Madeline Laurano
2. This document is the result of primary research performed by Aberdeen Group. Aberdeen Group's methodologies provide for objective fact-based research and
represent the best analysis available at the time of publication. Unless otherwise noted, the entire contents of this publication are copyrighted by Aberdeen Group, Inc.
and may not be reproduced, distributed, archived, or transmitted in any form or by any means without prior written consent by Aberdeen Group, Inc.
October 2012
A New Look at RPO: When Your
Outsourcing Provider Becomes Your
Strategic Partner
With globalization, shifts in workforce demographics, and the demand for
innovation, identifying and attracting top talent has become increasingly
complex. Organizations looking to gain competitive advantage are rethinking
their approach to recruitment in order to make leaner and smarter
decisions around talent. As a result, the value proposition for Recruitment
Process Outsourcing (RPO) has never been greater. RPO helps companies
create greater efficiencies, reduce costs and improve processes during both
a strong and weak economy. Historically viewed as a tactical, administrative
service, RPO has evolved into a more strategic endeavor –responsible for
igniting organizational change and driving business outcomes. Aberdeen
studied 243 organizations in the 2012 Strategic Talent Acquisition survey,
105 of which are currently investing in RPO, in order to shed light on the
key trends and best practices in this market.
The Business Imperative
Talent acquisition is no longer just an HR initiative. The process of
identifying and attracting talent is a key business imperative that can fuel
organizational growth and performance. Consequently, the same pressures
identified by HR leaders in Aberdeen’s 2012 Strategic Talent Acquisition:
Are You Prepared to Hire the Best report are the same pressures facing
today’s business leaders, including the shortage of key skills and the ability
to find talent in a highly competitive market (see Figure 1).
Figure 1: Top Talent Acquisition Pressures
*Survey respondents were able to select a maximum of 2 pressures
Source: Aberdeen Group, July 2012
Research Brief
Aberdeen’s Research Briefs
provide a detailed exploration
of a key finding from a primary
research study, including key
performance indicators, Best-
in-Class insight, and vendor
insight.