Solution: Recruiter On-Demand

London College of Fashion: Finding the Perfect Professor for a Vibrant New Enterprise

Posted on by akessler
London College of Fashion: Finding the Perfect Professor for a Vibrant New Enterprise

London College of Fashion: Finding the Perfect Professor for a Vibrant New Enterprise

PeopleScout helped the London College of Fashion find a one-of-a-kind professor to support their new research center.

Situation

As part of the University of the Arts London (UAL), London College of Fashion has been nurturing creative talent for over a century. They offer courses in all things fashion, from business to design and fashion curation.

LCF’s newly established Center for Fashion Business & Innovation Research operates at the intersection of fashion business and the economy, culture and society. To successfully launch the program, they needed a professor who could lead the direction of research, funding and collaboration.

They engaged PeopleScout to provide a shortlist of high-caliber candidates to set the direction of the center.


Solution

We took an in-depth, face-to-face brief and from this created a candidate profile. Exhaustive research built an international target which they client approved before engagement commenced.

We developed a unique approach to find candidates with the following characteristics:

  • Professors could come from different disciplines but would need relevant research interests aligned with the new center.
    • Our approach: Extensive international candidate research to ensure they met the criteria.
  • Professors needed experience in motivating and mobilizing other researchers.
    • Our approach: All candidates were consulted on their Research Excellence Framework (REF) and coordination experience.
  • London College of Fashion has a leadership team that is open, creative and generous. This Professor would need to thrive in that culture.
    • Our approach: All candidates were consulted on their leadership style and culture preferences to ascertain their fit.

Throughout our sourcing engagement, strong, professional relationships were fostered with each candidate, ensuring they had an excellent experience whether they applied or not. Regular reports and calls occurred weekly to ensure the client was fully informed and could contribute to the direction of activity.

Results

Our comprehensive solution created results the client was delighted with:

  • 16 final applications
  • Four shortlisted for interview & assessment
  • One offer accepted

The successful candidate was a referral from another passive candidate on the target list. If we hadn’t formed this relationship, she wouldn’t have been aware of the opportunity.

At a Glance

  • COMPANY
    The London College of Fashion
  • INDUSTRY
    Higher Education
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
  • ABOUT THE LONDON COLLEGE OF FASHION
    The London College of Fashion offers undergraduate and postgraduate study, short courses, study-abroad courses and business training in fashion and related topics.
Let’s Connect

Fife Sports and Leisure Trust: Sourcing a Brilliant Female CEO

Posted on by akessler
Fife Sports and Leisure Trust: Sourcing a Brilliant Female CEO

Leadership Search

Fife Sports and Leisure Trust: Sourcing a Brilliant Female CEO

With the CEO of Fife Sports and Leisure Trust retiring within a month, PeopleScout delivered executive search for an experienced, dynamic and strategic leader who hit the ground running.

Situation

The Fife Sports and Leisure Trust (FSLT) manages and operates 14 leisure facilities on behalf of Fife Council. They’re one of the largest employers in the town with 550 staff. Their mission is improving health and wellbeing across Fife, Scotland, offering facilities for people of all abilities.

The CEO of FSLT announced his retirement and the organization needed to recruit a leader quickly. The new CEO would need to foster good relationships with the Council and balance the social and economic purposes of the organization to develop a sustainable leisure service. This meant finding further funding and delivering a long-term vision for FSLT, after coming back from a whole industry closure during the COVID-19 in 2020.

Finding senior strategic leaders to lead FSLT through an important stage in their history meant recruiting a current Managing Director or CEO who had held profit and loss accountability for a leisure service. There are a finite number of leisure trusts in the UK, so it was vital to present this fascinating opportunity to the sector in a highly engaging manner to attract the highest-caliber candidates.

Solution

FSLT engaged PeopleScout to find this unique individual.

We took a detailed brief from the outgoing CEO, and it became very clear that FSLT needed an accomplished new leader capable of creating an immediate impact. We searched the entire UK, engaging with the CEO at Community Leisure UK, the industry association, who shared the role within her network. It’s a close-knit community and the Trust has a good reputation.

We leveraged this expertise in the sector to ensure we had a comprehensive shortlist of the most recommended professionals.

Results

We achieved:

  • 72% engagement amongst passive candidates
  • Four candidates were invited for interview (three men and one woman)
  • Two candidates were invited for second interview (one man and one woman)
  • The female candidate appointed to the role

At a Glance

  • COMPANY
    Fife Sports and Leisure Trust
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
  • ABOUT FSLT
    Fife Sports and Leisure Trust was established is a non-profit organization responsible for the operational management, delivery and development of Fife Council’s sports and leisure facilities.
Let’s Connect

Bristol City Council: Recruiting a Leader at the Heart of a Mayor’s Vision

Posted on by akessler
Bristol City Council: Recruiting a Leader at the Heart of a Mayor’s Vision

Leadership Search

Bristol City Council: Recruiting a Leader at the Heart of a Mayor’s Vision

Bristol City Council engaged PeopleScout to search for a strategic leadership role to advance their housing plan.

Situation

Bristol City Council’s Housing Delivery Plan identified a need for 800 new affordable homes per year. The Housing Strategy and Enabling Manager provides the strategic leadership to develop, enable and deliver this ambitious annual program.

This role is all about affordable housing strategy across the public and private sectors. The Council engaged PeopleScout to find a professional who could build great relationships in both areas and work collaboratively with partners and local communities. A persuasive advocate of the need for more homes to meet real human needs—today and tomorrow.

Solution

We were looking for an individual with Finding an impressive professional working at the scope and scale of a large authority was the key challenge. This person had to hit the ground running in a new structure.

The hiring manager brief highlighted three essential search criteria:

  • Detailed knowledge of housing and planning legislation in local authority and housing association sectors; a qualified Chartered Town Planner (RTPI) or Chartered Surveyor (RICS) with membership in a relevant association.
  • Proven leadership track record in a local authority, housing association or housing organisation
  • Exceptional stakeholder management skills to advocate for the housing sector at a local, regional and national level

Candidates who met the first two criteria were numerous but most lacked the senior stakeholder experience. So we searched at a national level, positioning Bristol as a city where people could make a real impact on reducing inequality through housing strategy.

This message resonated, and we found good levels of gender diversity in the field. The final shortlist of four had a 50/50 male to female ratio.

Results

We found healthy numbers of potential candidates in similar roles in other councils and housing associations. Despite the relocation obstacle, a shortlist of four candidates was created, and the role was filled with one outstanding leader.

At a Glance

  • COMPANY
    Bristol City Council
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
  • ABOUT BRISTOL CITY COUNCIL
    Bristol City Council is the local authority of Bristol, England, consisting of 34 wards and 70 elected councillors.
Let’s Connect

How RPO Supports Business Growth in Europe

Posted on by akessler

For the past few years, the recruitment and staffing industry have been under constant pressure to reevaluate their service delivery strategies. Despite the recent turbulence we’ve been experiencing due to COVID-19, recruitment process outsourcing (RPO) offers organisations the opportunity to augment their recruitment functions to support growth in other regions.

Business Growth in Europe

For the past 10 years, the offshoring market in countries like Poland has been an increasingly large component of the global business operations. Offshoring certain business functions offers savings, and enterprises have become more comfortable with managing remote teams—whether through an outsourced provider or their own offshore service centers.

In addition, global businesses are looking to other countries to access a wider, well-educated and experienced talent pool. Some jobs require highly skilled talent, and in order to fulfill all their requirements, expanding to a new region—and acquiring the best skills at a lower operating cost—will become a kay component of organisational resilience going forward.

5 Ways RPO Can Support Your European Expansion

Europe is made up of 44 countries, all with their own distinct traditions and languages. A homogenous approach won’t delivery against your European talent acquisition goals. An EMEA RPO partner can help you navigate these differences and find talent as rich as the cultures this continent has to offer. 

Here are five ways a global RPO partner can help your organisation expand in Europe.

  1. Access local recruitment expertise. With a regional presence and experience, your RPO partners can provide insights into local labour markets and what matters to talent in different areas of expertise or the region.
  2. Expand your talent pool. Whether you’re opening a new factory or looking for top software engineers, RPO can open up a whole new pool of talent for your organisation.
  3. Gain efficiency and agility. Access to flexible teams and leading recruitment technology means your RPO can help optimise your processes and reduce the burden on local hiring managers.
  4. Adapt your approach to cultural nuances. Global RPO partners have multilingual teams who can tailor your recruitment processes to account for the location and role.
  5. Ensure compliance. Each country has its own recruitment regulations and laws, and an RPO partner can help you stay compliant and mitigate risk.

Need an RPO Partner in Europe?

Looking for help with talent acquisition in Europe? Contact us to learn more about our talent acquisition solutions in EMEA.

Hiring Solutions for Healthcare Providers with Krista Sullivan de Torres

Posted on by jpatel

As organizations around the globe confront talent scarcity challenges, even the most seasoned talent leaders find themselves in uncharted territory. This profile shares insights from PeopleScout Global Leader of Solutions Design, Krista Sullivan de Torres. Krista is a seasoned professional with more than a decade of human resources and talent acquisition experience. While Krista’s professional experience spans many industries, she has a passion for and deep expertise in healthcare recruitment. Her experience includes launching RPO programs for healthcare startup organizations, managing RPO operations for managed care, population health, behavioral health, and healthcare system clients. Krista’s specialties include global talent acquisition team design, talent acquisition operations, analytics and reporting, recruiting, sourcing and retention. Krista holds a bachelor’s degree in Mathematics from the University of California, Santa Cruz. 

Krista shared her insights about hiring solutions for healthcare providers from her home office in Florida. 

Ebook

How RPO Can Solve The Top Challenges In Healthcare Talent Acquisition

Access Ebook

What are some of the hiring challenges facing the healthcare industry right now? 

Prior to the COVID-19 crisis, there were already many challenges around healthcare hiring. We all hear about the shortage of nurses, but there’s also a shortage of clinicians across the board. Since the outbreak of COVID-19, we’ve seen an increased number of patients, so these shortages have become even more acute — particularly in the areas that have been hit hardest with the disease. In addition, some challenges arise when clinicians who have COVID-19 risk factors, or live with someone who does, are now unable or unwilling to work in order to protect themselves and their families — causing a large strain in hiring for these specialized roles.  

Hiring for a healthcare role, clinical or nonclinical, is much more difficult than hiring in many of the other essential industries right now. How and why is that? 

Regardless of whether we’re hiring for a role that is clinical or nonclinical, there are a lot of additional requirements for working in healthcare than there are in most other fields. If a candidate is going to be working directly with patients, particularly those that are most vulnerable, an extremely thorough background check is necessary to protect the safety of patients. So, rather than a traditional pre-hire online form and standard background check, healthcare candidates will undergo additional criminal history checks, fingerprinting and more. These critical checks tend to slow down the hiring process and can add a layer of complexity when we’re looking at the available workforce. 

Another factor affecting hiring is that a lot of people are a little afraid to work in the healthcare industry right now. As I mentioned earlier, people may be cautious about taking a job in healthcare in order to protect themselves or high-risk family members against COVID-19. In addition to there being a challenge in the number of candidates available to start, we are faced with the challenge of selecting the right people for the job and ensuring we have a pool of candidates who are excited and available to work during this unusual time.  

Lastly, a major factor we consider in the healthcare industry — particularly in a clinical setting — is ensuring healthcare workers are extremely customer-focused. We look for people who are very focused on the patient and the patient’s family. We’re facing challenges in the spike in the number of people who are severely ill, so ensuring we have workers who are correctly educating and caring for patients is of the utmost importance.  

What sort of hiring solution for healthcare providers are available right now? 

A lot of healthcare organizations are really trying to get creative during this critical hiring time due to the healthcare talent shortage. They’re looking to potentially bring back previously retired workers, flexing up hours for part-time associates and bringing in traveling nurses or clinicians to support them where their internal teams are at capacity. Many organizations are also interested in implementing a recruitment process outsourcing (RPO) solution to quickly get short-term support in locations that are particularly hard-hit.  

How do these RPO solutions work in practice? What are some of their benefits? 

That’s a great question. One of the many benefits of healthcare RPO is that we’re able to ramp up very quickly to meet client needs. For example, a client came to PeopleScout when they needed to rapidly scale up hiring to support their hospitals. We spoke with the client, came up with a solution and worked through the contracting phase all within three days. It helps that PeopleScout has a large team of clinical and nonclinical healthcare recruiters who are trained to know the industry and can identify high-quality candidates to get the pipeline filled quickly. 

When it comes to on-demand recruitment support, the beauty lies in rapid engagement and disengagement. Once immediate hiring needs are fulfilled, an RPO provider can pull recruiters back in-house and assign them to a new project. This is a great benefit for clients — they don’t need to deal with the stress of layoffs and furloughs because they’re able to engage and disengage experienced recruiters as needed.  

The most important thing right now is to keep everyone safe and healthy. What is the best kind of solution for that? 

One important way to keep people safe while still meeting critical talent needs is to use a virtual hiring solution for healthcare providers. PeopleScout has a bit of an advantage here because we were a virtually based culture even prior to the COVID-19 crisis, so many of our recruiters were already working from home. Our virtual solution allows us to conduct digital interviews — on-demand or live — so we can continue to safely service our clients without interruption. We’ve been able to effectively maintain — and in some cases exceed — productivity while also minimizing the risk for our clients, candidates and internal teams. 

Are there any final thoughts on hiring solutions healthcare providers you’d like to leave us with? 

We’re all going through a really challenging time right now and trying to support one another. We’re all in this together and PeopleScout is here to support our clients, candidates, teams and prospects in any way we can. 

Hiring Solutions for Essential Employers with Jessie McGowan

Posted on by jpatel

As organizations around the globe confront the challenges presented by the coronavirus (COVID-19) outbreak, even the most seasoned talent leaders find themselves in uncharted territory. We’re creating a mini-series with our experts here at PeopleScout about the issues that are most pressing during this uncertain time. 

This profile shares insights from PeopleScout Leader of Business Development in North America, Jessie McGowan. Jessie spends the majority of her time sharing our solution offerings with prospective clients, where she calls upon her years of experience leading a diverse portfolio of RPO client partners. 

Jessie shared her insights about hiring solutions for essential employers from her home in Charleston. 

A lot of people are feeling overwhelmed right now. What are you hearing from talent acquisition and HR leaders? In what ways and industries do those teams need support right now? 

There is a lot going on in all industries as we react to what’s happening in the world today with COVID-19. Mission critical industries like grocery, healthcare, logistics and other supply chain roles that hire drivers or selectors, manufacturing — specifically medical device — are seeing tremendous increases in their needs to find and hire qualified talent. And, unless they’re working with an RPO provider like PeopleScout that’s built to flex, they’re not going to have the adequate talent acquisition staff to meet the demands of the business.   

What are some easy ways essential employers can find that support? 

PeopleScout has a few offerings. One is Recruiter On-Demand (ROD) — where we provide a qualified recruiter to work as an extension of an organization’s team on an hourly basis. ROD can also be leveraged as a project approach, where an organization can have a provider support a certain function of their hiring process or a certain number of hires for a period of time. For instance, if you received 500,000 applications last week, how are you going to get through them? Unless you’ve already built a highly efficient automated process, a partner like PeopleScout can help improve that process for organizations. 

What do these solutions look like in practice? How are they implemented? 

Recruiter On-Demand can be deployed within about 24 hours. We have qualified recruiters with a wide range of domain experience like frontline or retail hiring, healthcare, manufacturing, drivers and IT. First, we assign the right fit recruiter and quote an hourly rate. Then, the organization provides our recruiter access to their applicant tracking system or system of record and an email address so that PeopleScout can become invisible to the candidate throughout the process.  

Our Recruiter On-Demand solution is simple and straight forward, and we work hard to keep it moving and efficient. Once we’ve landed on the business terms, we assign an engagement leader who will schedule what we call a “kickoff” with the client to document the process and discuss expectations. We’ve been doing this a long time, so we’ve built the process with the intention of keeping it really easy for talent acquisition leaders, and we’re able to launch it very quickly in a seamless manner. 

How do we use the solution in a way that keeps everyone, including employees and candidates, safe? 

That’s a great and timely question. Most of our recruiters worked from home even before the COVID-19 outbreak, so virtual work is part of the PeopleScout DNA. As a matter of fact, some of our most complex, high volume recruiting solutions are 98% virtual, where a very small subset of team members might sit together in a delivery center in Chicago, Charlotte or Toronto, for example.  

At PeopleScout, we have a lot of experience in building world-class virtual solutions that are designed to provide an exceptional candidate experience and deliver efficiency. We are able to advise talent leaders on utilization of digital interviewing tools such as texting or prerecorded voice or video. We also have our own proprietary tool, Affinix™ talent technology or we can advise a leader on what might be best for them and available in the market. We’re flexible and focused on getting talent acquisition leaders what they need to be able to deliver to their business and stakeholders, and we have a lot of experience, especially building a no-contact, virtual solution. We can source, qualify, schedule talent, offer positions, and even onboard new hires all virtually, over the phone or by utilizing technology. 

Can you talk a bit more about what a virtual solution looks like in practice? 

Our virtual interview management solution is designed to complement your existing hiring process and it can be set up in a matter of days. It would include process steps such as: 

  • Phone screening: includes on-demand and live options 
  • Video interviewing: includes on-demand and live options 
  • Scheduling tools: enables candidates to self-schedule available interview slots or be scheduled via recruiters’ assistance  
  • Results-based automated interview progression: allows you to define the criteria that determines whether to automatically advance candidates 
  • Feedback-driven advancement: creates settings based on recruiter rating and scoring criteria 

Interview notifications and updates can be pushed out to the candidate, so they understand at any given moment where they are in the interview process. And, hiring leaders can also see the progression of a candidate throughout the process. So, while at PeopleScout we’ve been supporting an essentially 100% virtual recruitment process for years now, we can appreciate that this is a new approach for many essential employers, and we can walk them through what to consider as they implement a virtual hiring solution. 

A lot of us are feeling a lot of stress and anxiety right now. What recommendations do you have for someone who is leading a talent acquisition team that feels like they’re in crisis? 

Sometimes it’s hard to see what the right plan might be when you’re dealing with the type of stress and anxiety that surrounds us these days. That’s where we can help. PeopleScout is highly consultative — by asking a few key questions, we can help a talent acquisition leader identify the right levers to pull to drive the result that they need. We’re happy to walk a potential partner through a quick diagnostic to see if we’re a fit and if we can be helpful. Sometimes, even if we’re not the right fit, just having the conversation can be helpful in getting down to the root of what talent leaders really need right now. And we’re happy to share our knowledge and be helpful, especially during these tough times. 

Are there any final thoughts you’d like to leave essential employers with today? 

The hope is that this is temporary. And that very quickly we’ll go back to solving more familiar talent acquisition challenges, like how to find more great people. But, at this time we’re poised to be flexible, and creative, to help solve the new problems we’re all dealing with today. 

Fife Council: Bringing Deeper Understanding to Fill Pivotal Role

Posted on by akessler
Fife Council: Bringing Deeper Understanding to Fill Pivotal Role

Fife Council: Bringing Deeper Understanding to Fill Pivotal Role

PeopleScout helped Fife Council source a new Head of Children, Families and Criminal Justice.

Fife Council brought the role of of the Head of Children, Families and Criminal Justice to PeopleScout a few months before the current incumbent was due to retire. The role is pivotal in shaping the future of children and families services in Fife, Scotland—an area where one in four children are living in poverty.

We were tasked with identifying individuals with a strong background in leading services within children and families social care and already on the social work register in England or Scotland, or able to register. The role covered a wide remit, including criminal justice, and had also been merged with the Chief Social Work Officer role.

Understanding and communicating the role’s interesting remit, combined with the social work and criminal justice elements, proved essential to successfully filling the role. The role could not be filled internally, and it was a challenging location to recruit for, making passive candidate engagement a much more viable option than advertising.

Solution

Research

Following preliminary research, a briefing with the Executive Director of Education and Children’s Services provided further context and insight into children and family services in Fife. A version of the Directorate Improvement Plan was also shared with us to bring the role and its challenges to life. It was agreed that the ideal candidate would be working in a similar role in a smaller Scottish local authority.

Strategy

Our search channels encompassed telephone, LinkedIn, referrals, CV databases and deep web searching. By using an intensive search for council documentation, and leveraging historical freedom of information requests, we were able to identify names of individuals who were otherwise absent from traditional sources—including other local authority websites.

We reached out to a list of candidates that matched the ideal candidate profile to showcase the role. Even with sourcing, 35% of individuals who engaged with us were not interested because of the location.

Results

From the candidates we identified, Fife Council appointed a new Head of Children, Families and Criminal Justice from a smaller Scottish local authority as per their ideal candidate profile. In the candidate’s own words, she was delighted to be offered the role and excited to be joining Fife Council. She also thanked PeopleScout for contacting her as she was not looking for a new role and would have never heard of this opportunity otherwise.

At a Glance

  • COMPANY
    Fife Council
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
  • ABOUT FIFE COUNCIL
    Fife Council is the local authority for the Fife area of Scotland and is the third largest Scottish council.
Let’s Connect

I was impressed with PeopleScout’s extent knowledge of what Fife Council was looking for and your ability from our conversations to absolutely understand what type of person we wished to recruit. The process found us candidates who would not have otherwise applied, and although there was still a small number of applicants, we were able to appoint a suitable candidate to the post. This was my first time in using this service and would consider it for future senior appointments.

Client Feedback

How the Skills of the Future Will Impact Enterprise Recruitment Teams

Posted on by epadmin

Technology is disrupting nearly every industry, at a pace that has never been seen before. As we shared in our earlier article on how to create a workforce equipped with the skills of the future, this pace of change means that employers need to take a proactive role in ensuring their workforce is prepared for this change. As in-demand skills shift towards prioritising complex problem solving, critical thinking, emotional intelligence and creativity, workforce leaders need to rethink the way they are acquiring talent.

We’ve explored the pending change of skills in the workplace and its impact on employees, but what does this mean for an in-house recruiting team? As roles are redefined and employers move from traditional job descriptions to skills-based definitions, traditional recruiting teams must learn to adapt.

In this article, we’ll examine the need to change the way jobs are defined and categorized to attract the right talent, how the shifting candidate experience drives continued focus on digital sourcing and recruiting strategies and what these changes mean to in-house recruiting teams.

Changing Skills in the Workplace and the Impact on Recruiting Teams

Jobs are being redefined, skills gaps are widening, which impacts the way recruiting teams must work to find the best candidates. How can internal recruiting teams that have traditionally been aligned to specific business units adapt to meet the needs of workforce 4.0?

  • Some companies are realigning their recruiting teams away from business units to talent segments, where they focus on recruiting for a specific skill set
  • Others are outsourcing select talent segments to RPO providers for additional support and expertise
  • Other employers are moving from job-based recruitment to skills-based recruitment

The shift towards aligning recruiters with specific skills creates a challenge for in-house recruiting teams, which may not have the bandwidth or ability to shift to this model. In-house teams are struggling to keep up with the pace when recruiting for a large variety of roles and skill sets, as the number of jobs being redefined to adapt to new skills increases. Analysis of some in-house client teams show time-to-hire is actually increasing as teams find difficulty with new skills and unique roles to fill.

The digitization of work is also having a major impact on recruiting. It’s difficult for enterprise recruiting teams to keep up with the pace of change in talent acquisition and HR technology. Recruitment teams have access to more technology, which should increase productivity and improve the quality of candidates. But in truth, it can be overwhelming. The HR technology marketplace is valued at more than $14 billion, and new technologies continue to enter the space. Tech & digital skills will become more in-demand amongst recruitment teams.

As employers continue to shift their recruiting processes to keep up with the pace of change, many are turning to outsourced providers, like RPOs, to help with talent segments they’re having trouble with. Partnering with an outsourced firm also brings access to improved talent technology. At PeopleScout, for example, our Affinix™ technology is equipped with AI, machine learning and predictive analytics tools that enable our clients to connect with the best talent faster. We are also continuously evaluating and implementing new tools and features, so our clients are on the cutting-edge of emerging technologies in the marketplace.

Changing Candidate Experience: Ways to Engage with Candidates Online

Employers need to contend with changing candidate expectations in addition to adapting their jobs for the skills of the future. Candidates today want benefits like flexible working hours and virtual work opportunities and have in-demand skills that translate across multiple job categories. And, candidates today have more options than ever. With very strong job growth and low unemployment in many of the world’s leading economies, it is becoming a more candidate-driven job market every day.

How do you find these candidates of the future? Employers need to shift their employment branding strategies to fit the digital era.

Many employers invest large amounts of time and money in their career sites and application process, however most candidates are not finding your career site organically and the application process is often still cumbersome and slow.

While it is critical for candidates to have a good experience when they hit your career site, you need to first find and reach candidates where they are. With the rise of Amazon and other personalized online retail experiences, candidates expect to be treated like a consumer throughout the recruiting process. Recruitment marketing tactics must evolve to meet these requirements, with career sites recommending jobs to candidates the way online retailers recommend products to consumers.

Developing candidate personas can help employers understand exactly who they are targeting. With the candidate in mind, you can develop targeted digital advertising campaigns, post positions on specialty job boards and develop recruitment marketing content to guide candidates through the application process.

It is also critical to closely monitor job rating sites. A poor candidate or employee experience can result in a loss of candidates due to negative reviews on sites like Glassdoor and Indeed. A positive review, on the other hand, can be more meaningful as it is coming straight from an unbiased individual, rather than a company career site.

The right talent acquisition technology tool can also help provide a superior candidate experience.

  • AI-enabled sourcing tools help recruiters find the best candidates faster.
  • A streamlined application process can allow candidates apply with just one click.
  • Personalized recruitment marketing tools like chatbots, SMS messages, email campaign and individualized landing pages provide candidates with the consumer-like experience they have come to expect online.

Why Turn to Outsourced Recruitment?

When enterprise recruiting teams are struggling to implement technology or source the right candidates for positions requiring new skills, some employers bring in a talent partner to focus on specific job functions or skillsets. Talent acquisition leaders are turning to RPO providers for their expertise in hard-to-source talent segments. They’re also looking for a partner who can bring the right technology to improve sourcing and hiring metrics. Learn more about PeopleScout’s RPO solutions.