What Talent Acquisition Service Providers Can Learn From The Airline Industry

Some top performing service providers in the HfS Blueprint on Talent Acquisition Services have considerably fewer customers than others, but this is expected as a new market develops to serve the workforce, not just HR and procurement functional objectives of cost-control and/or compliance. While some believe bigger alone is better, the Blueprint methodology specifically tries to inject some disruption into staid back office functional operations and traditional outsourcing models as we have known them.

 

 

While the HfS Blueprint axis is a helpful tool to understand where players fit with regard to market execution and innovation characteristics regardless of size, buyers selecting Talent Acquisition Service providers must read the details in each profile as to number of customers, employees, and partners to understand if they are likely to be a good fit for a request for proposal. These are certainly the factors we discuss in buyer inquiries on the topic. 

 

 

As all companies seek to grow and go global in any space, they have to ask themselves: is bigger better? Does it support a better customer experience? We specifically sought out those service providers serving multinational and global clients today for the Talent Acquisition Services report as labor shortages and workforce mobility is making talent a global issue, and we actually think that absolute size may not be better for the buying customer, particularly if it does not improve the candidate and employee experiences worldwide.