Solution: Recruitment Process Outsourcing

Cutting Time-to-Hire with On-Demand Digital Interviews

Posted on by skatz
Cutting Time-to-Hire with On-Demand Digital Interviews

Multi-Country RPO

Cutting Time-to-Hire with On-Demand Digital Interviews

PeopleScout delivers multi-country RPO for a multinational food distribution company to hire warehouse workers and truck drivers, reducing time-to-hire by implementing digital interviews.

58 % of candidate complete the recruitment process—up from 33%
12 day reduction in time-to-hire
6,200 annual hires

PeopleScout partnered with a multinational food distribution company to facilitate its warehouse and driver hiring across the United States, Canada, the Bahamas, Ireland and Northern Ireland. PeopleScout’s full-cycle global RPO program manages more than 6,200 annual hires, 3,000 of which are distribution truck drivers. PeopleScout’s solution provides the client with the insights and expertise to improve recruiting outcomes.

Situation

Before engaging with PeopleScout, the client struggled to meet its global hiring goals. Approximately two-thirds of candidates dropped out of the hiring process between the first two steps of the screening process as many candidates couldn’t complete screening during traditional business hours while they were on the road.  

In response to these challenges, PeopleScout’s international RPO solution provides a highly scalable delivery team to meet the client’s fluctuating hiring needs and address regional and cultural preferences during the screening process. PeopleScout’s centralized recruitment support ensures compliance and streamlines the process through innovative technology solutions.

Solution

SOLUTION HIGHLIGHTS

  • On-Demand Digital Interviews
  • Improved Interview-to-Hire Ratio
  • Improved Time-to-Hire

ON-DEMAND DIGITAL INTERVIEWS

PeopleScout uses on-demand digital interviews that candidates can complete at their convenience—outside of typical business hours.

REDUCED CANDIDATE FALLOUT

PeopleScout’s digital interview process is designed to be completed in 10 to 12 minutes to reduce candidate fallout.

CANDIDATE REVIEWS

PeopleScout’s team reviews the digital interviews and scores candidates based on adherence to safe work practices, demonstrated ability to do the job and genuine interest in the organization.

Results

EXPANDED CANDIDATE ENGAGEMENT

The number of candidates who completed the screening process increased from 33% to 58%.

IMPROVED INTERVIEW-TO-HIRE

The interview-to-hire ratio improved from 2.25:1 to 1.7:1.

IMPROVED TIME-TO-HIRE

Time-to-hire was reduced by 12 days.

At a Glance

  • COMPANY
    Multinational food distribution company
  • INDUSTRY
    Transport & Logistics
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES
    6,200
  • LOCATIONS
    Across the United States, Canada, the Bahamas, Ireland and Northern Ireland
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Delivering Diverse Early Careers Applicants in Financial Services

Posted on by akessler
Delivering Diverse Early Careers Applicants in Financial Services

Delivering Diverse Early Careers Applicants in Financial Services

A leading UK financial services group partnered with PeopleScout to improve the candidate experience in their early careers program, resulting in improved candidate diversity.

36 % Increased in Total Applications
39 % of Candidates Identified as Female
47 % Identified as Coming from an Underrepresented Group

Situation

PeopleScout is the long-time RPO partner for this client, supporting candidate management within their emerging talent program to attract more graduates and interns into the their workforce. As recognized leaders of employer brand and candidate experience, our client delivery team presented some recommendations to the organization to improve their hiring journey based on ad-hoc feedback received while interacting with early careers candidates.

Solution

Crafting a Better Candidate Experience

We started by creating a candidate experience audit to measure the informal comments we’d heard. Through a series of internal and external focus groups with graduates and interns who had recently been through the recruitment process, we identified gaps in the candidate communication schedule. Candidates revealed that they were often unsure of where they were in the process, what was coming next and how they should prepare.

With our client first, not process first philosophy, we created a customized plan to address these concerns. We produced a candidate journey guide to help the candidates understand each step of the process. To go along with this, we developed a content plan to provide candidates with the right information at the right time, keeping them informed about next steps.

Supporting the DE&I Directive

We also took the opportunity to boost candidate engagement by personalising email communications and adding visual content which promoted organizational program that would appeal to this young audience, like their well-being initiatives. In addition, to support the client’s DE&I directive, we chose to highlight stories about women and employees from minority backgrounds—especially those in finance and technology focused roles—to decrease the likelihood of these candidates dropping out of the funnel. 

Implementing Candidate NPS

Since we’re always focused on delivery, we implemented a new candidate Net Promoter Score® (NPS) survey to measure the candidate experience and uncover more opportunities for improvements going forward. All candidates, whether hired or not, are asked how likely they are to recommend the bank as a potential employer based on their recent experience with the early careers recruitment program.

Results

Since taking on the management of the Emerging Talent program for this client, we generated a 36% increase in total applications from the previous year, with 39% from female candidates and 47% from candidates from a underrepresented background.

The new candidate survey provided a candidate NPS of 57, which is considered excellent.

“The PeopleScout team are proactive in talking to us about new ideas and at the same time are brilliant at being reactive to business hiring needs. PeopleScout are a true trusted partner and have been fundamental to our hiring delivery and service over the last 20+ years.”

– Senior Resourcing Manager

At a Glance

  • COMPANY
    Leading UK financial services group
  • INDUSTRY
    Financial Services
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory
  • ANNUAL HIRES
    1,500
  • ABOUT THE CLIENT
    A leading UK financial services group has been partnering with PeopleScout for over 20 years, making it one of our longest-standing client relationships. What started as a Talent Advisory engagement has now expanded to include end-to-end volume Recruitment Process Outsourcing (RPO) services, with over 1,500 hires annually across 16 sites, 50 shift patterns and multiple banking brands.
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Scottish Police: Securing the Future of Policing with Talent Assessment

Posted on by akessler
Scottish Police: Securing the Future of Policing with Talent Assessment

Talent Assessment

Scottish Police: Securing the Future of Policing with Talent Assessment

PeopleScout developed a bespoke assessment process for the Scottish Police Authority to identify top leadership talent.

Situation

The Scottish Police Authority (SPA) was faced with the challenge of hiring an elite group of leaders into the roles of Assistant Chief Constable (ACC) and Deputy Chief Constable (DCC) for Police Scotland. Police Scotland had undergone a wave of change, instability and uncertainty, and they needed a strong leadership team to work collectively and deliver a significant transformational agenda.

They wanted candidates who not only had the operational policing experience, but also the leadership capability to drive a challenging journey of accelerated growth, intense scrutiny and accountability.

The SPA engaged PeopleScout as a strategic talent assessment partner to help them do it.

Solution

A Robust Process

The SPA wanted our Assessment Team to design and deliver a robust process to recruit a number of ACCs and DCCs into Police Scotland. We measured each candidate’s strengths and potential areas of development against indicators from the College of Policing Competency and Values Framework.

A Two-Staged Approach

In stage one, candidates completed an online critical reasoning test and a series of personality assessments. This was followed by an in-depth validation interview with a highly experienced organizational psychologist.

For the second stage, all candidates were invited to attend an assessment center. They were tested by a team of independent, highly experienced assessors across four exercises.

Bespoke Reports

Our assessors collated all the candidate performance information and developed detailed reports on each individual. These also included a set of unique questions that the interview panel could use in the final stage interview to dig deeper and give candidates a final opportunity to demonstrate their capability in a specific competency.

Results

Successfully Appointed Leaders

This robust approach enabled the SPA to successfully appoint three individuals into ACC roles and two individuals into DCC roles as key players in the Police Scotland leadership team.


Confidence in the Future

Our tailored, best practice-based assessment process gave the SPA confidence that the selected individuals would make a significant contribution to the development of policing in Scotland in the years ahead.

At a Glance

  • COMPANY
    Scottish Police Authority (SPA)
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ABOUT SPA
    Scottish Police Authority (SPA) is the independent governing body for policing in Scotland, created to promote, support and oversee improvement in policing.
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Providing a Scalable Solution to Boost Recruiting Capabilities

Posted on by Kate
Providing a Scalable Solution to Boost Recruiting Capabilities

RPO Recruiting for Financial Services

Providing a Scalable Solution to Boost Recruiting Capabilities

A major national financial institution approached PeopleScout to supplement its internal recruiting functions. PeopleScout’s RPO solution provides the client with the scalability and flexibility it needs during high and low-volume hiring periods.

200 Scaling up to 200 recruiters to meet fluctuating demand.
90 % of SLAs met
Dedicated military veteran hiring resources
Dedicated military veteran hiring resources

Scope and Scale

Positions in scope cover a mix of specialist and volume roles including tellers, personal bankers, IT, risk, compliance, audit, finance, mortgage, wealth management and call center representatives.

Situation

The client enlisted PeopleScout as an overflow RPO solution to handle cyclical hiring alongside its in-house recruitment teams in specific lines of business. PeopleScout supports the client with full-cycle RPO, including post-offer acceptance and pre-hire compliance checks. PeopleScout works with the client’s internal recruiters to support the sourcing and screening of candidates and to provide administrative support.

Solution

SOLUTION HIGHLIGHTS

  • Scalable full-cycle support for cyclical hiring needs
  • Consultative support and market intelligence
  • Innovative sourcing solutions
  • Dedicated military hiring resources
  • Project scope expanded

SCALABLE RECRUITING RESOURCES

PeopleScout’s team scales according to the client’s needs, fluctuating in size from approximately 90 members to over 200, helping manage costs while ensuring hiring demands are met.

FULL-CYCLE SUPPORT

PeopleScout acts as full-cycle recruiters, executing each phase of the recruitment process from identifying quality candidates to on-boarding new hires.

A CONSULTATIVE APPROACH

We provide the client with consultative services including market intelligence and innovative sourcing solutions.

Results

8,000 ANNUAL HIRES

Facilitate an average of 8,000 hires per year.

ADAPTED TO CLIENT PROCESSES

Successfully navigate the client’s complex processes and company hiring practices.

EXCEEDED CLASS HIRING GOALS

Exceed the goal for 90% of new hires starting on the same day, as part of a class.

MILITARY HIRING

Help the client achieve annual military hiring goals, dedicating two PeopleScout team members solely to military hiring.

SERVICE EXCELLENCE

Meet 90% of SLAs over the course of the engagement.

At a Glance

  • COMPANY
    Major national financial institution
  • INDUSTRY
    Financial Services
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    8,000
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HM Treasury: Building Inclusion into the Candidate Experience

Posted on by akessler
HM Treasury: Building Inclusion into the Early Careers Candidate Experience

Early Careers

HM Treasury: Building Inclusion into the Early Careers Candidate Experience

PeopleScout boosted inclusion in the HM Treasury early careers recruitment process to improve diversity.

Situation

Every year His Majesty’s Treasury (HMT) recruits up to 150 graduates for their Graduate Policy Adviser program, offering the chance to shape policies that affect a nation. A popular proposition, they sought PeopleScout’s help to identify the very best candidates from almost 2,500 applications. While well-subscribed, delivering a satisfactory candidate journey had historically proved to be a challenge, and they were keen for our help to improve the application experience.

A key objective was to attract a more diverse range of candidates, reflecting the the UK population they serve. Specifically, they wanted to engage a wider socio-economic, gender, ethnic and disability community. Understanding—and addressing—any adverse impacts on these groups was essential.

Solution

Our goal was to shift the perception that HMT roles are primarily financial when, in fact, communication and analytical skills are the most important abilities. Understanding this helped us to broaden the sweep of our attraction strategy while also developing a strategy to target specific talent groups.

We reviewed all of HMT’s assessment materials to establish their fairness and to ensure they represented best practice. We also monitored every stage of the recruitment process for any adverse impact.

We established a structured schedule of nurture emails, regularly updating candidates on their application status. Our recruitment team supported candidates throughout their entire recruitment journey.

We also applied a reasonable adjustment process, making sure that every candidate with a disability-related request was personally contacted to assess their requirements. For example, a disabled candidate was unable to complete the online test, so we worked with the test provider to replicate the evaluation in Microsoft Excel, and allowed the candidate to complete the test at our offices in London. The candidate was successful and progressed to the next stage.

“The attraction campaign generated 49% of all applications and increased applications from key target audiences—particularly women, those from underrepresented groups and state schools.”

Results

All hiring targets were achieved. The attraction campaign generated 49% of all applications and increased applications from key target audiences—particularly women, those from underrepresented groups and state schools.

HMT was thrilled with the results—so much so that they have asked us to take on further campaigns.

At a Glance

  • COMPANY
    His Majesty’s Treasury (HMT)
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ABOUT HMT
    HM Treasury is the UK government’s economic and finance ministry, maintaining control over public spending and setting the direction of economic policy.
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Safran Nacelles: Cutting Time-to-Hire by Over 30% for Critical Engineering Talent

Posted on by akessler
Safran Nacelles: Cutting Time-to-Hire by Over 30% for Critical Engineering Talent

Safran Nacelles: Cutting Time-to-Hire by Over 30% for Critical Engineering Talent

PeopleScout RPO sourced specialist engineering talent for Safran Nacelles, reducing time-to-hire by a third and cutting cost-per-hire in half.

33 % Reduction in Time-to-Hire
50 % Reduction in Cost-per-Hire

Situation

Safran Nacelles, an aerospace and defence company, needed to attract experienced stress engineers to join in permanent roles. However, experienced stress engineers are in very short supply as they are an essential part of the design and test processes for aircraft components.

The aerospace market is highly competitive, and the best candidates often opt for contracts rather than permanent positions. After 18 unsatisfying months trying to fill roles with their previous supplier, Safran Nacelles approached PeopleScout for help through recruitment process outsourcing (RPO).

Solution

Four things defined our approach: rigour, innovation, relationships and brand unity.

To understand the skills, experience and behaviors that typified an excellent candidate for Nacelles, we held a detailed briefing with hiring managers and stakeholders. Next, we devised a sourcing strategy, including deep web searching, competitor mapping and tapping into online forums, reaching out to candidates from Romania, India and the UK.

Our recruiters worked onsite at the Nacelles headquarters to build great relationships with the hiring managers. Every contact by PeopleScout recruiters was made under the Nacelles name, whether sourcing candidates, conducting interviews or leading tours of the factory. Nacelles and PeopleScout collaborated as one.

“The agreed time per hire was 45 days, but you achieved an average is just 30 days. That’s a reduction of 33%.”

Results

By managing every part of the process, we substantially streamlined Nacelle’s talent acquisition program, yielding fantastic results. The agreed time-per-hire was 45 days, but our average was just 30 days–a reduction of 33%. Within a month, we filled the first three roles and placed nine more stress engineers in permanent roles at Safran Nacelles—an unheard-of achievement in the aerospace industry.

Plus, we cut the cost-per-hire in half.

At a Glance

  • COMPANY
    Safran Nacelles
  • INDUSTRY
    Aerospace & Defence
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • LOCATIONS
    Romania, India and the UK
  • ABOUT SAFRAN NACELLES
    Safran Nacelles is a French multinational aerospace and defense corporation that designs, develops and manufactures aircraft components as well as various aerospace and military equipment.
Let’s Connect

Improving Retention and Diversity for Leading North American Tire Brand

Posted on by Kate
Improving Retention and Diversity for Leading North American Tire Brand

High-Volume RPO

Improving Retention and Diversity for Leading North American Tire Brand

A leading North American tire brand partnered with PeopleScout to facilitate more than 10,000 annual hires for automotive technician, management and sales positions and standardize its retail recruitment processes company-wide.

10,000 annual hires
40 % improvement in hiring diverse employees
5 % reduction in technician turnover

A leading North American tire brand was experiencing an alarming rate of attrition in key retail positions, making it difficult to provide the level of service excellence the brand’s customers have come to expect. To help solve its unsustainable employee attrition issue, the client partnered with PeopleScout to efficiently facilitate more than 10,000 annual hires of automotive technicians, management and sales positions and standardize its retail recruitment processes company-wide.

Scope and Scale

Full-life cycle recruiting services needed for 10,000 U.S. hires annually. Skills and positions included: technicians, customer service, sales and management.

Situation

The client was facing a 50% turnover rate at retail locations and lacked a uniform hiring procedure, resulting in a disjointed process and poor quality of hire. Without the appropriate staffing of technicians, customer care suffered, causing a reduction in the client’s revenue in their retail operations. 

Solution

SOLUTION HIGHLIGHTS

  • Screening & block interview scheduling efficiencies
  • 10,000 hires in the first year of the engagement
  • Reduced employee turnover
  • Hiring diversity
  • Transparent Reporting

A STANDARD HIRING MODEL

The partnership was designed to improve turnover rates for technician and retail positions, create a standardized retail recruitment model and provide consistent OFCCP compliance and standardization.

AN EFFICIENT PROCESS

PeopleScout deployed a time-efficient screening process focused on the quality of the candidate, with a guaranteed response from recruiting teams within 48 hours of application.

HIRING DIVERSITY

To help source and engage more diverse candidates for the client, PeopleScout developed a comprehensive network of community organizations for partnered recruitment. 

IN-REGION RECRUITERS

Collaborative relationships between our retail recruiters and the client’s area managers were fostered by in-region placement of PeopleScout recruiters.  

TRANSPARENT REPORTING

Continuous improvement was driven through transparent reporting and analysis for the client’s executive and field leadership.

Results

REDUCED EMPLOYEE TURNOVER

The client’s technician turnover rate has improved by 5% and retail turnover by 6%. 

10,000 HIRES IN FIRST YEAR

PeopleScout hired 10,000 employees in the first year of the engagement.

HIRING DIVERSITY

Hiring diversity improved by 40%, including an increase of 2% for veterans and 6% for female hires.

At a Glance

  • COMPANY
    Leading North American tire brand
  • INDUSTRY
    Consumer Goods
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
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A Higher Performing Recruiting Model

Posted on by Kate
A Higher Performing Recruiting Model

RPO for Telecommunications

A Higher Performing Recruiting Model

A major telecom provider faced multiple recruiting challenges as a result of its decentralized and fragmented recruitment processes. PeopleScout partnered with this provider to implement a first-generation RPO program to migrate to a higher-performing recruiting model.

13,000 annual hires in the first year
8 days average time-to-hire
1,400 Built a scalable, centralized process across 1,400 retail stores

Situation

The telecom provider wanted to reduce store-to-store inconsistencies and migrate from a highly decentralized recruitment into a high-performing recruitment model. The provider wanted to improve response times to seasonal demands and decrease poor candidate quality and below-average customer experiences.

PeopleScout established the foundation for an RPO program that today supports more than 1,400 stores and nearly 13,000 hires. 

Solution

SOLUTION HIGHLIGHTS

  • Centralization and standardization of the recruitment process
  • Scalable recruitment model to address changes in hiring needs
  • Targeted and innovative grassroots and digital sourcing strategy

At a Glance

  • COMPANY
    Telecom provider
  • INDUSTRY
    Telecommunications
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    13,000
  • LOCATIONS
    1,400 stores
Let’s Connect

INNOVATIVE, TARGETED SOURCING

PeopleScout implemented a consistent workflow for the company’s businesses and initiated digital interviewing with additional screening. Adding additional screening reduced the hiring manager’s overall effort in the process and created efficiencies. PeopleScout also facilitated “same day interview, next day offer” practices to qualified candidates.

BRANDed PARTNERSHIP

The telecom provider provided a library of images for use in digital and advertising campaigns that greatly enhanced recruitment marketing. PeopleScout and the telecom talent acquisition team collaborated closely to make sure outbound marketing was targeted to their talent audiences.

Results

A targeted and innovative sourcing strategy and a solid branding partnership were influential in the program’s evolution. In the first year, PeopleScout hired nearly 13,000 employees for this telecom provider and improved average time-to-clear from 11 days to eight days. The scope of work also expanded into a strategic partnership with one of the world’s largest pharmacies where the telecom provider’s products could be sold at additional retail locations.

High-Speed Hiring for Key Professional Roles

Posted on by Kate
High-Speed Hiring for Key Professional Roles

Travel & Leisure Recruitment

High-Speed Hiring for Key Professional Roles

A major international airline faced time-to-fill challenges in key professional roles within the organization including finance, purchasing, legal, IT, technical operations and human resources. PeopleScout partnered with the client to implement a full-cycle, end-to-end RPO program focused on hiring speed and agility to improve time-to-fill metrics for professional hiring across multiple key positions.

44 % reduction in the time between offer acceptance and clear-for-hire
OFCCP compliance standards maintained in the heavily regulated airline industry
OFCCP compliance standards maintained in the heavily regulated airline industry
100 % class fill rates for customer service hires

Scope and Scale

A major international airline faced time-to-fill challenges in key professional roles within the organization including finance, purchasing, legal, IT, technical operations and human resources. PeopleScout partnered with the client to implement a full-cycle, end-to-end RPO program focused on hiring speed and agility to improve time-to-fill metrics for professional hiring across multiple key positions.

PeopleScout’s solution provides additional hiring support for union roles and manages airport frontline hiring at all airport stations, above and below the wing, including conducting in-person interview events, making hiring decisions, onboarding and campus hiring.

Situation

PeopleScout partners with a major international airline to manage the airline’s multifaceted and unique hiring needs. PeopleScout supports the hiring of all professional hires in the U.S. and conducts on-site hiring events that include interviewing, selection and onboarding to meet the client’s hiring requirements in short timeframes.

Solution

STREAMLINED RECRUITMENT PROCESS

PeopleScout’s full lifecycle RPO program streamlines the recruiting process to meet the client’s needs.

FULL-SERVICE EXECUTION

PeopleScout executes each phase of the recruitment process from screening candidates, candidate notification, scheduling and submitting written offers to onboarding new hires.

CAMPUS HIRING PROGRAM

PeopleScout manages the client’s campus hiring program. PeopleScout oversees event coordination, travel arrangements, relationship building and brand positioning to recruit undergraduate and MBA students.

OFCCP COMPLIANT

To help the client remain compliant in the heavily regulated airline industry, PeopleScout maintains OFCCP compliance standards.

PROGRAM DATA ANALYSIS

PeopleScout sends regularly updated status reports and analyses of program data to deliver insights into performance metrics and identify areas for improvement.

Results

Optimized Screening Process

PeopleScout optimized the initial candidate screening process, resulting in improvements in the interview-to-offer ratio, time-to-fill and overall quality of hire.

Reduced Acceptance Time

As a result of PeopleScout’s RPO program, there was a 44% reduction in the time between offer acceptance and clear-for-hire for union frontline positions.

Engaging Onboarding Experience

PeopleScout’s delivery team enhances the client’s candidate experience and provides the company’s new hires with an engaging and thoughtful onboarding experience. This resulted in the client’s Candidate Experience Awards wins from 2016 to 2018.

100% fill rates

PeopleScout delivers 100% class fill rates for customer service hires.

At a Glance

  • COMPANY
    Major international airline
  • INDUSTRY
    Travel & Tourism
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
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Virgin Money: An Executive Search Experience Like No Other

Posted on by akessler
Virgin Money: An Executive Search Experience Like No Other

Executive Search

Virgin Money: An Executive Search Experience Like No Other

Finding a Head of Innovation through “the world’s most creative job interview,” an immersive executive assessment experience.

Situation

Virgin Money turned to PEopleScout and our industry-leading creative team to find them a new Head of Innovation.

Their brief to us:

Find us Harry Potter, a creative genius who can come along and change banking. Someone from outside the financial services sector that we wouldn’t attract through the normal processes.

Solution

How do you recruit an executive from a completely different sector? And how do you reach them in the first place?

Above all, by making the front pages, just not in the finance section.

So we set out to create a headline-grabbing experience that would generate publicity and noise in the right places.

And that experience was, “The world’s most creative job interview,” a hybrid of immersive theater and robust job assessment. Building on psychological principles, it set candidates tasks that engaged as thoroughly as they tested.

Results

Alongside coverage in the usual HR publications, we earned high-profile media coverage in The Evening Standard, City A.M., Campaign, Marketing Magazine, Brand Republic and more, reaching a combined circulation of around 30 million people.

Ten outstanding candidates were chosen for the “interview,” which led to the discovery of the successful applicant, Dhiraj Mukherjee, a founder of the music application Shazam, and a truly creative entrepreneur.

The new assessment approach has ushered in a legacy beyond a new Head of Innovation. From one niche role, we’ve now scaled up the approach to be used nationally across all volume hiring.

“The thing I love about PeopleScout is they have that really interesting blend of a robust approach to assessment and the creative ability to think differently.”

Head of Resourcing, Virgin Money

At a Glance

  • COMPANY
    Virgin Money
  • INDUSTRY
    Telecommunications
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • ABOUT VIRGIN MONEY
    Virgin Money is a financial service company disrupting retail and business banking with a digital-first model.
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