Solution: Recruitment Process Outsourcing

Scaling Healthcare Recruitment in India: Meeting Regional Challenges with Local Solutions

Posted on by akessler
Scaling Healthcare Recruitment in India: Meeting Regional Challenges with Local Solutions

Healthcare Recruitment in India

Scaling Healthcare Recruitment in India: Meeting Regional Challenges with Local Solutions

Through a strategic healthcare recruitment initiative in India, PeopleScout delivered qualified multilingual talent for 220+ hearing clinics while maintaining less than 5% candidate drop-off rate.

Situation

A hearing care provider was looking to deepen its reach across India where it operates over 220 clinics, providing expert audiological services and a diverse range of hearing aids to customers with varying degrees of hearing loss.

The organization was encountering significant challenges in recruiting for customer-facing roles, especially in certain cities. These roles not only required professionals with strong service acumen but also with regional language proficiency to deliver personalized care. Given the diversity of the Indian landscape—linguistically and culturally—recruiting the right talent with the appropriate communication skills became a critical priority.

Simultaneously, the client was undergoing a restructuring of its sales and administrative delivery model, thereby requiring urgent, geography-specific hires to avoid any disruption in service continuity and sales performance.

The client needed a recruitment partner who could mobilize quickly, understand local hiring dynamics and execute with precision.

Solution

The client engaged PeopleScout to deliver targeted recruitment process outsourcing in India. Our team collaborated with the client’s HR and talent acquisition leaders to map out hiring demand by geography, clinic size and role type.

We were tasked with hiring for three key roles—customer service executives, customer advisors, and healthcare roles like audiologists—with specific requirements around language fluency, cultural fit and interpersonal skills. PeopleScout leveraged its deep network of recruiters across India, implementing a hyperlocal sourcing strategy and tapping into regional job portals, local social media groups and community networks.

Additionally, we conducted structured pre-screening assessments to ensure that candidates met both the soft skills and technical criteria. Throughout the process, we maintained seamless coordination with the client’s talent acquisition team, ensuring a positive candidate experience and minimizing drop-offs.

Results

Through this partnership, PeopleScout was able to accelerate the client’s hiring timelines, meeting and exceeding expectations for the swift placement of qualified talent in hard-to-fill geographies. We helped ensure uninterrupted operations at the clinic level, enhancing the client’s customer satisfaction levels.

Our proactive approach to candidate engagement and regional customization resulted in less than 5% candidate drop-off rate and consistently high feedback from the client’s hiring managers.

The strategic alignment between our delivery teams and the client’s evolving needs allowed us to expand our delivery—demonstrating our flexibility commitment, and value as a long-term talent partner. PeopleScout continues to scale its support for this client across India, delivering talent that aligns with the client’s mission of accessible, personalized hearing care.

At a Glance

  • COMPANY
    Medical Device Company
  • INDUSTRY
    Healthcare
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • LOCATIONS
    220 clinics across India
  • ABOUT THE CLIENT
    As part of a globally renowned hearing care conglomerate, the client is a pioneer in digital hearing aid technology with a strong presence across 29 countries and a workforce of 16,000 employees worldwide. Headquartered in Italy, the organization is dedicated to transforming lives through personalized hearing care solutions.
Let’s Connect

Bridging the Gap: Modular RPO for Hard-to-Fill Positions 

Posted on by akessler

The competition for skilled talent continues to intensify, with LinkedIn’s Global Talent Trends reporting that 76% of hiring managers struggle to find qualified candidates for their most challenging positions. This talent shortage affects organizations across industries, particularly when recruiting for roles requiring specialized knowledge, rare skill combinations, or experience in emerging fields. 

Many internal recruitment teams excel at handling standard hiring needs but face significant challenges with specialist or hard-to-fill positions. According to a recent McKinsey survey, 68% of talent acquisition leaders acknowledge limitations within their teams when tackling these difficult searches. Even well-resourced internal teams may lack the specialized networks, market insights and targeted approaches needed to successfully attract candidates for these positions. 

This is where modular RPO solutions offer strategic value. Unlike traditional full-service RPO (recruitment process outsourcing) models, modular RPO allows organizations to selectively outsource specific components of their recruitment process. This targeted approach enables companies to augment their in-house capabilities with external expertise precisely where they need additional support, while maintaining control over their broader recruitment strategy and employer brand. 

Build vs. Buy: The Case for Modular RPO  

Building in-house capabilities to handle all recruitment challenges involves substantial investment that may not deliver optimal returns. Organizations must consider whether dedicating internal resources to occasional hard-to-fill roles makes financial sense, especially when these specialized recruitment needs fluctuate. 

Modular RPO solutions provide a flexible alternative that complements existing recruitment teams. Benefits include: 

  • On-demand access to specialized expertise without increasing permanent headcount 
  • Scalable support that adjusts to hiring volume fluctuations 
  • Predictable fee structures for better budget management 
  • Ability to keep in-house recruiters focused on positions where they excel 

For challenging recruitment needs—particularly those that are intermittent or require specialized approaches—modular RPO delivers compelling value through faster hiring, higher-quality candidates and a cost structure that aligns with actual business demands. 

Use Cases for Modular RPO 

Understanding which roles or parts of your recruitment process would benefit most from modular RPO interventions, like PeopleScout Amplifiers™, is the first step toward an effective talent acquisition strategy. Here are just a few areas where an RPO partner can deliver value: 

In-Demand Technical Roles & Emerging Skill Sets with Limited Talent Pools 

Modular RPO solutions excel when it comes to sourcing positions in high-demand technical domains like software development, cybersecurity, data science and cloud architecture. This approach is particularly valuable when recruiting for emerging specialties with limited talent pools like quantum computing specialists, blockchain developers or AI ethics experts. 

These specialized roles require targeted sourcing strategies and access to niche communities. Rather than having your in-house recruiters spend extensive time finding and engaging passive candidates, consider outsourcing the sourcing stage through a modular RPO engagement. For example, PeopleScout’s Talent Sourcing solution provides dedicated recruitment specialists who identify qualified candidates and generate excitement about your opportunities. This delivers a personalized candidate experience while providing you with a curated list of qualified, enthusiastic applicants. 

Positions with Compliance Requirements 

Industries like healthcare, financial services and pharmaceuticals operate under strict regulatory frameworks that add complexity to the hiring process. Beyond finding qualified talent, recruiters must navigate industry-specific regulations and compliance requirements, as well as ensuring candidates have necessary certifications. Even in less regulated industries and high-volume hiring scenarios, recruiters are required to ensure confirm background checks and right-to-work document verification has been completed.  

Modular RPO solutions can target these specific administrative compliance tasks without requiring a full-scale outsourcing engagement. PeopleScout’s Recruiter On-Demand™ solution allows you to supplement your team with experienced project-based recruitment professionals. This solution can be implemented quickly for short-term needs, giving you targeted RPO benefits precisely where they’re needed in your recruitment process. 

Roles Requiring Specialized Assessment Solutions 

Positions that require unique assessment approaches—such as technical roles requiring coding tests or roles demanding simulation exercises—benefit from RPO providers with expertise in designing and delivering custom talent assessment solutions. These partners can create evaluation protocols that effectively measure both technical competencies and cultural fit. 

Assessment-focused modular RPO services can help organizations implement tailored evaluation methods. For example, PeopleScout’s Assessment Transformation helps organizations deploy talent assessments that not only enhance the recruitment experience for candidates but also accurately assess candidate capabilities. By outsourcing just this component of the recruitment process, you can enhance your ability to identify truly qualified candidates with the right skills and aptitudes. 

Strategic Advantages of Modular RPO 

Organizations that strategically leverage modular RPO gain a significant advantage in securing hard-to-find talent. By selectively enhancing your recruitment capabilities with specialized expertise exactly where needed, you can overcome persistent hiring challenges while maximizing the effectiveness of your internal team. 

Ready to transform your approach to hard-to-fill roles? Explore PeopleScout’s Amplifiers™ suite of modular RPO solutions, designed to provide targeted expertise exactly when and where you need it most.  

The Future of Early Careers: Preparing Our Children for Jobs That Don’t Exist Yet 

Posted on by akessler

By James Chorley, Talent Solutions Director 

My children are about eight to nine years away from entering the world of work. As a parent, it’s both exciting and daunting to think about the future careers of my children. With rapid advancements in technology and shifts in the global economy, the job market of today will undoubtedly look very different in 10 years when my kids are entering the workforce.  

While automation will displace many jobs, it will also create new jobs, generating significant benefits for businesses and economies by lifting productivity and economic growth. According to the World Economic Forum’s Future of Jobs Report 2025, by 2030, the creation of 170 million new jobs (14% of today’s employment), offset by the displacement of 92 million current jobs (8%), will result in net growth of 78 million jobs (7%). 

For organisations with early careers programmes, understanding these shifts is crucial. The pipeline of emerging talent will need different skills, experiences and expectations than previous generations in order to have the capabilities necessary drive organisational success in the coming decades. Here are some key insights into how the changing job landscape will impact early careers programmes, the types of roles that will emerge and how to prepare the next generation of talent. 

Jobs That Might Disappear 

As technology continues to evolve, several traditional roles are projected to decline significantly: 

  • Postal Workers: The rise of digital communication methods and automated sorting systems are already reducing the reliance on traditional postal services. The World Economic Forum identifies Postal Service Clerks among the fastest-declining roles in the job market. 
  • Print Journalists: The decline of print media and the shift towards digital news consumption has led to fewer opportunities for print journalists, with many news outlets now digital-first or entirely online. 
  • Community Banking: The increase in online banking, mobile banking apps and ATMs has reduced the need for in-person bank tellers. Bank Tellers are among the fastest-declining roles globally. 
  • Travel Agents: Online travel booking platforms and AI-driven travel assistants are making traditional travel agent roles less common. 
  • Taxi Drivers: The rise of ride-sharing apps like Uber and Lyft, combined with the development of autonomous vehicles, could significantly reduce the demand for traditional taxi drivers. 
  • Telemarketers & Customer Service Reps: AI-driven customer service and sales platforms, along with stricter regulations on telemarketing, are reducing the need for human telemarketers and customer service workers, often a common first job for many young professionals. 
  • Librarians: Digital libraries and online information resources are diminishing the need for traditional librarian roles, though there will still be a need for digital information specialists. 
  • Factory and Assembly Line Workers: Robotics and advanced manufacturing technologies are increasingly handling tasks that once provided steady employment for those entering the workforce without higher education. 
  • Data Entry Clerks: The World Economic Forum lists Data Entry Clerks among the jobs seeing the largest decline due to automation and AI advancements. 
  • Retail Cashiers: The rise of e-commerce and self-service kiosks in retail stores are diminishing these roles, which have historically provided flexible employment for students and recent graduates. 

Whilst some of these roles may not be considered ‘career roles’, they are an important step on the work ladder for early careers talent. Before I found my feet and whilst still deciding what I wanted to do, I had a number of temp roles doing data entry, customer service and telemarketing. Declining numbers in these roles that have historically served as steppingstones for early careers talent could have significant impact on early careers employees and employers. 

Impact on Early Careers Programmes 

The decline in these traditional entry-level roles presents significant challenges for early careers recruitment strategies: 

  • Shrinking Entry Points: Many traditional entry-level positions for graduates and school leavers are disappearing. This means fewer natural entry points into organisations, requiring companies to create more structured early careers pathways. 
  • Skills Gap Widening: As routine tasks become automated, the skills gap between education and employment is growing. Entry-level roles increasingly require more advanced technical skills and digital literacy from day one. 
  • Higher Expectations for Early Talent: With fewer administrative or process-driven roles available, early careers talent is expected to add value more quickly, often needing to demonstrate complex problem-solving and critical thinking skills immediately. 
  • Reimagining Work Experience: Companies must rethink work experience, internships and placement years to provide meaningful exposure to emerging technologies and future-focused skills that automation cannot easily replace. 
  • Increased Competition: As traditional entry points decrease, competition for remaining early careers opportunities intensifies, making employer branding and candidate experience more critical than ever. 

To address these challenges, early careers programmes must evolve. Talent acquisition leaders should consider creating rotational experiences that expose emerging talent to a variety of business functions, developing accelerated digital upskilling programmes, and establishing mentorship opportunities that help bridge the experience gap. 

Jobs That Will Significantly Change for Early Careers Talent 

According to McKinsey Global Institute, at least 30% of work activities that could be automated for about 60% of occupations. Rather than complete displacement, many entry-level and early career roles will undergo significant transformation. 

  • Junior Healthcare Professionals: The integration of telemedicine, AI diagnostics, and wearable health technology are changing how healthcare is delivered. Early careers talent will need to be comfortable with digital patient management systems and telehealth platforms from day one.  
  • Teachers and Educators: The rise of online education, virtual classrooms, and AI-driven personalised learning experiences are transforming teaching. New educators will need to be proficient in digital tools and platforms, incorporating technology into their teaching methods and focusing on facilitating learning rather than just delivering knowledge. 
  • Manufacturing and Production Workers: Technological advancements in AI, robotics, and automation will drive both job creation and decline, with manufacturing roles evolving to focus more on overseeing and maintaining automated systems. Early careers talent in this sector will need skills in robotics, programming and systems management rather than traditional manufacturing processes. 
  • Financial Graduates: AI and advanced analytics will handle much of the data processing and routine analysis that junior finance professionals typically managed. Early careers talent will need to focus on interpreting data and providing strategic insights rather than data gathering. The World Economic Forum notes that Fintech Engineers are among the fastest-growing jobs in percentage terms, representing a shift in early financial careers. 
  • Supply Chain Coordinators: With the rapid expansion of e-commerce, warehousing jobs have grown 61% in the last decade. At warehouses, depots, and logistics centres throughout the supply chain, there is a growing need for human workers with the skillsets necessary to manage a more complex, interconnected and tech-enabled supply chain.  

These changes highlight the increasing importance of digital literacy, adaptability and continuous learning for early careers talent. The traditional learning curve for new graduates is getting steeper, with expectations to contribute meaningfully to technology-driven processes from the beginning of their careers. 

Emerging Early Career Opportunities 

Much as technologies of the past have done, automation will create new entry-level occupations that do not exist today. Here are some promising examples of future job opportunities for early careers talent: 

  • AI and Machine Learning Specialists: According to the World Economic Forum, AI and Machine Learning Specialists are among the fastest-growing roles. Early careers talent looking to enter these professions need a strong background in computer science, programming, statistics and data analysis. Companies are increasingly creating graduate pathways specifically for these roles. 
  • Cybersecurity Analysts: The World Economic Forum ranks networks and cybersecurity among the top three fastest-growing skills. Entry-level roles in this field are expanding as organisations build security teams to protect expanding digital infrastructure. Early careers talent should focus on network security, ethical hacking, risk management and security compliance. 
  • Sustainability and Environmental Specialists: With 47% of employers expecting climate-change mitigation to transform their business in the next five years, organisations are creating early careers paths in sustainability. Entry-level roles supporting renewable energy engineers and environmental specialists represent growing opportunities for graduates with relevant knowledge. 
  • Data Analysts and Data Scientists: Big Data Specialists are among the fastest-growing jobs in percentage terms. Early careers programmes in this area are expanding rapidly, seeking talent with skills in data mining, statistical analysis, programming and data visualisation. 
  • Remote Work Support Specialists: According to the World Economic Forum, 83% of employers plan to provide more opportunities to work remotely, creating significant demand for professionals who can support distributed workforces. These roles represent new entry points for early careers talent with strong organisational skills and digital communication tools proficiency. 
  • Health and Wellness Coaches: Supporting employee health and well-being is becoming a strategic priority, with 64% of employers identifying it as key for talent attraction. Early careers talent with knowledge in nutrition, fitness, mental health awareness and coaching may find entry-level opportunities across sectors. 
  • Robotics Engineers: With 58% of employers expecting robotics to transform their business by 2030, early careers pathways are emerging for talent with skills in mechanical engineering, electronics, and programming. Graduate schemes specifically focused on automation and robotics are becoming more common. 
  • Virtual Reality (VR) and Augmented Reality (AR) Developers: LinkedIn data shows Game Designers and Game Developers grew by 58% and 40% respectively as the UK games sector hit record size during the pandemic. New entry-level positions for those with skills in 3D modelling, design and user experience are emerging. These roles often don’t require extensive experience, making them accessible to recent graduates. 
  • Sustainable Agriculture Technicians: The focus on climate change adaptation is driving innovation in food production systems, creating entry-level roles in agricultural technology. These positions offer opportunities for graduates interested in agricultural science, hydroponics, and sustainable practices.  
  • Blockchain Developers: Financial institutions and technology companies are developing entry-level pathways for those with knowledge of blockchain technologies. Early understanding of cryptography, programming, and distributed ledger technology can position graduates for these emerging roles. 
  • Drone Operators and Technicians: Industries from construction to energy are creating new positions to support drone operations, data collection and analysis. These roles provide early career opportunities in a growing field without requiring extensive experience. 
  • Genomic Counsellors: The growth in healthcare specialisations will continue to evolve as healthcare becomes more technology driven. Genetics, biology, and ethics will be areas of entry for early careers talent. 

For early careers programmes, these emerging roles represent opportunities to create specialised graduate pathways that attract top talent in competitive fields. Talent acquisition leaders should consider developing targeted recruitment campaigns that highlight these future-focused opportunities to differentiate their employer brand. 

Essential Skills for Early Careers Success 

As occupations evolve alongside increasingly capable machines, early careers talent will need to develop a range of skills that may not be emphasised in traditional education. For talent acquisition leaders, understanding these skills is crucial for designing effective assessment and development programmes: 

  • Digital Literacy: Beyond basic computer skills, early careers talent needs a strong understanding of digital tools, platforms, and concepts. The WEF report identifies AI and big data as the top fastest-growing skills, followed by networks and cybersecurity. Early careers programmes should incorporate digital assessments and training from day one. 
  • Critical Thinking and Problem-Solving: With routine tasks automated, analytical thinking remains the most sought-after core skill among employers, with seven out of 10 companies considering it essential. Assessment centres and selection processes should prioritise these capabilities over technical knowledge that can be taught. 
  • Adaptability and Lifelong Learning: The WEF report highlights that workers can expect 39% of their existing skill sets to become outdated by 2030. Early careers talent with demonstrated learning agility and curiosity will be better positioned to evolve with their roles. Graduate programmes should emphasise continuous development rather than fixed skill sets. 
  • Emotional Intelligence: As automation increases, uniquely human skills such as empathy, communication, and teamwork become more valuable. The WEF identifies resilience, flexibility, and leadership as among the most sought-after core skills. Early careers development should focus on these interpersonal capabilities alongside technical training. 
  • Environmental Awareness: Understanding sustainability issues is increasingly important across sectors. Environmental stewardship has entered the list of top 10 fastest-growing skills for the first time, driven by climate-change mitigation trends. Early careers programmes should incorporate sustainability awareness regardless of function. 

For talent acquisition leaders, these skill requirements necessitate a shift in assessment approaches. Moving away from traditional competency frameworks toward evaluating learning potential, adaptability, and critical thinking will be essential for identifying successful early careers talent. 

Reshaping Education & Early Careers Development 

McKinsey’s research suggests that by 2030, 75 million to 375 million workers globally will need to switch occupational categories. This has profound implications for how organisations approach early careers development and partner with educational institutions: 

  • STEM Subjects: Science, Technology, Engineering, and Mathematics subjects provide the foundation for many future roles. Early careers programmes should consider developing partnerships with universities to influence curriculum design and create clear pathways from STEM degrees into organisations. 
  • Interdisciplinary Approaches: LinkedIn data shows high demand for roles requiring a mix of technical and human skills. Graduate schemes that rotate early careers talent through both technical and commercial functions can develop this valuable blend of capabilities. 
  • Environmental Focus: With sustainability becoming business-critical, early careers programmes should incorporate green skills development regardless of function. This could include sustainability projects, environmental impact assessments, or dedicated learning modules. 
  • Ethics Understanding: As technology raises complex questions, early careers talent needs to understand ethical implications of business decisions. Development programmes should include ethical case studies and discussions, particularly for those working with advanced technologies. 
  • Accelerated Digital Upskilling: Rather than assuming tech and digital skills will develop over time, organisations should front-load technical training in early careers programmes to enable faster productivity and contribution. 

For talent acquisition leaders, this means reimagining traditional graduate development approaches. Annual intake models may give way to more frequent, specialised recruitment aligned to emerging skill needs. Development pathways will need to become more personalised, with greater emphasis on continuous learning rather than prescribed programmes. 

Preparing Emerging Talent for the Future 

The landscape for early careers talent is changing dramatically. Traditional entry-level roles are disappearing or transforming, while entirely new career paths are emerging. For talent acquisition leaders, this presents both challenges and opportunities to reimagine how organisations attract, develop and retain emerging talent. 

Success in this evolving environment requires a fundamental shift in approach—moving from standardised graduate programmes toward more agile, personalised development journeys that emphasise continuous learning and adaptability. Organisations that create clear pathways into emerging fields, develop innovative assessment approaches, and build strong educational partnerships will gain significant competitive advantage in the talent market. 

For the next generation entering the workforce, including our children, these changes promise exciting opportunities to build careers that may look very different from those that came before—careers that may not even exist yet. Our role as talent acquisition leaders is to help them navigate this uncertainty, providing early careers programmes that prepare both emerging talent and our organisations for a rapidly changing future. 

When it comes to advising my kids on their future and the subjects they want to follow, it’s not straightforward. But as my Auntie once told me, you’ll be surprised just how much you will learn from your children. Kids are curious, and they aren’t stuck in historical thinking and norms. Our job is to guide them and encourage them to stay curious as we watch the world change! 

Digital Sourcing Strategy and Centralization Reduced Time-to-Hire by 20%

Posted on by akessler
Digital Sourcing Strategy and Centralization Reduced Time-to-Hire by 20%

Retail RPO

Digital Sourcing Strategy and Centralization Reduced Time-to-Hire by 20%

A leading retailer needed to remake its application process, which was long and difficult for candidates. PeopleScout implemented a shortened, mobile-first application process and expanded the client’s sourcing strategy.

6,800 annual hires
85 % application conversion rate, up from 35%
20 % reduction in time-to-hirereduction in time-to-hire

Situation

A leading retailer engaged with PeopleScout to improve their application process. Despite having a well-known and well-loved consumer brand, the retailer relied on job boards to bring in candidates. The client’s application took 30 minutes to complete, and could not be completed on a mobile device, alienating or inconveniencing many job candidates.

The client knew it was losing a large portion of applicants because of its cumbersome application process. To apply, candidates needed access to a computer to fill out a 30-question application that took half an hour to complete—even for part-time positions.

The client engaged with PeopleScout, looking for a partner with technology and candidate experience expertise to remake the entire recruitment process in order to place the candidate at the center.

Solution

Expanded Sourcing Strategy

PeopleScout worked with the client to carefully craft an expanded sourcing strategy, including targeted digital recruitment marketing centered on attracting, engaging and converting candidates in online spaces. The strategy was focused on people who have an affinity for the client’s brand but may not be actively looking on job boards. Then, PeopleScout was able to drive those candidates to a quick, easy mobile apply process.

Mobile-first Apply

PeopleScout developed a mobile-first application designed to work easily through a smartphone and reduce candidate fall out. The new application is completed by all candidates, regardless of role.

Shortened Application

The new application includes just 11 questions on one page and takes less than eight minutes to complete. The client worked with PeopleScout to reduce the amount of information asked from candidates during the application stage in order to streamline the process.

Results

Half of Candidates Now Apply on Mobile

Nearly two-thirds (65.9%) of all candidates applying to this client now apply through a mobile device. Before working with PeopleScout, the client was excluding or at the very least inconveniencing a large portion of its talent pipeline.

Application Time Reduced From 30 Minutes to Less Than Eight

Applicants can consistently complete the application in eight minutes or less, with some candidates able to complete it in as little as six minutes.

Application Conversion Rate

The application conversion rate rose to 85% with the new shortened mobile application process. The rate for a traditional application is around 35%.

Broadened Talent Pipeline, Improved Candidate Quality and Shortened Time to Hire

The client no longer relies solely on job boards to build their pipeline and relies on a variety of sourcing strategies. This led to hiring of quality candidates, improving the slate-to-hire to one candidate hired for every 1.3 presented and shortened time-to-hire by more than 20%.

At a Glance

  • COMPANY
    Leading retailer
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES
    6,800

5 Signs It’s Time to Change Your RPO Provider 

Posted on by akessler

The global recruitment process outsourcing (RPO) market continues to grow as organizations seek more sophisticated talent acquisition solutions. But not all RPO partnerships deliver equal value. For experienced RPO buyers, recognizing when it’s time for a change can mean the difference between stagnation and transformational talent acquisition results.  

As the talent landscape becomes increasingly complex and competitive, organizations need partners who can not only execute on day-to-day recruitment needs but also drive strategic workforce innovation. The cost of staying with an underperforming provider extends far beyond missed hiring targets—it can impact market competitiveness, growth potential and bottom-line results. 

Here are five critical signs that indicate it’s time to find a new RPO partner: 

Sign #1: Underperformance in Core Metrics 

The most compelling reason to seek a new RPO provider is consistent underperformance in fundamental recruitment metrics. Too often we hear from employers about experiences they’ve had with other providers in which one thing was said during the sales pitch only to have the stakes change once the ink was dry. What begins as promises of transformative results often devolves into missed targets and shifting explanations. When core metrics consistently fall short, it signals a fundamental misalignment between provider capabilities and organizational needs. 

What to look for: 

  • Declining metrics in time-to-hire 
  • Rising early-stage turnover rates indicating poor candidate quality or fit 
  • Poor interview-to-hire ratios that waste hiring manager time and resources 
  • Decreasing hiring manager satisfaction scores and feedback about candidate quality 
  • Inconsistent reporting or attempts to redefine success metrics after implementation 

One retail organization discovered the impact of performance-guaranteed RPO when they switched providers to partner with PeopleScout. Through our partnership they experienced a two-day reduction in time-to-hire and improved sales performance by 7%, generating $3 million in cost savings through reduced vacancy costs and an additional $170 million in annual revenue. 

We’re offering organizations that switch their RPO engagement to PeopleScout guaranteed performance outcomes. Book your complimentary benchmarking session today to see how we stack up against your current provider. 

Learn More

Sign #2: Inflexible Cost Structures 

Many RPO providers rely on hybrid pricing models combining monthly management fees with cost-per-hire charges. This rigid structure can lead to inefficiencies and hidden costs. Organizations often find themselves paying premium rates during hiring slowdowns while still facing surcharges during peak periods.  

Red flags to watch for: 

  • High fixed monthly fees that don’t adjust with hiring volume 
  • Lack of transparency in invoicing 
  • Unexpected line-item charges that inflate total costs 
  • Fee structures disconnected from performance metrics 

PeopleScout offers truly variable cost structures with performance-based pricing—you only pay for actual hires. This ensures your recruitment costs scale naturally with your hiring demands, supported by transparent communication about any potential charges outside the standard agreement. 

The true value of an RPO partnership extends beyond the base program cost. Consider the financial impact of reducing time-to-hire by four days or decreasing early-stage turnover by 20%. Our experienced team works directly with clients to calculate potential ROI based on specific performance improvements. In some cases, we have even engaged our finance department to collaborate with clients in establishing concrete valuations of enhanced recruitment performance, ensuring you understand the full financial picture of your investment. 

Sign #3: Lack of Process and Technology Innovation 

In today’s digital-first recruitment landscape, outdated processes and technology can severely impact your ability to attract and secure top talent. Some providers undergo frequent operational changes or internal restructuring that limit their ability to invest in innovation. 

If you feel like you’ve been forced into cookie-cutter processes that don’t support your unique needs, it’s time for a change. 

Watch for these signs: 

  • Limited automation in candidate processing 
  • Poor candidate experience 
  • Basic reporting capabilities 
  • Lack of AI and machine learning integration 
  • Minimal investment in proprietary technology 

Affinix®, our proprietary total talent suite of AI-powered recruiting and reporting tools unites talent acquisition technology, automation and predictive analytics with candidate experience at the core. With a modular approach, our client can mix and match specific tools that align with their unique talent needs and enhance their existing tech ecosystem. Because it’s our proprietary technology, every feature of Affinix is shaped by our clients’ real-world recruitment challenges and designed to deliver tangible business impact. Recent advancements to Affinix, including more AI-powered capabilities, more flexible deployment options and greater insights, means we elevate our clients’ connection to top talent while helping them be more agile and resilient.  

Sign #4: Understaffed Delivery Teams 

The foundation of successful RPO programs lies in having adequate recruitment teams in place. We work with many clients who have worked with other RPO providers who ended up frustrated by chronically understaffed programs that can’t meet hiring demands. Some providers spread their recruiters thin across too many clients, compromising service quality and results. 

Warning signs include: 

  • Consistently missed hiring targets 
  • Slow response times to hiring managers 
  • Inability to handle volume spikes 
  • Sudden changes in team size without notice
  • High recruiter turnover 

Every PeopleScout client has a dedicated delivery team with appropriate bench strength, especially during critical periods like program implementation and peak hiring periods. Because PeopleScout recruiters, sourcers and program coordinators are only assigned to one client, our clients actually get to know their PeopleScout team. If we need to make changes, due to a drop in requisitions, for example, we do so in consultation with you to ensure you receive consistent service delivery and the results you’re expecting. 

Sign #5: Lack of Specialized Expertise 

Today’s complex hiring environments demand specialized expertise that goes far beyond basic staffing capabilities. Organizations need partners who understand the nuances of different industries, job functions and geographical markets. Top providers invest heavily in developing deep industry knowledge and maintain transparency about their team composition and specializations. 

Moreover, modern RPO providers should offer comprehensive talent advisory services to help organizations develop forward-looking talent strategies, maximize tech investments, optimize their employer brand and navigate evolving market conditions. This strategic guidance is crucial for creating a resilient workforce.  

Red flags to watch for: 

  • Generalist recruiters assigned to highly specialized roles without relevant industry experience 
  • Limited understanding of industry-specific requirements and compliance standards 
  • Superficial market intelligence and competitor insights 
  • Gaps in understanding regional hiring practices and cultural nuances 
  • Outsourced or insufficient employer brand and recruitment marketing capabilities 

PeopleScout stands apart through our global delivery centers and extensive network of talent experts, offering unmatched scalability for professional, specialist, volume and contingent hiring needs across all sectors. Plus, with one of the industry’s largest in-house talent advisory teams, we serve as a true strategic partner in talent acquisition. 

As part of TrueBlue, we’re able to provide our clients access to comprehensive talent solutions including healthcare staffing, contingent workforce management, on-site industrial staffing and commercial driver services. This breadth of expertise ensures we can address the full spectrum of our clients’ workforce needs. 

Making the Decision to Switch 

Evaluating a potential RPO provider change requires careful consideration of both current pain points and future needs. Look for providers who offer: 

  • Performance guarantees backed by financial commitments 
  • Variable cost structures aligned with results 
  • Proven long-term client partnerships  
  • Strong NPS scores and client satisfaction metrics 
  • Modern technology and process innovation 
  • Transparent team resourcing and communication 

The difference between being a provider and a true partner lies in the whole approach to service. For over 30 years, PeopleScout has built our services on integrity. We believe in keeping promises. We believe that listening creates a better experience and leads to better outcomes. We’re not perfect, but if we mess up, we make it right. 

We’re proud and humbled to say that this philosophy has led to some of the most enduring client relationships in the talent acquisition space. While the RPO industry average client tenure is approximately three years, PeopleScout partnerships extend well beyond that benchmark—averaging over seven years, with an exceptional NPS score of 84. These metrics reflect our consistent ability to deliver value and drive transformation. 

Remember: the cost of maintaining an underperforming partnership far outweighs the temporary challenges of transition. With strategic planning and the right partner, changing providers can revolutionize your talent acquisition capabilities and deliver lasting business impact. 

Apprenticeship Recruitment in the UK: The Key to Future-Proofing Your Talent Pipeline? 

Posted on by akessler

Apprenticeship recruitment has taken on more importance in early careers programs in recent years. According to UK Government data, the most recent academic year saw a 7% increase in apprenticeship starts and 10% increase in apprenticeship achievements. Organizations and employees alike are waking up to the fact that many skills can be learned on the job—and that it’s often more relevant training than a university degree.  

Whether for workers just starting out or those changing careers, apprenticeships help people gain valuable skills and on-the-job experience as they move toward a career in their field. For employers, field and business apprenticeships are one of the best ways of engaging early careers talent or career changers. Whilst providing opportunities for hands-on experience and training, apprenticeships help businesses to develop a talent pipeline that is equipped with future-ready skills. 

In this article, we’ll explore how designing and offering apprenticeship programs can be a smart way for organizations to create their own talent pipeline, close their skills gaps and diversify their workforce. 

What is an Apprenticeship? 

An apprenticeship is paid employment that offers on-the-job training and is often accompanied by classroom-based learning. Some employers may offer their own in-house training while others offer it in association with a college, university or other training provider. An apprenticeship must last at least a year but can go as long as 5 years. Through in-depth, job- and industry-specific skills training, apprentices gain a nationally recognized qualification or certification upon completion. 

Apprenticeship programs are a great choice for individuals who are early on in their careers, who are looking to upskill or who are exploring a career change. Employers are responsible for ensuring that apprentices work with experienced staff, learn job-specific skills and receive time off from work to complete their classroom training. 

Different countries have different laws and regulations around apprenticeships including wages and working hours. There are also various funding programs and government schemes available to encourage both workers and employers to embrace apprenticeships. For example, the UK Government introduced the (controversial) apprenticeship levy in 2017 which uses business taxes to fund apprenticeship training.  

Apprenticeship recruitment in the UK is on the rise with the most recent academic year showing a 7% increase in apprenticeship starts and 10% increase in apprenticeship achievements.

Types of Apprenticeships 

A common misperception is that apprenticeships are just for manual or skilled trade jobs. Whilst there are many apprenticeship programs in the skilled trades, there are also apprenticeship opportunities for all kinds of careers from actuaries to arborists. For example, our client, National Highways, offers apprenticeship opportunities for project management, business administration, legal, surveying and data analysis. Organizations are increasingly embracing corporate apprenticeships and traineeships as a means of diversifying their workforce and creating opportunities for social mobility. 

There are different levels of apprenticeship including degree apprenticeships which correspond to an equivalent education level. Completing a Level 2 apprenticeship is the equivalent of completing a GCSE, and a Level 7 apprenticeship is the equivalent of completing a master’s degree.  

Benefits of Apprenticeship Recruitment for Employers 

Apprenticeship recruitment can be an effective way of growing and upskilling your workforce. Here are just a few of the benefits for employers.   

Building a Talent Pipeline 

Companies in a variety of industries can build their own apprenticeship programs to help talent see the rewarding career opportunities available within their sector. As apprentices gain experience, organizations establish a pipeline of prospective employees. 

Early careers employees see apprenticeship programs as proof of an organization’s investment in their success and are more likely to stay with an organization after completing the program. In fact, 80% of apprentice employers say they have seen a significant increase in employee retention. Clearly, apprenticeship recruitment is an excellent way to “grow your own talent” and reduce attrition. 

80% of apprentice employers say they have seen a significant increase in employee retention

Closing Skills Gaps 

According to McKinsey, a whopping 87% of organizations are aware they already have a skills gap within their workforce or will experience one in the next few years. Apprenticeships offer a way to develop a new generation of workers to help your organization succeed into the future. A structured apprenticeship is an effective way to get a leg up in recruiting and retaining sought-after talent like software developers, data analysts and engineers. Indeed, 86% of employers said that investing in apprentices helped to develop relevant skills for the organization. 

The digital skills gaps alone could cause 14 G20 countries to miss out on a staggering $11.5 trillion USD in cumulative GDP growth. In the UK, companies like Dyson are partnering with the University of Warwick to offer apprenticeship training in engineering, data science and machine learning.  

86% of employers said that investing in apprenticeship recruitment helped to develop relevant skills for the organization

Boosting Diversity & Social Mobility 

A third of employers agree that apprenticeships have helped improve diversity within their business. They are particularly effective for creating career opportunities and boosting earnings for workers from disadvantaged socio-economic backgrounds. 

As more people struggle financially with student loans and education costs, apprenticeships have become an accessible career path for workers of all ages and backgrounds and give participants a shot at career success. They allow workers from underrepresented groups to increase their earnings potential—to work and earn money in the field while they learn. If your company cares about being a catalyst for sustained change in the community, apprenticeships are a great way to achieve this. 

RPO + Apprenticeship Recruitment 

As a leading recruitment process outsourcing (RPO) provider, PeopleScout helps organizations to obtain the talent and skills they need to succeed into the future through early careers recruitment solutions covering interns, graduates and apprenticeship programs. Unlike apprenticeship recruitment agencies, as an RPO partner, our expertise in talent acquisition strategy and workforce planning means we’re better equipped to successfully integrate apprentice programs into your overall talent attraction and training strategy. Plus, we have experts on staff that can design an assessment center that evaluates apprentice candidates against your organization’s values, culture and other requirements. 

Recruitment Technology: How to Build the Ultimate Ecosystem for Talent Acquisition 

Posted on by akessler

Digital transformation has hit HR, and the world of recruitment is running to keep up with the growth of mobile apps, generative artificial intelligence (Gen AI) and analytics. Candidates expect a tech-enabled recruitment experience, and building a talent acquisition technology ecosystem has gone from a nice-to-have to a critical part of the recruitment strategy for any enterprise. However, with the influx of new talent acquisition technology—from foundational platforms like an ATS to point solutions for sourcing, interviewing or recruitment marketing—it can be hard to navigate the recruitment technology landscape and know where to invest your budget. 

In this article, we’ll help you make sense of all the available talent tech and how each recruitment system can benefit your business. You’ll learn some important things to keep in mind as you build your tech stack. Plus, we’ll provide some details on what features to look for as you evaluate solutions. 

Working with a Recruitment Technology Capable RPO Partner 

One of the biggest value-adds that recruitment process outsourcing (RPO) brings is experience with the latest talent technology innovations. An RPO partner can help you assess talent acquisition software to address all aspects of your recruiting process, from identifying talent to creating a more efficient candidate experience. Your provider can show you how technologies like AI and predictive analytics can boost your ability to attract top talent.  

In addition to consulting, some RPO providers are investing in proprietary technology solutions including application tracking systems (ATS), candidate relationship management (CRM), recruitment marketing capabilities and analytics. This can come in the form of an integrated suite, providing a modular approach that lets you add and remove solutions from your tech stack as your needs change. 

All-in-One Recruitment Technology Suite vs Integrated Systems 

Any organization looking to update their recruitment tech ecosystem will enter the comprehensive suite or separate tools debate. Should we go for a system that’s already integrated or build our own?  

While the idea of a plug-and-play experience, in which you easily add new functionality to your repertoire, has allure, in reality it’s easier said than done. There’s wading through the vast HR tech marketplace to find potential solutions, researching multiple providers, negotiating a different contract for each system, going through implementation, onboarding and training for each tool, managing multiple vendor relationships and so on. Then, you’ve got to get all the systems to integrate and speak to each other in order maximize the benefits of AI, automation and analytics.  

On the other hand, an all-in-one talent suite eliminates the complexity and inefficiencies of pieced-together systems. For example, Affinix®, PeopleScout’s proprietary total talent suite of AI-powered tools, unites applicant tracking, candidate relationship management, recruitment marketing, digital interviewing and talent analytics. Unlike fragmented solutions that require multiple integrations and manual workarounds, a comprehensive platform offers seamless, end-to-end functionality that is both flexible and focused on user experience—both the candidate as well as the hiring manager, talent acquisition leaders and recruiters. Plus, there’s just one contract to negotiate and one vendor to manage.  

Look for a suite built as modules. This gives you the best of both worlds, letting you add to your ecosystem at your own pace, with pre-integrated modules accessible in one seamless interface and a consistent user experience across applications. With Affinix, our flexible deployment options and modular approach lets you can mix and match capabilities and build the perfect recruitment ecosystem for your needs. 

Whether you’re going for integrating separate tools or a unified suite, your goal should be a seamless user experience, single-user login, and an uninterrupted flow of data between systems to enable you to get the most from AI and analytics.  

A Word on Security 

Any technology you add to your talent ecosystem must comply with data privacy regulations in all regions where you’re recruiting. Pay attention to any rules about where data can be stored, like those stipulated by the GDPR. Look for tools that are ISO/IEC 27001:2022, which shows the provider maintains a high level of information security.   

Building Your Recruitment Technology Ecosystem 

Now that we’ve covered some important things to keep in mind when evaluating software, here are some solutions and features that make up the ultimate recruitment technology ecosystem. 

Applicant Tracking System (ATS) 

An ATS is the foundation upon which you will build your tech stack. This platform acts as the system of record for your talent acquisition program. As a repository for applicants, it helps you manage the hiring process for all your requisitions and satisfies compliance requirements for record keeping. 

Look for a platform that lets you put the candidate in the driver’s seat by letting them self-progress through the process with a mobile-optimized, digital experience. A system with configurable workflows will let you streamline everything from candidate screening, scoring, assessments, reference and background checks, interview scheduling and sending SMS and email communications. Not only does this boost recruitment speed for the candidate, but it also reduces the workload for hiring managers.  

Affinix’s new Hiring Manager Dashboard provides access to a real-time dashboard via desktop or mobile device. Hiring managers can open and approve requisitions for automated job posting, review applicant shortlists, check on candidate progress, schedule and reschedule interviews, submit and manage candidate feedback, and create and approve offers—whether they’re at their desk, on the warehouse floor or supervising from the shop floor. 

AI Sourcing & Matching 

AI-powered sourcing tools review, sort and rank talent on the open web using sourcing criteria you’ve previously specified like current or past job titles, previous employers, diversity attributes, industry experience and more. Algorithms crawl résumés and CVs, social media profiles and other sources of data to find a pool of candidates that match your job requirements, help you find and engage candidates faster for lower cost-to-hire. 

Affinix AI sourcing accesses over 1.3 billion public profiles across 23 of the top global job sites within seconds of a requisition opening. It then matches skills based on your job requirements to surface a pool of the best candidates. Pulled in passive talent from external databases or from your existing talent database to support direct sourcing, internal mobility and redeployment. 

AI in Recruiting: A Handbook for Talent Acquisition Leaders

Candidate Relationship Management (CRM) Software 

A CRM helps you to nurture candidates through automated SMS/text and email campaigns and more—whether to keep them informed during an active application process or to keep them warm until a suitable position opens up. Create talent pools based on geographies, job type, skills and more and personalize communication to the candidate for a more engaging experience. 

Leading CRM platforms can supercharge your talent pipeline by creating a multi-channel approach to finding talent. For example, Affinix CRM includes a drag-and-drop career site builder for both external and internal career sites and employee referral portals. In addition, it has built-in integrations with all major job boards, including LinkedIn and Indeed, as well as a job feed gateway to support connections with niche sites. Combined with our AI sourcing and matching capabilities, you can create the ultimate pool of best-fit talent, reducing time-to-hire, maximizing your recruitment marketing budget and boosting ROI. 

Direct Sourcing Technology 

With the growth of the gig economy and blurring of lines between full-time and temporary employment, workers who traditionally seek full-time employment are increasingly willing to take up temporary placements—and vice versa. Organizations that create and nurture blended talent pools of both permanent and contingent workers through direct sourcing technology can bypass traditional recruitment channels and connect with top talent in a more personalized and efficient manner.   

Look for solutions that offer AI-powered matching capabilities, which can dramatically improve the speed and accuracy of candidate selection. Affinix uses AI to form combined talent pools from external sources as well as talent rediscovery—whether they’re new to you, previous applicants or contractors, individuals who have filled out an expression of interest form for the role, or silver/bronze medalists from previous requisitions—to engage or re-engage talent with relevant skills and experience. 

What is Direct Sourcing? Why It Could Open the Door to Total Talent Acquisition  

Recruiting Chatbot 

Powered by natural language processing (NLP) and large language models (LLMs), chatbots are a conversational interface that can help candidates through the recruitment journey. Unlike recruiters, chatbots are available 24/7 to provide real-time responses to candidate inquiries, help with the application process, complete initial screening steps and schedule interviews. This reduces the burden on recruiters and hiring managers by taking on some frequently asked questions from candidates about your employer brand, culture and diversity and inclusion. 

Digital Interview Management System 

Modern candidates expect the hiring experience to be personal, quick and convenient. A dedicated digital interview solution can help you quickly hire the essential talent you need, no matter where they live or how the demand for remote working changes. Rather than just leveraging video meeting tools, a dedicated digital interview tool offers multiple options for virtual interviews, including text interviews, recorded video interviews or live interviews. Self-scheduling tools and automated candidate advancement tools help dramatically boost retention and connection. 

Assessment Tool 

Digital assessment solutions examine the candidate’s writing samples and skills test responses to measure aptitude, personality and skills using predictive analytics and machine learning, ensuring you hire the highest quality talent. Platforms may let you create a custom assessment or let you choose from a suite of pre-built skills assessments. Assessments range from code evaluations for software development roles to language aptitude tests—on-demand or live. Make sure you look at the assessment experience from both the candidate and hiring manager experience before committing to a tool. 

Integration is important for assessment solutions as it facilitates automated workflows, so candidates get notified of next steps via email or text based on their results.   

Learn more about our expert organizational psychologists in our Assessment Design & Delivery teams. 

Recruitment Analytics 

With data flowing across your integrated systems, a recruitment analytics platform offers you a single source of truth for understanding your end-to-end recruitment process. Whether you’re hoping to track time-to-fill, DE&I efforts or overall talent acquisition performance, these tools will satisfy your C-suite’s hunger for insights into your recruitment program. 

Look for a tool with interactive dashboards that make it easy to visually monitor trends and slice and dice the data to identify areas of opportunity—and gain the full value of your recruitment data. Leading analytics tools connect real-time recruitment analytics and talent market intelligence while pulling in business intelligence from across your business to elevate your talent strategy measure talent acquisition performance against organizational goals.  

Look for solutions that offer predictive analytics capabilities, in which artificial intelligence and machine learning highlight insights, anomalies and predictions to empower your teams. This helps you understand the behaviors of top talent and predict factors such as cultural fit, willingness to change companies, and future tenure potential to improve hiring speed and accuracy over time. 

Onboarding Software 

The new hire onboarding process is an essential element of creating a positive employee experience. Not only should it get new employees up-to-speed at your company and in their role, there’s also crucial paperwork steps for payroll, taxes, benefits and more.  

Digital onboarding software automates and supports the onboarding process—especially important for remote workers. Affinix lets candidates view, digitally sign and accept their offers quickly from a personalized online portal. Hiring managers can craft and customize digital offer letters, ensuring that offers are fast, compliant and aligned with company policies.  

For your HR staff, it reduces administrative effort by automating repetitive onboarding tasks like sending new hire reminders, tracking document completion and updating systems. Make sure you consider integration with your HRIS and payroll systems to eliminate manual data entry and reduce errors.  

Internal Mobility Software 

It’s no secret how important internal mobility can be for retaining employees and saving on sourcing costs. The good news is that a whopping 70% of employees would explore opportunities within their current organization before looking externally, according to our research, The Skills Crisis Countdown.  

An internal mobility platform should allow you to share vacancies internally and give existing employees the opportunity to submit an expression of interest form to be added to the talent pool. Look for a tool that offers hiring managers a seamless experience by letting you post to both internal and public job boards. AI matching and search should extend to existing employees, helping you identify internal candidates with relevant skills. Hiring managers should be able to view internal and external candidates together in one place, with internal candidates uniquely identified. The system should feature automated invitation emails to qualified internal candidates to speed up time-to-fill and reduce administrative burden. 

Navigating Recruitment Technology: From Complexity to Clarity 

The recruitment technology landscape is complicated, with new solutions being added all the time. It can be confusing to plan a talent acquisition tech stack but selecting the right tools can boost access to data and help you create both operational and cost efficiencies. Employers should work with an RPO partner who can help them customize a technology ecosystem that meets their needs now and prepares them for what’s next.