New Research from Everest Group Quantifies Business Impact of Recruitment Process Outsourcing

BROOKFIELD, WI – September 18, 2012 – According to a new report from global research and advisory firm Everest Group, recruitment process outsourcing (RPO) has evolved to what it describes as RPO 2.0 to address the new challenges facing HR leaders in making business impact through their talent acquisition and management practices.

The paper, RPO 2.0 – Paradigm Shift in RPO Value Proposition, challenges RPO buyers and providers to no longer solely rely on process efficiencies as a measure of solution success. The next generation of recruitment partnerships – RPO 2.0 – builds on the efficiency foundation, but focuses on increasing the rate of internal hiring, reducing new hire attrition and reaching out to new, non-traditional talent pools to enable organizations to react quickly to rapidly changing marketplaces. The report shares examples and case studies where RPO 2.0 is already being delivered and concludes that it is providing up to 20% more financial value than traditional models.

“HR leaders are required to drive true business results in addition to their traditional role as a support function,” states Rajesh Ranjan, vice president of business process outsourcing research at Everest Group. “Perhaps the greatest advantage that RPO 2.0 can provide is to turn the dream of aligning workforce planning with overall business strategy into a reality.”

According to Sue Brooks, managing director of talent management specialist, Ochre House, which co-sponsored the research with its international partner Pinstripe, Inc., “The RPO industry, rightfully so, is moving away from just addressing immediate recruitment needs. Industry leaders are focusing on ahead of the curve architecture, wherein strategic workforce planning, employment branding and talent communities are employed to build effective and integrated internal and external pipelines to support critical roles within the organization.”

“Everest Group’s research points to what we have recognized as a building trend in the last three years. The RPO market is growing rapidly as buyers become more sophisticated, wanting more strategic support than is offered by many traditional RPO providers,” added Sue Marks, CEO of Pinstripe. “Growth oriented talent strategies are high priorities for CEOs. The pressure is on for providers to excel at the table-stakes of RPO 1.0, master the strategic requirements of RPO 2.0 and already reach to the future, defining RPO 3.0 and beyond.”

Ochre House and Pinstripe hosted a webinar featuring Everest Group’s Rajesh Ranjan to discuss the report findings. You can access the on-demand version of the webinar and your free copy of RPO 2.0 - Paradigm Shift in RPO Value Proposition here: http://resources.pinstripetalent.com/EverestRPO2point0webinar.html

About Ochre House
Drawing on more than 15 years' experience, Ochre House is a major international player in recruitment outsourcing and the wider talent management field. Named by top outsourcing analysts NelsonHall as one of the world’s leading providers of full end-to-end recruitment process outsourcing, Ochre House focuses on all key aspects of the talent pipeline – engagement, development and retention – to deliver Total Workforce Management. More information on Ochre House is available at www.ochrehouse.com

About Pinstripe Inc.
Pinstripe, Inc. is the nation’s leading pure-play recruitment process outsourcing (RPO) provider. Pinstripe delivers customized solutions that help clients align talent strategies to business objectives. Consistent with Pinstripe’s brand promise WE BECOME YOU™, dedicated recruitment teams act as an extension of the human resources function, providing a tailored candidate experience reflective of the client’s brand, values and culture. Pinstripe primarily services clients in the healthcare, advanced manufacturing, financial services, and technology industries. For more information, please visit www.pinstripe.com or engage with us on LinkedIn, Facebook, Twitter, YouTube or our blogs.