Permanent Recruitment - Procurement Best Practices & Sourcing Strategies
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Procurement Market Intelligence Report

Permanent Recruitment – Procurement Best Practices & Sourcing Strategies

Permanent Recruitment Market – Executive Summary, Market Analysis, Market Monitoring Insights, Procurement Best Practices, Supplier Analysis

1. Executive Summary
1.1. Global Industry Outlook
1.2. Supply Market Outlook
1.3. Maturity of Suppliers & Buyers
1.4. Category Opportunities & Risks
1.5. Negotiation Levers
1.6. Talking Points: Permanent Recruitment
1.7. Impact of COVID-19 Pandemic
1.8. COVID Section
2. Market Analysis
2.1. Global Industry Trends
2.2. Technology Trends
2.3. Global Drivers and Constraints
2.4. Industry Outlook
2.5. Regional Market Outlook
2.6. Porter’s Five Forces Analysis: Developed Countries
2.7. Porter’s Five Forces Analysis: Emerging Countries
3. Market Monitoring Insights
3.1. Cost Structure Analysis
3.2. Cost Analysis and Expected Savings
3.3. Cost Breakup
3.4. Cost Savings from Recruitment Process Outsourcing
3.5. Pricing Analysis: Price Forecast
4. Procurement Best Practices
4.1. Case Studies
4.2. Sourcing Models: RPO Services
4.3. Sourcing Strategy
4.4. Sourcing Models: Comparative Analysis
4.5. Sourcing Models: Pros and Cons
4.6. Pricing Models: Comparative Analysis
4.7. Regional Pricing Best Practices
4.8. Cross-industry Sourcing Model Adoption
4.9. Key Success Factors for RPO Implementation
4.10. Key Services-based KPI and SLA Components
4.11. Supplier Selection Criteria
4.12. Key Negotiation Opportunities
5. Supplier Analysis
5.1. Supplier Market Outlook
5.2. Key Global Suppliers
5.3. Key Regional Suppliers
5.4. Key Suppliers by Country/Region
5.5. Key Suppliers: Profiles
5.6. Purchasing Process: RFP/RFI Questionnaire
5.7. Sustainability Initiatives

What is the current valuation of the permanent recruitment market, and what is the projected growth by 2028?


The market is anticipated to grow to nearly $261 billion by 2023 on a forecast compound annual growth rate (CAGR) of 6% by 2028 when research expects it to reach about $345 billion.


Which are the most influential factors shaping the growth of the permanent recruitment industry?


Rising demand for skilled professionals, the development of technologies, and changes in the global workforce contribute to the market growth.


What is the regional scope of the permanent recruitment market?


A mature market includes the United States, the United Kingdom, Japan, and Western European nations made up of well-defined regulatory frameworks. The countries are medium-maturity markets and include Australia, China, India, the UAE, and Eastern European nations because of the demand for permanent recruitment services.


Permanent Recruitment Market Size


A notable shift in the context of the recruiting landscape is witnessed in the global industry, as pointed out in the permanent recruitment procurement market research report by ELINT Market Research. The global permanent recruitment market, valued at an estimated $261 billion in 2023, is projected to grow strongly at a forecast CAGR of 6% through to 2028. This robust growth will uplift the $345 billion-strong industry by 2028. Vital statistics point to a thriving sector trajectory, clearly indicative of high demand for skilled talent across industries, and permanent recruitment is one of them.


Real-world stories of success from the field also stand by the promise for the future: the trend is upward, and more companies invest in permanent hiring solutions. Because there is so much value in acquiring a stable and skilled workforce, organizations increasingly seek permanent recruitment services from a more strategic perspective for obtaining top talent. The permanent recruitment market emerges as a beacon of resilience and growth to foster an upward spiral for employers and job seekers as we ride along the evolving dynamics of the global job market.


Market Definition 


The permanent recruitment market refers to the specific section of the recruitment industry that engages in sourcing, screening, and recruiting candidates for permanent placement into organizations. Candidates are sourced through various channels like job boards, social media, and professional networks and undergo a strict screening procedure considering their skills, experience, and fitment in the permanent role.


Permanent Recruitment Market Drivers


  • Economic Trends: The trend of permanent recruitment is influenced in a big way by the financial state. When the economic growth of any state increases, the organizations grow, bringing more requirements for skilled employees.


  • Global Talent Pool: Global talent has been developed by talent globalization, which has further broadened recruitment reach. Now, the firms could access a pool of diverse candidates from different geographical locations, thus building inclusive and globally competitive teams.


Permanent Recruitment Market Challenges


  • High Competition: There is high competition in the various permanent recruitments from online and offline platforms, including multiple recruitment agencies and in-house HRs.


  • Evolving Job Market Dynamics: Dynamic changes in the job market about industry trends, changes, and technology applications are taking place quickly, and it’s becoming increasingly complex for recruiters to cope with the skill requirements.


Permanent Recruitment Market Opportunities


  • Remote Work Revolution: One of the most significant opportunities that the revolution in remote work will avail is allowing talent acquisition, not fixed by location. Now, flexibility in work arrangements is increasingly becoming a critical factor in attracting talent pool.


  • Data-Driven Decision Making: Leverage data analytic tools in the recruitment process to gain insights into candidate preference, market trends, and performance metrics. Therefore, the approach to permanent recruitment is enhanced with efficiency and effectiveness adopted from such data-driven decision-making approaches.


Permanent Recruitment Market Segmentation


  • Industry Verticals: Based on industry verticals, the research report classifies the market into IT and telecommunications, healthcare, finance, manufacturing, and more.


  • Job Levels: In terms of job levels, the research report segments the market into entry-level, mid-level, and senior executive positions.


  • Geographical Regions: Regarding geographic reach, the research report divides the market into Europe, Asia Pacific, North America,  Latin America, the Middle East, and Africa.


Regional Outlook of the Permanent Recruitment Market


The United States, the United Kingdom, Japan, and various Western European countries stand at the front, highly matured markets. They indicate strong economies, a focus on skilled labor, and the ability to focus on permanent placements, providing a competitive and evolved landscape for the permanent recruitment market within clearly defined regulatory environments and structured infrastructural framework. Companies identify and recruit best-in-class professionals through the mature recruitment infrastructure complemented by an overabundance of qualified candidates.


On the other hand, markets with medium maturity, like Australia, China, India, the United Arab Emirates (UAE), and Eastern European countries, are dynamically growing in the permanent recruitment market. It provides an increasing demand in the markets for permanent recruitment services derived from an expansive industry and dynamic business landscape. In this regard, Australia’s strong economy and the value it places on an inventive workforce have led to a high demand for skilled talent. China and India note increased recruitment activity due to their status as emerging economic superpowers. With the industries stabilizing in eastern European countries going through financial transitions, it has become clear that the focus is shifting towards retaining employees as permanent workers.


Impactful Cost Component in the Permanent Recruitment Market


Certain business entities require 100% efficiency in permanent recruitment; hence, it becomes crucial to understand the cost components. The cost components of sourcing and screening are 28.33% of the total. It will assist in managing this cost through a strategic approach that will ensure financial prudence and elevate the recruitment process’s overall effectiveness. Improvement in sourcing and screening efforts is needed for organizations to make every hire count and draw more out of their permanent recruitment spend as they consider alternative methods.


Pricing Outlook of the Permanent Recruitment Market


An understanding of the models in place and the complexity of pricing associated with the market will enable one to determine navigation within it. The industry generally believes that the variable pricing model is dominant, along with the management fee pricing model. Each of them has its share of advantages and considerations. While the variable pricing-based model aligns the costs with the scale of recruitment activities, providing flexibility, the management fee-based pricing model offers an assured and stable way for businesses to plan their budgets effectively.


Emerging Engagement Strategies of the Permanent Recruitment Market


More innovations in engagement strategies are arising for organizations to remain competitive in the changing world of permanent recruitment. Other than the above strategies, two distinctive transformation strategies are Multi-country and Blended Recruitment Process Outsourcing (RPO). An organization through a multi-country RPO will help reach varied talent pools between geographical boundaries and create a globalized workforce. At the same time, Blended RPO smoothly brings together in-house and outsourced resources for optimized efficiency and adaptability.


Contract Period in the Permanent Recruitment Market


On average, contracts in this market are generally over three years, giving businesses a tenure to build and refine their talent acquisition processes. This medium-term commitment allows a company to keep a lasting relationship with its recruitment partners, ensuring that the partnership remains in which they work together for each other’s benefit. The balance in the contract period and organizational goals is essential for the business to continue to do well in sustaining itself in today’s competitive environment.


Negotiation Factors in the Permanent Recruitment Market


Effective negotiation within this arena of permanent recruitment involves critically addressing factors that extend far beyond traditional cost considerations. One of the significant issues is integrating the workforce, where seamless integration of new hires into the existing organizational setup is necessary for long-term success. Moreover, financial prudence is exercised as it negotiates on the higher volume of hire rebates for businesses to ensure the best returns for their investments in hiring.


Leading Players in the Permanent Recruitment Market


Some of the most active players in the permanent recruitment market are Wilson HCG, Korn Ferry Futurestep, Cielo, Alexander Mann Solutions, PeopleScout, Allegis Global Services, Randstad, Manpower Group, Hays, Seven Step, IBM Kenexa, Hudson RPO, Yoh, Agile – 1, Kelly OCG, Lorien, Budge Recruitment, Quarsh, Retinue, PeopleFluent, World Concert, Wizmatrix, Talent 2, CXC Global, Resource Solutions, NES Global Talent, RPO Africa, Adcorp, M Squared, RPO Services SA, Adogreen Recruitment, HR Pulse, CA Global.

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