Solution: Recruitment Process Outsourcing

Virtual Volume Hiring for Front-Line Workers

Posted on by nfuqua
Virtual Volume Hiring for Front-Line Workers

Virtual Volume Hiring for Front-Line Workers

PeopleScout delivered high-volume contact center hires in just two months for this telecommunications provider with a virtual candidate experience.

16 different volume vacancy types
60 % managing over 60% of all external hiring
300 offers made in just 4 weeks

PeopleScout has been working with a large telecommunications company for more than seven years. The company supplies telephone, television and internet services to customers throughout the UK.

PeopleScout provides RPO services for volume hiring to the client’s front-line workers. In the highly competitive telecommunications industry, the client needs to ensure the company attracts the very best talent, particularly across their sales and technician functions. PeopleScout manages up to 16 different volume vacancy types or about 60% to 70% of all external hiring. This fast-paced market requires an agile partner who can respond to quickly changing requirements.

Situation

The client had recently decided to reduce the number of sub-contractors and outsourcers for front-line jobs. PeopleScout had been briefed to replace these workers with permanent employees.

As the UK started restrictions for COVID-19, some of the company’s outsourced overseas contact centers were threatened with the risk of closure due to lockdown in those countries. To maintain excellent service, the client created more than 550 new contact center jobs in the UK, to help keep customers connected during this critical time.

The task was to find 550 new starters within two months of the project launch, using a completely redesigned process while taking into account social distancing measures. Candidates would not be able to attend assessment centers and interviews onsite, contact center managers would not have the capacity to interview while maintaining stringent service levels and right to work/onboarding checks could not go ahead using a visual review of original documentation as normal.

Additionally, the client introduced a number of protocols to ensure its people remained as safe as possible while continuing to help answer customer calls and queries. This included providing remote working capabilities where possible and flexible working patterns.

Solution

An agile working group was formed and met twice daily to track project implementation and delivery progress. A new virtual hiring process was designed and implemented in less than two weeks. PeopleScout fast-tracked application and assessment by using video interviews, dramatically reducing processing time and allowing candidates to be selected within days and start within weeks.

To generate candidates, PeopleScout built a new page on the client’s careers site and created an enhanced attraction plan to drive applicants there. This included diverting existing candidates (whose roles had been cancelled) into the new process and creating two microsites to improve quality of applications and speed-up hiring – a hints-and-tips site and a site illustrating the overall application process.

Hiring capacity was ramped up, using PeopleScout’s global delivery centers to score nearly 5,000 video interviews and to support the onboarding of successful candidates without delay.

Results

  • Delivered 5,550 new applications
  • Conducted more than 1,800 online video interviews
  • Completed 400 final stage qualification calls
  • Made nearly 300 offers within four weeks
  • Created a hiring manager audit step with 95% of qualified candidates approved for hire

Process Improvement

Throughout this agile process, PeopleScout continually used data to understand where interventions could be made to improve the recruitment journey. We created two microsites to help prepare candidates for each step of the process.

The sites were created, signed-off and live within the first three weeks of go-live. They enabled candidates to find out more about key steps in the process such as getting access to an onboarding site which outlines what they need to do prior to starting, as well as what happens on day one.

“Due to the COVID-19 situation, we needed a new hiring process in an extremely short period of time. In less than two weeks, PeopleScout had candidates moving swiftly through the process. PeopleScout’s agility ensured candidates could start within one month of applying.

As the situation continued, we found that we needed additional onboarding support. PeopleScout created microsites to educate and move people through the process which, at the same time, reduced email traffic to our teams.

Most importantly, PeopleScout has helped us build a new level of trust with our hiring managers, enabling us to work in a far more efficient and safe way. The success of this project means that we now have a new way of recruiting to build on in the future.”

Head of Resourcing, Telecommunications Company

At a Glance

  • COMPANY
    Large telecommunications company
  • INDUSTRY
    Telecommunications
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    550 virtual call center professionals in two months
Let’s Connect

A Comprehensive Recruiting Solution Saves 35% in Recruitment Costs

Posted on by nfuqua
A Comprehensive Recruiting Solution Saves 35% in Recruitment Costs

A Comprehensive Recruiting Solution Saves 35% in Recruitment Costs

A leading regional food company across the Asia-Pacific region partnered with PeopleScout to implement an RPO solution to reduce agency spend and improve recruitment outcomes.

35 % reduction in agency spend
$ 500,000 saved in recruitment costs
Implemented a new streamlined recruitment process underpinned by analytics
Implemented a new streamlined recruitment process underpinned by analytics

Scope and Scale

The client operates in a highly competitive market where the need for evolving technical specialization can expand quickly as a result of high demands and product innovation. PeopleScout has developed an unrivaled experience and knowledge of the organization and the talent acquisition skills needed within consumer goods and consumer goods manufacturing companies. To meet its workforce demands, the client engaged PeopleScout to implement a full-cycle RPO program for their head office and production sites.

Situation

The client requires a scalable RPO solution to optimize recruitment technology, reduce agency usage, centralize recruitment processes and increase the quality-of-hire by standardizing the recruitment and selection process. The solution combines highly skilled recruiters, innovative technology and sophisticated recruitment processes to source market leading talent across Australia and the wider APAC region.

Solution

EMBEDDED RECRUITMENT SUPPORT

The solution has been constantly evolving over time to become a fit-for-purpose recruitment model that can flex up and down to meet the growth needs of the company across both regions as determined by changes in seasons and mergers and acquisitions.

IMPROVED TECHNOLOGY

The optimization of the recruitment technology ensures all roles are approved through an online form. The end-to-end recruitment process is shifted online allowing for measurable analytics.

TAILORED RECRUITMENT FOR DRIVERS

PeopleScout designed a recruitment and assessment process for drivers with a simple one-click apply and a single onsite interview. Completed pre-employment paperwork meant that drivers only came in once to complete the selection process. Mobile drug and alcohol testing vans were made available at the end of their shifts for a period of three days—reducing administrative costs and time-to-hire. On the day of the interview, candidates also completed medical assessments, further reducing time-to-fill.

SOURCING FOR LEADERSHIP ROLES

PeopleScout was asked to recruit a number of senior leadership roles across the organization. In the past, these roles would have been filled by an executive recruitment agency. PeopleScout was able to reduce time-to-fill and create a significant cost savings.

Results

REDUCTION IN AGENCY SPEND

Since the start of our journey with the client we have reduced agency spend from 40% to less than 5%. This equates to a cost reduction of well in excess of half a million dollars.

INSIGHTS & EXPERTISE

The client values the transparent approach to sharing data and the regular insights underpinning process improvement provided by PeopleScout’s RPO team as well as their ability to quickly source and hire candidates for hard-to-fill positions.

ACQUISITION SUPPORT

The use of structured screening and assessment combined with hiring manager training and uplift in hiring manager capability has led to an increased quality of hire.

IMPROVED PERFORMANCE

PeopleScout has improved the client’s recruitment performance by merging people, process and technology to enhance the experience with the recruitment process for candidates, recruiters and hiring managers.

ALIGNMENT TO PEOPLE CAPABILITIES

The company people capabilities set the behaviors of how the company performs, grows, recruits and recognizes people. The talent acquisition team continues to work closely with key stakeholders to build success profiles and interview guides that embed these capabilities in the recruitment process, and the team coaches hiring managers on best practice interview techniques.

At a Glance

  • COMPANY
    Food manufacturing company
  • INDUSTRY
    Consumer Goods
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Affinix
Let’s Connect

Hiring Solutions for Healthcare Providers with Krista Sullivan de Torres

Posted on by jpatel

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

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

Ebook

How RPO Can Solve The Top Challenges In Healthcare Talent Acquisition

Access Ebook

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Sainsbury’s: Getting More Vans on the Road

Posted on by edyson
Sainsbury's: Getting More Vans on the Road

Recruitment Media Campaign

Sainsbury’s: Getting More Vans on the Road

Grocery retailer Sainsbury’s turned to PeopleScout to hire drivers to support their growing online business.

6,200 annual hires
5 weeks to fill most roles
analytics informed approach resulted in reduced marketing spend
analytics informed approach resulted in reduced marketing spend

With online grocery shopping becoming increasingly popular, Sainsbury’s looked to PeopleScout to maximize the number of delivery slots that they could offer to customers. In a saturated marketplace, it wasn’t enough just to target existing drivers, we also needed to find those with transferable skills and encourage them to apply. The resulting strategy enabled Sainsbury’s to go to market with a number of highly targeted and locations-specific attraction campaigns.

Situation

Before engaging with PeopleScout, the client struggled to meet its hiring goals. Approximately two-thirds of candidates dropped out of the hiring process between the first two steps of the screening process. Many candidates couldn’t complete screening during traditional recruiting hours.  

In response to these challenges, PeopleScout 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. Positions in scope include 6,200 annual hires for warehouse and truck driver positions.

Sainsbury’s business strategy is to respond to the changing needs of their customers, enabling them to shop whenever and wherever they want. Seven days a week, Sainsbury’s delivers fresh food, groceries, general merchandise and clothing from suppliers around the world, via 33 distribution centers, to their store and online customers, meeting their requirements for flexible, convenient shopping.

Drivers are a vital part of this strategy, ensuring that Sainsbury’s can make deliveries to millions of customers at a time that suits them.

The online grocery department is a fast-growing business for Sainsbury’s. When we started this project, one in five employees worked in the department, but with changing consumer habits, this was soon to become one in three.

Despite being one of the company’s largest employee populations, it experienced high turnover in line with the challenging driver recruitment market. Some locations, for example, inner-city areas and affluent suburban locations, found it particularly hard to recruit.

The level of attrition made it hard for the department to grow, and driver availability became the limiting factor when it came to processing orders. It was vital for the business to hire more drivers immediately, but also have a robust strategy for the future too.

Solution

SOLUTION HIGHLIGHTS

  • Marketing Intelligence & Market Analysis
  • Persona Development
  • Process Design
  • Creative Development
  • Integrated Media Campaign

AT A GLANCE

  • COMPANY
    Sainsbury’s
  • INDUSTRY
    Retail
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory
  • ANNUAL HIRES
    6,200 annual hires for warehouse and truck driver positions
  • LOCATIONS
    33 distribution centers
  • ABOUT SAINSBURY’S
    Sainsbury’s is a British supermarket and the second largest grocery chain in the United Kingdom. Since opening their first store in 1869, Sainsbury’s in focused on providing great value food and convenient shopping, whether in-store or online—as well as through their other brands Argos, Habitat, Tu, Nectar and Sainsbury’s Bank.
Contact Sales

Our first step was to leverage interviews and focus groups to understand the recruitment proposition for drivers at Sainsbury’s.

In addition to interviews, we utilized market mapping techniques to understand the labor force, reporting on salary benchmarks, competitor activity, and the socio-demographics of hard-to-fill locations.

Using the data collected from interviews and focus groups, we developed distinct driver personas, each with its own messaging framework and channel strategy. We used these to develop highly targeted comms for each group, responding to their motivations and behaviors.

Secondary messaging included: flexible shifts where we knew there was a high student population and non-monetary benefits such as child-care vouchers in areas that had a high density of families.

Results

The campaign was so successful that the majority of roles were filled within the first five weeks of the 12-week campaign, meaning that Sainsbury’s could cut back on their marketing spend. More impressively, seven locations needed to pause their recruitment due to high application numbers including two of the locations that were identified as hard-to-fill areas.

After speaking to hiring managers, existing employees, and those working for competitor organizations, we found that the majority of people eligible to be a Sainsbury’s delivery driver didn’t realize that they already had the skills to do the job. In fact, the role required skills like good customer service, time management, and self-motivation which we found to crossover with a number of different sectors.

This led us to design a creative route that focused on the core messaging of “All you need is a license” and “Where will your license take you?” educating the audience around the training and development new joiners received. This sat in contrast to another creative route which we used in locations that had high competitor activity. There we led with the messaging around the fact that Sainsbury’s offered guaranteed hours where other organizations did not.

Before the campaign, Sainsbury’s was engaging with candidates across multiple channels with different communications, which meant they ended up talking to the same audience in different ways, about different things. By taking this insight-driven segmented approach, Sainsbury’s could instead talk confidently about the things that mattered to candidates, using the channels that they were most likely to respond to.

“The success of the campaign so far has been unprecedented and as such after five weeks we are already in a place where most of our stores in the trial have filled all driver hours required. In total, we have received over 2,000 applications. We’ve extended 131 offers, and 106 have been accepted so far.”

Client Testimonial

Derby City Council: Candidate Generation for Future Generations

Posted on by akessler
Derby City Council: Candidate Generation for Future Generations

Derby City Council: Candidate Generation for Future Generations

Devilering outsourced recruitment for this government agency.

Situation

Derby City Council needed to recruit several Directors to drive forward their 2030 vision for a safer, stronger city. They engaged PeopleScout for recruitment process outsourcing (RPO), including candidate generation and talent assessment in a robust, pragmatic way. We delivered a streamlined, structured solution to ensure they had the information they needed to make successful appointments based on objective, role-specific insights.

Solution

In-Depth Insight

To target suitable candidates for each of the roles, our team immersed themselves in the culture of Derby City Council. They asked questions to understand the key success requirements, experience and qualities essential for each role. This also supported the development of a compelling, yet realistic, narrative that could be used to keep candidates motivated to complete the recruitment journey.

Measurement & Validation

Our assessment consultant ensured that each candidate completed two personality questionnaires to measure their profiles against the organization’s key strategic level competencies. In addition, our occupational psychologists conducted a 60-minute validation call with each individual to bring their behavioral profiles to life.

Bespoke Candidate Reports

We then compiled a report on every candidate, highlighting their key strengths and development areas, providing briefs for the panel to use to probe further during the selection interviews.

Results

This streamlined, structured solution ensured that Derby City Council had the information they needed to make appointment decisions based on objective, role-specific insights.

It also made for a fair process which both successful and unsuccessful candidates found to be enriching, as they received insightful feedback throughout. Similarly, the assessor panel reported that the briefings helped to focus their questions at the final stage interviews for each candidate.

At a Glance

  • COMPANY
    Derby City Council
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ABOUT DERBY CITY COUNCI;
    Derby City Council is the local authority for Derby, a city in the East Midlands region of England.
Let’s Connect

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
Let’s Connect

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.
Let’s Connect

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.
Let’s Connect

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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