• Permanent Recruitment Market Intelligence | Analysis, Trends, Forecast, Outlook

Permanent Recruitment Market Description

The market for permanent recruitment is anticipated to grow at a constant CAGR of 16 to 18 percent to reach a value of $500 billion by 2020. The U.S. has the highest market maturity, followed by Western Europe and the UK. In the APAC, countries such as Australia and Japan moderately contribute to the global recruitment market. Other countries in the APAC, Western LATAM, and eastern Europe will drive the demand for recruitment services such as RPO and Executive search in the coming years. North America and Europe will also have mature markets in terms of service providers and buyers, whereas the outsourcing of recruitment services will be high in Western Europe and North America.

The APAC and LATAM will also witness increased adoption of permanent recruitment services due to global players’ efforts to consolidate the supply base. The report also provides an overview of the global recruitment process outsourcing trends, followed by different technology trends and drivers & constraints influencing the industry. It also provides a regional market outlook in areas such as North America, LATAM, Europe, MEA, and the APAC.

Beroe gathers intelligence through primary sources that include industry experts, researchers, and consultants, as well as current suppliers, producers and distributors. Secondary sources can include business journals, newsletters, magazines, market research data, company sources, and industry associations. Following data collation, analysis, and strategic review, the Final Research Report is published on Beroe LiVE.

Report Coverage

Recruitment Process Outsourcing Industry Trends
Adoption Rate of Technology in RPO
Supplier Innovations
Mergers and Acquisitions

Permanent Recruitment Market Trend, Analysis & Forecast

Category Intelligence on Permanent Recruitment covers the following

Information relating to market, supply, cost, and pricing analysis
Hard to find data on cost and TCO models, supplier details, and performance benchmarks
Macroeconomic and regional trends impacting cost, supply, and other market dynamics
Category-specific negotiation and sourcing advice

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Executive Summary

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Market Analysis

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Supply Analysis

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Cost & Pricing Analysis

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Best Practices

1. Permanent Recruitment Executive Summary

1.1 Global Industry Outlook
1.2 Supply Market Outlook

2. Permanent Recruitment Market Analysis

2.1 Global Market Maturity
2.2 Global Industry Trends
2.3 Technology trends
2.4 Global Drivers and Constraints
2.5 Regional Market Outlook
2.6 Industry Outlook
2.7 Mergers and Acquisitions
2.8 Porter’s Five Forces Analysis: Developed Markets
2.9 Porter’s Five Forces Analysis: Emerging Markets

3. Permanent Recruitment Supply Analysis

3.1 Supply Market Outlook: Supply Trends and Insights
3.2 Key Global RPO Suppliers
3.3 Key Regional Suppliers: Service Portfolio
3.4 Key Global Supplier Profile
3.5 Supplier SWOT Analysis

4. Permanent Recruitment Cost and Pricing Analysis

4.1 Cost Structure Analysis
4.2 Cost Analysis and Expected Savings
4.3 Cost Breakup
4.4 Cost Savings from Recruitment Process Outsourcing
4.5 Pricing Analysis: Price Forecast

5. Permanent Recruitment Procurement Best Practices

5.1 Sourcing Models: RPO Services
5.2 Sourcing Strategy
5.3 Sourcing Models: Comparative Analysis
5.4 Sourcing Models: Pros and Cons
5.5 Cross-industry Sourcing Model Adoption
5.6 Pricing Models: Comparative Analysis
5.7 Regional Pricing Best Practices
5.8 Key Success Factors for RPO Implementation
5.9 Key Services-based KPI and SLA Components

6. Permanent Recruitment Background Screening Services

6.1 Global Market Outlook
6.2 Region Market Outlook: APAC
6.3 Market Outlook: India
6.4 Global Screening Services: Outlook
6.5 Supply Market Outlook
6.6 Technology Trends
6.7 Key Global Suppliers - Global Supplier List and Service Capabilities
6.8 Key Suppliers: India - Supplier List and Service Capabilities
6.9 Sourcing Models
6.10 Laws and Regulations

Global Permanent Recruitment Market Insights

The market is forecasted to grow at CAGR of 16-18 percent to reach ~$400 billion by 2020
US has highest market maturity followed by UK and then Western Europe. In APAC, countries like Australia and Japan contributes moderately in the recruitment market. Other countries in APAC and Western LATAM and eastern Europe are driving the demand for recruitment services such as RPO and Executive search in upcoming years

permanent-recruitmentglobal-market-size

Global Permanent Recruitment Market Maturity

North America and Europe are mature markets in terms of buyers and service providers. The outsourcing of recruitment services is high in North America and Western Europe
APAC and LATAM are witnessing increasing adoption due to the efforts by large global buyers to consolidate supply base

Global Recruitment Process Outsourcing Industry Trend

The global RPO industry significantly increased by 16 percent from 2013 to 2018 , and emerging economies are expected to contribute largely in the upcoming 2 – 3 years. Due to increase in technology penetration, recruitment services are expected to rise by 20 percent in 2018 – 2020
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Adoption Rate of Technology in RPO

RPO service providers are offering recruitment solutions and technological platforms. Companies either co-source or completely outsource technology platforms to RPO vendors. Various technology platforms exist and large companies have adopted it in the past
While ATS helps in managing business units, compliance, hourly positions, social and candidate experience, TAM supports a complete talent database for active, as well as passive candidate profiles for future vacancies, and helps in succession planning with real-time simulations. Along with TAM systems, integrating employer branding tools with recruitment process is an emerging trend in the recruitment landscape

Supplier Innovations

Currently, Oracle Taleo lacks superior artificial intelligence and machine learning capabilities in ATS solutions when compared to ATS start-up eco-system service offerings to small – medium companies
Google Hire ATS is the clear market disruptor and aims to bring down the job advertisement spend incurred by employers, by integrating its Google Ads solutions. Currently, its solutions are targeted at small –medium companies only
iCIMS, Hays, Jibe, Johnson & Johnson, FedEx, CareerBuilder, Dice, etc., are some of the early adopters in “Google Cloud Job Discovery Beta Program”

Technology Tools Adopted across Industries

Most of the multinational companies are adopting various technology tools for recruitment purposes across geographies. There exists homegrown applications for automated reporting and analytics whereas, SAP and Oracle provides talent management suites for managing workforce
The adoption technology solutions for recruitment is considered to be high in retail and IT industry

Global RPO Drivers and Constraints

Multinational firms are restructuring their workforce to attain higher labor productivity and leverage the skillsets of the employees. In such situations, cost efficiency, higher productivity and access to better technology drives the recruitment industry across geographies.

Growth Drivers

Cost Reduction: Outsourcing recruitment allows the companies to transfer the cost risks involved in recruitment process to the recruitment partners thus reducing cost
Social Network Adoption: Buyers are evaluating the option of using social media to identify the potential candidates to best-fit their internal requirement. On an average, 25 – 30 percent of social tools are adopted by companies across the globe to source and advertise positions for recruitment
Scalability:Outsourcing recruitment results in a more scalability and the ability to meet the sudden surge in manpower requirements as it is the core business of the recruitment partner
Improving Recruitment Process: Engaging with an RPO will streamline the overall recruitment process. The RPO vendor will analyze the recruitment process to spot the where overlap, inefficiency and excessive costs occur and will device a custom recruitment process
Access to Better Technology: The RPO vendors have readily available technology like application tracking system, CV management software that can increase the efficiency of the overall recruitment process

Constraints

Lack of Client Adoption Internally: The internal recruitment department, which is already existing might show some resistance to adopt to the new framework and processes brought in by the RPO vendor

Other major constraints are: