The Recruitment Process Outsourcing (RPO) Market Size was valued at USD 8.52 Billion in 2023 and is projected to reach USD 28.53 Billion by 2031 with a growing CAGR of 16.3% From 2024 to 2031.
Recruitment Process Outsourcing (RPO) is a form of Business Process Outsourcing (BPO) in which an employer delegates all or a portion of its employment procedures to an external service provider. An RPO provider offers the essential technology, skilled staff, and effective methodology required to meet a client's recruitment needs. The market for recruitment process outsourcing (RPO) is primarily driven by the growing global adoption of outsourcing services. Many companies are seeking external service providers to help them reduce their overhead costs. By outsourcing their recruitment processes to a third-party provider, organizations can focus on their core competencies and improve their business operations. This allows them to hire candidates according to their specific needs without incurring internal costs. Moreover, RPO services offer significant advantages over traditional recruitment methods, leading to a strong demand for these services. As a result, the recruitment process outsourcing market is projected to experience substantial growth in the forecast period.
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Drivers
Handling tasks such as candidate sourcing, screening, and coordinating interviews is one of the key factors driving market growth worldwide.
The adoption of Recruitment Process Outsourcing (RPO) services is on the rise among small and medium-scale enterprises (SMEs) as they seek to enhance and streamline their recruitment processes.
Enhancing the Recruitment Process and Minimizing Overhead Expenses
Improving the efficiency of the recruitment process and reducing overhead costs are crucial objectives for any organization. These goals not only contribute to the overall success of the company but also ensure a competitive edge in the market. In this write-up, we will explore strategies to make the recruitment process more effective while simultaneously minimizing overhead expenses. To begin with, streamlining the recruitment process is essential. By implementing a well-structured and organized approach, organizations can attract top talent efficiently. This involves clearly defining job requirements, conducting thorough candidate screenings, and utilizing technology-driven tools to automate certain aspects of the process. By doing so, companies can save valuable time and resources, ultimately leading to a more effective recruitment process. Furthermore, reducing overhead costs is equally important. One effective way to achieve this is by leveraging technology to optimize various recruitment activities. For instance, utilizing applicant tracking systems can significantly reduce administrative costs associated with manual data entry and paperwork. Additionally, online job portals and social media platforms can be utilized to reach a wider pool of potential candidates, eliminating the need for costly traditional advertising methods.
Restrains
Implementing the terms of a consultancy agreement can sometimes be more complex compared to an employment contract.
Understanding the employer's desired profile and tailoring the process accordingly can often prove to be a daunting task for them.
Regulatory issues pose a significant challenge in the RPO market.
Employment laws and regulations are constantly evolving, requiring businesses to stay updated on the latest changes that impact the workplace. This puts immense pressure on HR professionals who must navigate changes in payroll, hiring practices, employee benefits, and grievance procedures. In recent times, various industries, including manufacturing, IT, energy, retail, telecom, and hospitality, have increasingly embraced the temporary staffing model. However, the situation is less competitive compared to unorganized players, as staffing companies must comply with legislation that applies to employers of permanent personnel. This includes adhering to regulations regarding gratuity, bonuses, and provident funds.
Opportunities
RPO services offer significant advantages over traditional recruitment methods, leading to a strong demand for these services.
The demand for Recruitment Process Outsourcing (RPO) services has experienced significant growth owing to their remarkable advantages over conventional recruitment methods.
Challenges
Unstable labor laws and regulations pose significant obstacles that hinder market growth.
A protracted and intense conflict can disrupt global supply chains and trade, potentially leading to an economic downturn. In such a scenario, companies may reduce their hiring or expansion plans, affecting the demand for RPO services globally. Some industries may be more affected by the conflict than others. For example, companies in the defense, energy, and manufacturing sectors may be directly impacted, which could influence their hiring needs and consequently the RPO market in those sectors. The war, coupled with the ongoing COVID-19 pandemic, may accelerate the trend toward remote work and the use of virtual recruitment processes. RPO providers that specialize in remote recruitment and have the technology infrastructure to support it may see increased demand. The conflict may disrupt the movement of talent within affected regions. RPO providers operating in these regions may face challenges in finding and placing talent, especially if there is a significant refugee crisis or if skilled workers leave the area. Economic instability resulting from the war can lead to currency devaluation and inflation in affected countries. This can affect the cost of RPO services for multinational companies operating in those regions. Political changes in the wake of the conflict can result in new regulations and policies that impact businesses, including their hiring practices. RPO providers may need to adapt to evolving legal and compliance requirements. Stock market fluctuations and investor sentiment can impact the financial health of companies, which in turn can affect their hiring plans. RPO providers may experience fluctuations in demand due to market volatility.
Impact of Recession
During a recession, many companies tend to cut back on hiring as they face economic uncertainty and financial constraints. This reduction in hiring volumes can directly impact the RPO market since there is less demand for recruitment services. On the flip side, companies facing budget constraints may turn to RPO providers as a cost-effective alternative to in-house recruitment teams. Outsourcing recruitment can be more cost-efficient because companies can scale their hiring efforts up or down as needed, without the fixed costs associated with maintaining an internal HR team. During recessions, there is often a larger pool of available talent due to layoffs and downsizing in various industries. RPO providers can help their clients tap into this talent pool more effectively, as they have the expertise and resources to identify and recruit the best candidates. With more companies considering RPO as a cost-saving measure, there may be increased competition among RPO providers. Providers may need to offer more competitive pricing or differentiate themselves through specialized services, technology, or industry expertise to win contracts. In a recession, companies may prioritize quality over quantity when it comes to hiring. RPO providers may need to adapt to this by emphasizing their ability to find high-quality candidates who align with their client's specific needs and values. Recessions often accelerate the adoption of technology in recruitment processes. RPO providers may need to invest in or enhance their technological capabilities, such as AI-powered candidate screening or video interviewing, to remain competitive and efficient. Companies may take longer to make decisions about outsourcing recruitment services during economic uncertainty.
By Type
On-demand RPO
Function-based RPO
Enterprise RPO
By Enterprise Size
Small & Medium Enterprises (SMEs)
Large Enterprises
By Service
On-site
Off-site
By End-use
BFSI
Healthcare
Manufacturing
IT & Telecom
Retail and E-Commerce
Education
Others
On the basis of verticals, the IT and telecommunication segment dominates the global recruitment process outsourcing (RPO) market. This segment holds a significant market share of over 26.5% in terms of revenue. Following closely behind are the ITeS & BPO and BFSI segments. These industries require a substantial workforce and extensive recruitment efforts, making them the primary targets for RPO service providers. It is anticipated that these segments will maintain their leading positions in the market throughout the forecast period.
Furthermore, the healthcare and other sectors, including e-commerce, are expected to experience the highest growth rates in the RPO market. Projections indicate a growth rate of 16% for the healthcare segment and 15.82% for the others during the forecast period.
North America emerged as the frontrunner, capturing the largest market share of over 42%. Within the region, the United States stood out as the dominant force and is expected to maintain its stronghold in the coming years. The US economy is steadily returning to normalcy, marked by improved employment rates and a growing demand for higher education qualifications and upskilling in emerging industries. Notably, the healthcare and manufacturing sectors have played a pivotal role in this economic resurgence. The healthcare industry, in particular, has experienced remarkable growth, emerging as one of the fastest-growing sectors in the country. This expansion has not only contributed to the overall economic recovery but has also created numerous job opportunities nationwide.
The revival of the industrial sector in the United States can be attributed to a combination of government initiatives and favorable conditions. These factors have worked in tandem to stimulate growth and foster the creation of new jobs. As a result, the country is witnessing a positive shift in its employment landscape.
North America dominates the market for recruitment process outsourcing, thanks to its large manufacturing and tech giant companies. Additionally, the healthcare sector's growth in the region is expected to further boost the recruitment process outsourcing market during the forecast period. Asia-Pacific region, there is a projected increase in the number of small, medium, and large organizations. This growth is driven by the rise in industrial sectors such as manufacturing, healthcare, pharmaceutical, and IT. As a result, the recruitment process outsourcing market in the region is anticipated to experience significant growth in the coming years.
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REGIONAL COVERAGE:
North America
US
Canada
Mexico
Europe
Eastern Europe
Poland
Romania
Hungary
Turkey
Rest of Eastern Europe
Western Europe
Germany
France
UK
Italy
Spain
Netherlands
Switzerland
Austria
Rest of Western Europe
Asia Pacific
China
India
Japan
South Korea
Vietnam
Singapore
Australia
Rest of Asia Pacific
Middle East & Africa
Middle East
UAE
Egypt
Saudi Arabia
Qatar
Rest of Middle East
Africa
Nigeria
South Africa
Rest of Africa
Latin America
Brazil
Argentina
Colombia
Rest of Latin America
The major players in the market are IBM Corporation, Randstad N.V, ADP, Inc., Hudson Global Inc., Alexander Mann Solutions, Manpower Group, Pontoon Solutions, Korn Ferry, PeopleScout, WilsonHCG, Allegis Group, Inc., Sevenstep, Cielo, Inc., and others in the final report.
In December 2021, KellyOCG®, a renowned global provider of workforce strategy, operations, and solutions, unveiled two cutting-edge RPO solutions: KellyOCG GO and KellyOCG Boost RPO. These innovative offerings cater to the needs of both high- and low-volume hiring, seamlessly connecting companies of all sizes to exceptional talent in a swift and cost-effective manner.
In November 2019, Cielo, Inc., a U.S.-based recruiting service provider, made a strategic investment in Visage, an AI-based automated crowdsourcing recruitment platform. This partnership aims to enhance Cielo's recruiters' capabilities in identifying and securing top-tier talent for their esteemed clients.
| Report Attributes | Details |
| Market Size in 2023 | US$ 8.52 Billion |
| Market Size by 2031 | US$ 28.53 Billion |
| CAGR | CAGR of 16.3% From 2024 to 2031 |
| Base Year | 2023 |
| Forecast Period | 2024-2031 |
| Historical Data | 2021-2022 |
| Report Scope & Coverage | Market Size, Segments Analysis, Competitive Landscape, Regional Analysis, DROC & SWOT Analysis, Forecast Outlook |
| Key Segments | • By Type (On-demand RPO, Function-based RPO, Enterprise RPO) • By Enterprise Size (Small & Medium Enterprises (SMEs), Large Enterprises) • By Service (On-site, Off-site) • By End-use (BFSI, Healthcare, Manufacturing, IT & Telecom, Retail and E-Commerce, Education, Others) |
| Regional Analysis/Coverage | North America (US, Canada, Mexico), Europe (Eastern Europe [Poland, Romania, Hungary, Turkey, Rest of Eastern Europe] Western Europe] Germany, France, UK, Italy, Spain, Netherlands, Switzerland, Austria, Rest of Western Europe]), Asia Pacific (China, India, Japan, South Korea, Vietnam, Singapore, Australia, Rest of Asia Pacific), Middle East & Africa (Middle East [UAE, Egypt, Saudi Arabia, Qatar, Rest of Middle East], Africa [Nigeria, South Africa, Rest of Africa], Latin America (Brazil, Argentina, Colombia Rest of Latin America) |
| Company Profiles | IBM Corporation, Randstad N.V, ADP, Inc., Hudson Global Inc., Alexander Mann Solutions, Manpower Group, Pontoon Solutions, Korn Ferry, PeopleScout, WilsonHCG, Allegis Group, Inc., Sevenstep, Cielo, Inc. |
| Key Drivers | • Handling tasks such as candidate sourcing, screening, and coordinating interviews is one of the key factors driving market growth worldwide. • The adoption of Recruitment Process Outsourcing (RPO) services is on the rise among small and medium-scale enterprises (SMEs) as they seek to enhance and streamline their recruitment processes. • Enhancing the Recruitment Process and Minimizing Overhead Expenses |
| Market Opportunity | • RPO services offer significant advantages over traditional recruitment methods, leading to a strong demand for these services. • The demand for Recruitment Process Outsourcing (RPO) services has experienced significant growth owing to their remarkable advantages over conventional recruitment methods. |
The major players in the market are IBM Corporation, Randstad N.V, ADP, Inc., Hudson Global Inc., Alexander Mann Solutions, Manpower Group, Pontoon Solutions, Korn Ferry, PeopleScout, WilsonHCG, Allegis Group, Inc., Sevenstep, Cielo, Inc., and others in the final report.
Ans. The Recruitment Process Outsourcing Market is to grow at a CAGR of 17.7% From 2023 to 2030.
Ans: The market is expected to grow to USD 29.38 billion by the forecast period of 2030.
Ans: Yes, you can buy reports in bulk quantity as per your requirements. Check Here for more details.
Ans:
RPO services offer significant advantages over traditional recruitment methods, leading to a strong demand for these services.
The demand for Recruitment Process Outsourcing (RPO) services has experienced significant growth owing to their remarkable advantages over conventional recruitment methods.
Table of Contents
1. Introduction
1.1 Market Definition
1.2 Scope
1.3 Research Assumptions
2. Research Methodology
3. Market Dynamics
3.1 Drivers
3.2 Restraints
3.3 Opportunities
3.4 Challenges
4. Impact Analysis
4.1 Impact of Russia-Ukraine War
4.2 Impact of Ongoing Recession
4.2.1 Introduction
4.2.2 Impact on major economies
4.2.2.1 US
4.2.2.2 Canada
4.2.2.3 Germany
4.2.2.4 France
4.2.2.5 United Kingdom
4.2.2.6 China
4.2.2.7 japan
4.2.2.8 South Korea
4.2.2.9 Rest of the World
5. Value Chain Analysis
6. Porter’s 5 forces model
7. PEST Analysis
8. Recruitment Process Outsourcing Market Segmentation, By Type
8.1 On-demand RPO
8.2 Function-based RPO
8.3 Enterprise RPO
9. Recruitment Process Outsourcing Market Segmentation, By Enterprise Size
9.1 Small & Medium Enterprises
9.2 Large Enterprises
10. Recruitment Process Outsourcing Market Segmentation, By Service
10.1 On-site
10.2 Off-site
11. Recruitment Process Outsourcing Market Segmentation, By End-use
11.1 BFSI
11.2 Healthcare
11.3 Manufacturing
11.4 IT & Telecom
11.5 Retail and E-Commerce
11.6 Education
11.7 Others
12. Regional Analysis
12.1 Introduction
12.2 North America
12.2.1 North America Recruitment Process Outsourcing Market By Country
12.2.2 North America Recruitment Process Outsourcing Market By Type
12.2.3 North America Recruitment Process Outsourcing Market By Enterprise Size
12.2.4 North America Recruitment Process Outsourcing Market By Service
12.2.5 North America Recruitment Process Outsourcing Market By End-use
12.2.6 USA
12.2.6.1 USA Recruitment Process Outsourcing Market By Type
12.2.6.2 USA Recruitment Process Outsourcing Market By Enterprise Size
12.2.6.3 USA Recruitment Process Outsourcing Market By Service
12.2.6.4 USA Recruitment Process Outsourcing Market By End-use
12.2.7 Canada
12.2.7.1 Canada Recruitment Process Outsourcing Market By Type
12.2.7.2 Canada Recruitment Process Outsourcing Market By Enterprise Size
12.2.7.3 Canada Recruitment Process Outsourcing Market By Service
12.2.7.4 Canada Recruitment Process Outsourcing Market By End-use
12.2.8 Mexico
12.2.8.1 Mexico Recruitment Process Outsourcing Market By Type
12.2.8.2 Mexico Recruitment Process Outsourcing Market By Enterprise Size
12.2.8.3 Mexico Recruitment Process Outsourcing Market By Service
12.2.8.4 Mexico Recruitment Process Outsourcing Market By End-use
12.3 Europe
12.3.1 Eastern Europe
12.3.1.1 Eastern Europe Recruitment Process Outsourcing Market By Country
12.3.1.2 Eastern Europe Recruitment Process Outsourcing Market By Type
12.3.1.3 Eastern Europe Recruitment Process Outsourcing Market By Enterprise Size
12.3.1.4 Eastern Europe Recruitment Process Outsourcing Market By Service
12.3.1.5 Eastern Europe Recruitment Process Outsourcing Market By End-use
12.3.1.6 Poland
12.3.1.6.1 Poland Recruitment Process Outsourcing Market By Type
12.3.1.6.2 Poland Recruitment Process Outsourcing Market By Enterprise Size
12.3.1.6.3 Poland Recruitment Process Outsourcing Market By Service
12.3.1.6.4 Poland Recruitment Process Outsourcing Market By End-use
12.3.1.7 Romania
12.3.1.7.1 Romania Recruitment Process Outsourcing Market By Type
12.3.1.7.2 Romania Recruitment Process Outsourcing Market By Enterprise Size
12.3.1.7.3 Romania Recruitment Process Outsourcing Market By Service
12.3.1.7.4 Romania Recruitment Process Outsourcing Market By End-use
12.3.1.8 Hungary
12.3.1.8.1 Hungary Recruitment Process Outsourcing Market By Type
12.3.1.8.2 Hungary Recruitment Process Outsourcing Market By Enterprise Size
12.3.1.8.3 Hungary Recruitment Process Outsourcing Market By Service
12.3.1.8.4 Hungary Recruitment Process Outsourcing Market By End-use
12.3.1.9 Turkey
12.3.1.9.1 Turkey Recruitment Process Outsourcing Market By Type
12.3.1.9.2 Turkey Recruitment Process Outsourcing Market By Enterprise Size
12.3.1.9.3 Turkey Recruitment Process Outsourcing Market By Service
12.3.1.9.4 Turkey Recruitment Process Outsourcing Market By End-use
12.3.1.10 Rest of Eastern Europe
12.3.1.10.1 Rest of Eastern Europe Recruitment Process Outsourcing Market By Type
12.3.1.10.2 Rest of Eastern Europe Recruitment Process Outsourcing Market By Enterprise Size
12.3.1.10.3 Rest of Eastern Europe Recruitment Process Outsourcing Market By Service
12.3.1.10.4 Rest of Eastern Europe Recruitment Process Outsourcing Market By End-use
12.3.2 Western Europe
12.3.2.1 Western Europe Recruitment Process Outsourcing Market By Country
12.3.2.2 Western Europe Recruitment Process Outsourcing Market By Type
12.3.2.3 Western Europe Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.4 Western Europe Recruitment Process Outsourcing Market By Service
12.3.2.5 Western Europe Recruitment Process Outsourcing Market By End-use
12.3.2.6 Germany
12.3.2.6.1 Germany Recruitment Process Outsourcing Market By Type
12.3.2.6.2 Germany Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.6.3 Germany Recruitment Process Outsourcing Market By Service
12.3.2.6.4 Germany Recruitment Process Outsourcing Market By End-use
12.3.2.7 France
12.3.2.7.1 France Recruitment Process Outsourcing Market By Type
12.3.2.7.2 France Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.7.3 France Recruitment Process Outsourcing Market By Service
12.3.2.7.4 France Recruitment Process Outsourcing Market By End-use
12.3.2.8 UK
12.3.2.8.1 UK Recruitment Process Outsourcing Market By Type
12.3.2.8.2 UK Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.8.3 UK Recruitment Process Outsourcing Market By Service
12.3.2.8.4 UK Recruitment Process Outsourcing Market By End-use
12.3.2.9 Italy
12.3.2.9.1 Italy Recruitment Process Outsourcing Market By Type
12.3.2.9.2 Italy Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.9.3 Italy Recruitment Process Outsourcing Market By Service
12.3.2.9.4 Italy Recruitment Process Outsourcing Market By End-use
12.3.2.10 Spain
12.3.2.10.1 Spain Recruitment Process Outsourcing Market By Type
12.3.2.10.2 Spain Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.10.3 Spain Recruitment Process Outsourcing Market By Service
12.3.2.10.4 Spain Recruitment Process Outsourcing Market By End-use
12.3.2.11 Netherlands
12.3.2.11.1 Netherlands Recruitment Process Outsourcing Market By Type
12.3.2.11.2 Netherlands Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.11.3 Netherlands Recruitment Process Outsourcing Market By Service
12.3.2.11.4 Netherlands Recruitment Process Outsourcing Market By End-use
12.3.2.12 Switzerland
12.3.2.12.1 Switzerland Recruitment Process Outsourcing Market By Type
12.3.2.12.2 Switzerland Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.12.3 Switzerland Recruitment Process Outsourcing Market By Service
12.3.2.12.4 Switzerland Recruitment Process Outsourcing Market By End-use
12.3.2.13 Austria
12.3.2.13.1 Austria Recruitment Process Outsourcing Market By Type
12.3.2.13.2 Austria Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.13.3 Austria Recruitment Process Outsourcing Market By Service
12.3.2.13.4 Austria Recruitment Process Outsourcing Market By End-use
12.3.2.14 Rest of Western Europe
12.3.2.14.1 Rest of Western Europe Recruitment Process Outsourcing Market By Type
12.3.2.14.2 Rest of Western Europe Recruitment Process Outsourcing Market By Enterprise Size
12.3.2.14.3 Rest of Western Europe Recruitment Process Outsourcing Market By Service
12.3.2.14.4 Rest of Western Europe Recruitment Process Outsourcing Market By End-use
12.4 Asia-Pacific
12.4.1 Asia Pacific Recruitment Process Outsourcing Market By Country
12.4.2 Asia Pacific Recruitment Process Outsourcing Market By Type
12.4.3 Asia Pacific Recruitment Process Outsourcing Market By Enterprise Size
12.4.4 Asia Pacific Recruitment Process Outsourcing Market By Service
12.4.5 Asia Pacific Recruitment Process Outsourcing Market By End-use
12.4.6 China
12.4.6.1 China Recruitment Process Outsourcing Market By Type
12.4.6.2 China Recruitment Process Outsourcing Market By Enterprise Size
12.4.6.3 China Recruitment Process Outsourcing Market By Service
12.4.6.4 China Recruitment Process Outsourcing Market By End-use
12.4.7 India
12.4.7.1 India Recruitment Process Outsourcing Market By Type
12.4.7.2 India Recruitment Process Outsourcing Market By Enterprise Size
12.4.7.3 India Recruitment Process Outsourcing Market By Service
12.4.7.4 India Recruitment Process Outsourcing Market By End-use
12.4.8 Japan
12.4.8.1 Japan Recruitment Process Outsourcing Market By Type
12.4.8.2 Japan Recruitment Process Outsourcing Market By Enterprise Size
12.4.8.3 Japan Recruitment Process Outsourcing Market By Service
12.4.8.4 Japan Recruitment Process Outsourcing Market By End-use
12.4.9 South Korea
12.4.9.1 South Korea Recruitment Process Outsourcing Market By Type
12.4.9.2 South Korea Recruitment Process Outsourcing Market By Enterprise Size
12.4.9.3 South Korea Recruitment Process Outsourcing Market By Service
12.4.9.4 South Korea Recruitment Process Outsourcing Market By End-use
12.4.10 Vietnam
12.4.10.1 Vietnam Recruitment Process Outsourcing Market By Type
12.4.10.2 Vietnam Recruitment Process Outsourcing Market By Enterprise Size
12.4.10.3 Vietnam Recruitment Process Outsourcing Market By Service
12.4.10.4 Vietnam Recruitment Process Outsourcing Market By End-use
12.4.11 Singapore
12.4.11.1 Singapore Recruitment Process Outsourcing Market By Type
12.4.11.2 Singapore Recruitment Process Outsourcing Market By Enterprise Size
12.4.11.3 Singapore Recruitment Process Outsourcing Market By Service
12.4.11.4 Singapore Recruitment Process Outsourcing Market By End-use
12.4.12 Australia
12.4.12.1 Australia Recruitment Process Outsourcing Market By Type
12.4.12.2 Australia Recruitment Process Outsourcing Market By Enterprise Size
12.4.12.3 Australia Recruitment Process Outsourcing Market By Service
12.4.12.4 Australia Recruitment Process Outsourcing Market By End-use
12.4.13 Rest of Asia-Pacific
12.4.13.1 Rest of Asia-Pacific Recruitment Process Outsourcing Market By Type
12.4.13.2 Rest of Asia-Pacific Recruitment Process Outsourcing Market By Enterprise Size
12.4.13.3 Rest of Asia-Pacific Recruitment Process Outsourcing Market By Service
12.4.13.4 Rest of Asia-Pacific Recruitment Process Outsourcing Market By End-use
12.5 Middle East & Africa
12.5.1 Middle East
12.5.1.1 Middle East Recruitment Process Outsourcing Market By Country
12.5.1.2 Middle East Recruitment Process Outsourcing Market By Type
12.5.1.3 Middle East Recruitment Process Outsourcing Market By Enterprise Size
12.5.1.4 Middle East Recruitment Process Outsourcing Market By Service
12.5.1.5 Middle East Recruitment Process Outsourcing Market By End-use
12.5.1.6 UAE
12.5.1.6.1 UAE Recruitment Process Outsourcing Market By Type
12.5.1.6.2 UAE Recruitment Process Outsourcing Market By Enterprise Size
12.5.1.6.3 UAE Recruitment Process Outsourcing Market By Service
12.5.1.6.4 UAE Recruitment Process Outsourcing Market By End-use
12.5.1.7 Egypt
12.5.1.7.1 Egypt Recruitment Process Outsourcing Market By Type
12.5.1.7.2 Egypt Recruitment Process Outsourcing Market By Enterprise Size
12.5.1.7.3 Egypt Recruitment Process Outsourcing Market By Service
12.5.1.7.4 Egypt Recruitment Process Outsourcing Market By End-use
12.5.1.8 Saudi Arabia
12.5.1.8.1 Saudi Arabia Recruitment Process Outsourcing Market By Type
12.5.1.8.2 Saudi Arabia Recruitment Process Outsourcing Market By Enterprise Size
12.5.1.8.3 Saudi Arabia Recruitment Process Outsourcing Market By Service
12.5.1.8.4 Saudi Arabia Recruitment Process Outsourcing Market By End-use
12.5.1.9 Qatar
12.5.1.9.1 Qatar Recruitment Process Outsourcing Market By Type
12.5.1.9.2 Qatar Recruitment Process Outsourcing Market By Enterprise Size
12.5.1.9.3 Qatar Recruitment Process Outsourcing Market By Service
12.5.1.9.4 Qatar Recruitment Process Outsourcing Market By End-use
12.5.1.10 Rest of Middle East
12.5.1.10.1 Rest of Middle East Recruitment Process Outsourcing Market By Type
12.5.1.10.2 Rest of Middle East Recruitment Process Outsourcing Market By Enterprise Size
12.5.1.10.3 Rest of Middle East Recruitment Process Outsourcing Market By Service
12.5.1.10.4 Rest of Middle East Recruitment Process Outsourcing Market By End-use
12.5.2. Africa
12.5.2.1 Africa Recruitment Process Outsourcing Market By Country
12.5.2.2 Africa Recruitment Process Outsourcing Market By Type
12.5.2.3 Africa Recruitment Process Outsourcing Market By Enterprise Size
12.5.2.4 Africa Recruitment Process Outsourcing Market By Service
12.5.2.5 Africa Recruitment Process Outsourcing Market By End-use
12.5.2.6 Nigeria
12.5.2.6.1 Nigeria Recruitment Process Outsourcing Market By Type
12.5.2.6.2 Nigeria Recruitment Process Outsourcing Market By Enterprise Size
12.5.2.6.3 Nigeria Recruitment Process Outsourcing Market By Service
12.5.2.6.4 Nigeria Recruitment Process Outsourcing Market By End-use
12.5.2.7 South Africa
12.5.2.7.1 South Africa Recruitment Process Outsourcing Market By Type
12.5.2.7.2 South Africa Recruitment Process Outsourcing Market By Enterprise Size
12.5.2.7.3 South Africa Recruitment Process Outsourcing Market By Service
12.5.2.7.4 South Africa Recruitment Process Outsourcing Market By End-use
12.5.2.8 Rest of Africa
12.5.2.8.1 Rest of Africa Recruitment Process Outsourcing Market By Type
12.5.2.8.2 Rest of Africa Recruitment Process Outsourcing Market By Enterprise Size
12.5.2.8.3 Rest of Africa Recruitment Process Outsourcing Market By Service
12.5.2.8.4 Rest of Africa Recruitment Process Outsourcing Market By End-use
12.6. Latin America
12.6.1 Latin America Recruitment Process Outsourcing Market By Country
12.6.2 Latin America Recruitment Process Outsourcing Market By Type
12.6.3 Latin America Recruitment Process Outsourcing Market By Enterprise Size
12.6.4 Latin America Recruitment Process Outsourcing Market By Service
12.6.5 Latin America Recruitment Process Outsourcing Market By End-use
12.6.6 Brazil
12.6.6.1 Brazil Recruitment Process Outsourcing Market By Type
12.6.6.2 Brazil Recruitment Process Outsourcing Market By Enterprise Size
12.6.6.3 Brazil Recruitment Process Outsourcing Market By Service
12.6.6.4 Brazil Recruitment Process Outsourcing Market By End-use
12.6.7 Argentina
12.6.7.1 Argentina Recruitment Process Outsourcing Market By Type
12.6.7.2 Argentina Recruitment Process Outsourcing Market By Enterprise Size
12.6.7.3 Argentina Recruitment Process Outsourcing Market By Service
12.6.7.4 Argentina Recruitment Process Outsourcing Market By End-use
12.6.8 Colombia
12.6.8.1 Colombia Recruitment Process Outsourcing Market By Type
12.6.8.2 Colombia Recruitment Process Outsourcing Market By Enterprise Size
12.6.8.3 Colombia Recruitment Process Outsourcing Market By Service
12.6.8.4 Colombia Recruitment Process Outsourcing Market By End-use
12.6.9 Rest of Latin America
12.6.9.1 Rest of Latin America Recruitment Process Outsourcing Market By Type
12.6.9.2 Rest of Latin America Recruitment Process Outsourcing Market By Enterprise Size
12.6.9.3 Rest of Latin America Recruitment Process Outsourcing Market By Service
12.6.9.4 Rest of Latin America Recruitment Process Outsourcing Market By End-use
13 Company Profile
13.1 IBM Corporation
13.1.1 Company Overview
13.1.2 Financials
13.1.3 Product/Services/Offerings
13.1.4 SWOT Analysis
13.1.5 The SNS View
13.2 Randstad N.V.
13.2.1 Company Overview
13.2.2 Financials
13.2.3 Product/Services/Offerings
13.2.4 SWOT Analysis
13.2.5 The SNS View
13.3 Cielo, Inc.
13.3.1 Company Overview
13.3.2 Financials
13.3.3 Product/Services/Offerings
13.3.4 SWOT Analysis
13.3.5 The SNS View
13.4 ADP, Inc.
13.4.1 Company Overview
13.4.2 Financials
13.4.3 Product/Services/Offerings
13.4.4 SWOT Analysis
13.4.5 The SNS View
13.5 Hudson Global Inc.
13.5.1 Company Overview
13.5.2 Financials
13.5.3 Product/Services/Offerings
13.5.4 SWOT Analysis
13.5.5 The SNS View
13.6 Alexander Mann Solutions.
13.6.1 Company Overview
13.6.2 Financials
13.6.3 Product/Services/Offerings
13.6.4 SWOT Analysis
13.6.5 The SNS View
13.7 Manpower Group.
13.7.1 Company Overview
13.7.2 Financials
13.7.3 Product/Services/Offerings
13.7.4 SWOT Analysis
13.7.5 The SNS View
13.8 Pontoon Solutions.
13.8.1 Company Overview
13.8.2 Financials
13.8.3 Product/Services/Offerings
13.8.4 SWOT Analysis
13.8.5 The SNS View
13.9 Korn Ferry.
13.9.1 Company Overview
13.9.2 Financials
13.9.3 Product/Services/Offerings
13.9.4 SWOT Analysis
13.9.5 The SNS View
13.10 Allegis Group, Inc.
13.10.1 Company Overview
13.10.2 Financials
13.10.3 Product/Services/Offerings
13.10.4 SWOT Analysis
13.10.5 The SNS View
14. Competitive Landscape
14.1 Competitive Benchmarking
14.2 Market Share Analysis
14.3 Recent Developments
14.3.1 Industry News
14.3.2 Company News
14.3 Mergers & Acquisitions
15. USE Cases and Best Practices
16. Conclusion
An accurate research report requires proper strategizing as well as implementation. There are multiple factors involved in the completion of good and accurate research report and selecting the best methodology to compete the research is the toughest part. Since the research reports we provide play a crucial role in any company’s decision-making process, therefore we at SNS Insider always believe that we should choose the best method which gives us results closer to reality. This allows us to reach at a stage wherein we can provide our clients best and accurate investment to output ratio.
Each report that we prepare takes a timeframe of 350-400 business hours for production. Starting from the selection of titles through a couple of in-depth brain storming session to the final QC process before uploading our titles on our website we dedicate around 350 working hours. The titles are selected based on their current market cap and the foreseen CAGR and growth.
The 5 steps process:
Step 1: Secondary Research:
Secondary Research or Desk Research is as the name suggests is a research process wherein, we collect data through the readily available information. In this process we use various paid and unpaid databases which our team has access to and gather data through the same. This includes examining of listed companies’ annual reports, Journals, SEC filling etc. Apart from this our team has access to various associations across the globe across different industries. Lastly, we have exchange relationships with various university as well as individual libraries.
Step 2: Primary Research
When we talk about primary research, it is a type of study in which the researchers collect relevant data samples directly, rather than relying on previously collected data. This type of research is focused on gaining content specific facts that can be sued to solve specific problems. Since the collected data is fresh and first hand therefore it makes the study more accurate and genuine.
We at SNS Insider have divided Primary Research into 2 parts.
Part 1 wherein we interview the KOLs of major players as well as the upcoming ones across various geographic regions. This allows us to have their view over the market scenario and acts as an important tool to come closer to the accurate market numbers. As many as 45 paid and unpaid primary interviews are taken from both the demand and supply side of the industry to make sure we land at an accurate judgement and analysis of the market.
This step involves the triangulation of data wherein our team analyses the interview transcripts, online survey responses and observation of on filed participants. The below mentioned chart should give a better understanding of the part 1 of the primary interview.
Part 2: In this part of primary research the data collected via secondary research and the part 1 of the primary research is validated with the interviews from individual consultants and subject matter experts.
Consultants are those set of people who have at least 12 years of experience and expertise within the industry whereas Subject Matter Experts are those with at least 15 years of experience behind their back within the same space. The data with the help of two main processes i.e., FGDs (Focused Group Discussions) and IDs (Individual Discussions). This gives us a 3rd party nonbiased primary view of the market scenario making it a more dependable one while collation of the data pointers.
Step 3: Data Bank Validation
Once all the information is collected via primary and secondary sources, we run that information for data validation. At our intelligence centre our research heads track a lot of information related to the market which includes the quarterly reports, the daily stock prices, and other relevant information. Our data bank server gets updated every fortnight and that is how the information which we collected using our primary and secondary information is revalidated in real time.
Step 4: QA/QC Process
After all the data collection and validation our team does a final level of quality check and quality assurance to get rid of any unwanted or undesired mistakes. This might include but not limited to getting rid of the any typos, duplication of numbers or missing of any important information. The people involved in this process include technical content writers, research heads and graphics people. Once this process is completed the title gets uploader on our platform for our clients to read it.
Step 5: Final QC/QA Process:
This is the last process and comes when the client has ordered the study. In this process a final QA/QC is done before the study is emailed to the client. Since we believe in giving our clients a good experience of our research studies, therefore, to make sure that we do not lack at our end in any way humanly possible we do a final round of quality check and then dispatch the study to the client.
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