Solution: Recruitment Process Outsourcing

PeopleScout Named an RPO Leader in EMEA and APAC on HRO Today’s Baker’s Dozen

Posted on by nfuqua

RPO provider rankings based on customer feedback

LONDON – November 27, 2023 – PeopleScout, a leading global provider of talent solutions, has been recognized as an RPO leader on HRO Today’s 2023 RPO Baker’s Dozen Customer Satisfaction Ratings in EMEA and APAC. This follows the company’s ranking as an enterprise leader on the global 2023 RPO Baker’s Dozen list announced in October.

“At PeopleScout, our clients are at the center of everything we do, and the trust they place in us is paramount,” said Rick Betori, PeopleScout President. “As a dedicated talent partner to organizations across the globe, we are committed to developing flexible and scalable solutions to their toughest talent challenges.”

HRO Today‘s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from RPO buyers. The EMEA and APAC lists rank the top RPO providers within each respective region. Providers are evaluated on three sub-categories—breadth of service, size of deal and quality of service—in addition to an overall ranking.

“This recognition as an RPO leader in both EMEA and APAC is validation of our efforts to drive innovation in talent solutions and talent advisory capabilities globally,” said Andrew Wilkinson, Executive Leader and Managing Director in EMEA and APAC. “We remain grateful for the strength of our client partnerships around the world, without which, these rankings would not be possible.”

PeopleScout’s talent solutions combine speed, scalability and industry-leading technology with over 30 years of experience across geographies and industries to provide clients with the competitive edge they need to hire top talent. Backed by its award-winning technology, Affinix™ PeopleScout’s best-in-class RPO solutions take a partnership-oriented approach to provide full-cycle, partial cycle or project-based support to simplify the talent acquisition process, enhance the candidate experience and drive lasting business outcomes.

In addition to its recognition as an industry leader on HRO Today’s RPO Baker’s Dozen annual list for more than 10 years, the company was also named an RPO Leader on Everest Group’s 2023 RPO PEAK Matrix and a Leader in every category of NelsonHall’s 2023 NEAT Vendor Evaluation for RPO.

Learn more about the 2023 RPO Baker’s Dozen in EMEA and APAC on the HRO Today website.

About PeopleScout
PeopleScout, a TrueBlue (NYSE: TBI) company, is a leading RPO provider managing talent solutions that span the global economy, with end-to-end MSP and talent advisory capabilities supporting total workforce needs. PeopleScout boasts over 90% client retention managing the most complex programs in the industry. The company’s thousands of forward-looking talent professionals provide clients with the edge in the people business by consistently delivering now while anticipating what’s next. Affinix™, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience and optimizes the talent process through data and actionable insights. Leveraging the power of data gleaned from engaging millions of candidates and contingent associates every year, PeopleScout has served clients in more than 70 countries with headquarters in Chicago, Sydney and London and global delivery centers in Toronto, Montreal, Bristol, Krakow, Gurgaon and Bangalore. For more information, please visit www.peoplescout.com.   
 
Press Contact
Taylor Winchell
Senior Manager, External Communications
pr@trueblue.com
+1-253-680-8291

PeopleScout Jobs Report Analysis—October 2023

Posted on by nfuqua

U.S. employers added 150,000 jobs in October, showing a slowdown after a summer of strong job growth. This is lower than what economists expected and shows the Federal Reserve plan to increase interest rates may be working. The unemployment rate rose slightly to 3.9%. Year-over-year wage growth fell to 4.1%.

The Numbers

150,000: U.S. employers added 150,000 jobs in October.

3.9%: The unemployment rate fell to 3.9%.

4.1%: Wages rose 4.1% over the past year.

The Good

According to the Wall Street Journal, October’s report is the clearest sign we’ve seen that the Federal Reserve strategy of raising interest rates to slow the job market and control inflation may be working. Throughout the summer, job growth remained strong, consistently outperforming analyst expectations. The latest numbers fall into a more sustainable rate of growth. Additionally, wage growth appears to be slowing. Over the past 12 months, year-over-year wage growth has been as high as 4.8%, which makes October’s 4.1% encouraging.

The Bad

While the U.S. saw overall job growth, several industries contracted last month. Some of the most significant losses were in the manufacturing, transportation and warehousing sectors. Although, as the New York Times reported, some of this can be explained by ongoing strikes, particularly in the auto industry. Another concerning sign is that labor force participation decreased in October, shrinking the labor force by 201,000 people. Though experts say not to read too much into monthly fluctuations, they will watch the labor force participation rate in the coming months.

The Unknown

With September’s blockbuster jobs report and October’s slowdown, MarketWatch reports that the U.S. economy is displaying mixed signals, but evidence is mounting that a cooldown is starting. However, experts debate exactly how it will continue to play out. Some say the economy could continue to move forward without any major bumps, just at a slower pace; while others say they’re more concerned. They tend to agree, though, that the latest report makes it less likely that the Federal Reserve will decide to raise rates again at the next meeting in December.

Achieving a 38% Recruitment Cost Reduction for a Multinational Retailer

Posted on by akessler
Achieving a 38% Recruitment Cost Reduction for a Multinational Retailer

Retail RPO

Achieving a 38% Recruitment Cost Reduction for a Multinational Retailer

PeopleScout helped this retailer with their fluctuating high-volume hiring needs in a difficult market with high turnover and non-competitive salaries, resulting in a 38% cost reduction.

97 % success retaining new hires
62 hiring events hosted in a three-month period
38 % reduction in cost per application

Situation

This multinational retailer required a high volume, flexible RPO solution to ramp hiring up and down based on their seasonal peaks. This included hiring for a variety of positions such as in-store hourly roles, supply chain, security, alterations and restaurant staff.  

Solution

PeopleScout created a scalable solution that meets the retailer’s unique needs and seasonal requirements.  

  • A full-cycle hiring program including sourcing, screening, interviewing, background checks and offer decisions 
  • Seasoned recruiting experts across the U.S., UK, India and Poland to augment the client’s team 
  • Introduced a streamlined high-tech application process with quick apply and screening via automated text using Affinix Digital Interview, Affinix CRM and Affinix Analytics 
  • Comprehensive training for all new PeopleScout account team members, including classroom learning, shadowing and certifications to ensure full understanding of the client culture and values before officially starting client recruiting support  
  • Talent Advisory solutions including creation and management of automated recruitment marketing campaigns leveraging Google Display Network, Indeed One-Click and AppCast,  a tool that analyzes highest performing channels and adjusts budget usage accordingly 
  • In addition to the high-volume RPO efforts, PeopleScout created niche, specialized recruitment teams for various hard-to-fill job functions 

Results

  • Achieved 97% success in retaining new hires to ensure those who accepted the offer showed up to the first day on the job, above the client’s goal of 95% 
  • 995,000 clicks and 202,600 applications to sponsored jobs on Indeed in a three-month period 
  • Hosted 62 physical and virtual hiring events, receiving 12,000 RSVPs and making 1,800 offers at virtual events within a three-month period 
  • 41,000 clicks and 2,800 applications to jobs promoted on a variety of job boards in a three-month period 
  • 38% reduction in cost per application 
  • Ramped internal team up and down based on fluctuations in requisitions, as illustrated in the hiring graph below 
retail RPO

At a Glance

  • COMPANY: Multinational Retailer
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Talent Advisory, Affinix
  • ANNUAL HIRES: 60,000+
Let’s Connect

The Gender Gap in Energy and Utilities: 3 Strategies for Powering Change

Posted on by nfuqua

The energy and utilities sector has a gender problem. The field is overwhelmingly male-dominated, and if providers are going to be able to meet the global demand in the future, talent leaders in the industry must bring in more women to tackle the gender gap in energy and utilities. 

Women make up 39% of the global workforce, but only 16% of the traditional energy sector. This varies by location and job type. In the U.S., natural gas and nuclear energy have the highest percentage of female workers, at 35% and 34%, respectively. But in some countries, like Japan, women make up only 3% of the energy workforce.  

According to Deloitte, over two-thirds of executives rate DE&I as an important issue. And for good reason. Diversity is strongly tied to innovation. Diverse teams—including women, neurodivergent individuals and professionals from underrepresented backgrounds—are more creative, make better decisions and solve problems more efficiently. 

Additionally, the energy and utilities industry is facing a massive talent shortage. According to McKinsey, the global renewables industry will need 1.1 million blue-collar workers to develop and construct wind and solar projects and another 1.7 million workers to operate them, including laborers, electricians and operating engineers. On top of that, an additional 1.3 million white-collar workers will be needed to install, operate and maintain these facilities, including wind and solar project developers, project managers, finance experts, legal staff and many other roles. 

If talent leaders in the sector stick to the same recruiting strategies aimed at the same talent pools, providers will be understaffed, customers could see more energy service disruptions and workers could experience more incidents and accidents. 

In this article, we provide three strategies for increasing the number of female workers in energy and utilities to close the gender gap. 

1. Address Barriers for Women  

In order to effectively recruit women into the industry, talent leaders need to understand what is keeping them away and work to remove those barriers to entry.  

One important issue is pay. Globally, women in the sector face a wage gap that is more than twice as large as it is in non-energy jobs. According to the World Economic Forum, women in energy make about 20% less than their male coworkers. Their research shows that the wage gap stays the same when accounting for ability, education and potential experience, indicating that the gap is not because of differences in skill levels. 

This leads to women in the industry being more likely to leave their positions than men, creating a challenge for employers looking to retain their female workforce.  

One step employers can take is to complete a pay equity audit. According to the Harvard Business Review, a pay equity audit involves comparing the pay of employees doing “like for like” work in an organization. To complete this effectively, you will need each employee’s length of service, job classification and demographic information. From there, auditors can perform a regression analysis to account for pay differences based on factors like experience, education and training to identify differences based on gender, race or age.  

With that data, experts recommend a two-pronged response. One is remediation, or adjusting the pay of any employees that may qualify. The next step is to identify what led to salary discrepancies in the first place. Were there incorrect job classifications? Or does the hiring process allow for wide differences in starting salaries? This will help create a fair and equitable process going forward.  

Additionally, companies shouldn’t be shy or secretive about the work they are doing to build a better workplace environment for women. Workers value that transparency. In fact, several large organizations have made headlines for announcing when they’ve reached gender pay equity, like Adobe and Intel.  

2. Invest in Diverse Sourcing Strategies 

Once talent leaders confirm that their organization provides a fair and equitable environment for female workers, the next step is finding them. The energy and utilities industry is not alone in this need. Across all science, technology, engineering and math (STEM) jobs, women only account for 28% of the workforce. 

Energy employers should invest in sourcing strategies aimed at underrepresented workers. Consider adding an AI sourcing tool that can identify passive candidates with the skills needed to succeed at your organization.  

Some recruitment CRMs have automated talent matching capabilities that search candidate databases to find qualified candidates for any role. Candidates are then ranked by how closely they fit the role requirements, how likely they are to leave their current position, and their average tenure. Unlike a manual sourcing process, automated talent matching can help fill the top of your funnel in seconds.   

Notably, in PeopleScout’s AffinixTM CRM, Talent Finder can find and filter qualified candidates. The Diversity Boost feature also amplifies diverse candidates to help you reach your DE&I goals. It even allows talent leaders to identify what diversity means at their organization, including the goal of identifying qualified female candidates.  

Also consider low-tech approaches to sourcing more female candidates. Attend “Women in STEM” hiring events, and partner with colleges and universities. The energy sector has become a hard sell for young workers, especially in fossil fuels. One study found that only 44% of millennials and Gen Z in STEM programs would be interested in working in the sector, but 77% were interested in tech. Identifying potential candidates and intervening early can help change minds and bring in more candidates.  

3. Update your Employer Brand 

Finally, talent leaders in the energy and utilities sector need to make sure that their employer brands appeal to female workers. Are DE&I efforts advertised? Do women appear in careers site imagery? What about company leadership?  Are women represented? 

Your employer brand is your most powerful tool in attracting top talent. The energy industry lags behind in employer branding and digital recruitment marketing, two factors that appeal to millennial and Gen Z workers and can attract more women. Showcase and celebrate female workers and leaders in places like your careers site and social media. Share the progress you’re making toward diversity and inclusion goals. Advertise benefits like mentorship programs and leadership training.  

Also consider your job postings. Do they include gendered language? Words like “competitive, dominant or leader” may discourage women from applying. One survey found that male-dominated fields tend to use more masculine words in job descriptions, at 97%. 

These changes can make a real impact. For example, a manufacturing client that operates in an industry that has historically been male-dominated partnered with PeopleScout with the goal of increasing the number of female applicants and hires. PeopleScout worked with the client to develop the Women in Manufacturing campaign. PeopleScout interviewed nearly 20 women who work in roles across the company and who love their jobs. Using this information, PeopleScout built candidate personas to target women interested in the industry, and created a campaign featuring real women who work for the client. 

Using our proprietary talent technology Affinix™, we built a dedicated landing page and talent community for female candidates. The four-week Women in Manufacturing campaign launched on International Women’s Day and showcased the company’s woman-friendly, inclusive culture. The campaign featured employee spotlights, videos and stories to showcase how women are integrated into the corporate culture and are integral to the company’s success. This increased the number of women who visited to the employer’s careers site and is moving the needle on the company’s DE&I goals.  

Think Long Term to Close the Gender Gap in Energy and Utilities 

As with many male-dominated industries, progress won’t happen overnight, but employers should set reasonable and achievable goals to close the gender gap in energy and utilities. With the staffing challenges facing the industry, building a more diverse workforce for the future isn’t an option—it’s a necessity.  An RPO partner brings industry expertise, recruitment technology and talent advisory solutions to the table, providing employers the tools they need to find and hire more diverse talent.  

For more insights on recruiting in the energy and utilities sector, download our ebook, The Recruitment Handbook for Energy and Utilities.

PeopleScout Jobs Report Analysis – September 2023

Posted on by nfuqua

U.S. employers added 336,000 jobs in September. This is nearly double the job growth that analysts expected and shows that employers still have a high demand for labor. The unemployment rate remained at 3.8%. Year-over-year wage growth fell slightly to 4.2%.

u.s. jobs report september 2023 infographic

The Numbers

336,000: Employers added 336,000 jobs in September

3.8%: The unemployment rate remained steady at 3.8%.

4.2%: Wages grew 4.2% over the past year.

The Good

The best news in September’s jobs report is that the jobs added were spread across industries, according to the Wall Street Journal. Leisure and hospitality led with 96,000 new jobs as bars and restaurants finally reached pre-pandemic staffing levels. Education and health services also added a significant 70,000 new jobs, and all major jobs categories experienced growth. The report shows that hiring is not slowing, despite high interest rates and wage growth, the restarting of student loan payments and low unemployment.

The Bad

The factors that make September’s report strong are the same ones that have analysts worried. In previous months, reports have suggested the Federal Reserve’s plan to slow hiring by raising interest rates was starting to work. The latest report tells an entirely different story. As the New York Times reports, Wall Street was wary of the blockbuster report because of the influence it could have on the Fed.

The Unknown

The latest report paints a more complicated picture for the Federal Reserve as they head into their next meeting. According to MarketWatch, this is the last report the Fed will see before that meeting, and it increases the likelihood that they will decide to raise rates again this year. The Fed has two more meeting scheduled in 2023—one on October 31 to November 1 and another December 12-13. Officials say they’re increasingly convinced that the U.S. can avoid the mass layoffs and high unemployment that typically go along with high interest rates.

3 Strategies for Solving Hospitality Recruitment Challenges with Technology

Posted on by nfuqua

Amongst travel and hospitality recruitment challenges is a clear and persistent issue: staffing shortages. Talent leaders are struggling to fill empty roles amid low unemployment rates.

According to a 2023 survey by Deloitte, more than half of hotel executives (53%) say their properties have between 25–74% of the workforce they had in 2019. The situation at airports is even tighter with 62% of executives saying their workforce is half its prepandemic size or smaller.

On top of this, the unemployment rate sits at 3.8% in the U.S., 4.3% in the UK and 3.7% in Australia. The travel industry also saw a massive exodus of workers. In 2022, the U.S. Bureau of Labor Statistics reported record quit rates during the Great Resignation, with the quit rate in leisure and hospitality jumping by a percentage point to 6.4%. So, how can talent leaders hire hospitality and travel workers when the available pool is smaller?

Luckily, the right technology solutions deployed at the right times during the recruitment process can help talent leaders source, attract and screen candidates to find the best talent more efficiently and effectively. In this article, we’ll cover three technology interventions that talent acquisition teams can put into place to tackle hospitality recruitment challenges.

Hospitality Recruitment Challenge No. 1: Our open positions receive few applicants, and many of those who do apply do not have the background or experience needed to succeed in the role.

Solution No. 1: Invest in artificial intelligence sourcing technology to fill the top of your funnel.

Amongst common hospitality recruitment challenges that we see is finding talent with a wide variety of specialized skills across diverse and distant geographies. There is no one-size-fits all approach to hiring travel and hospitality talent. Finding a chef for a luxury property in Lake Como, Italy will look very different from a search for housekeeping staff at a family resort in Orlando, Florida. Finding a flight attendant looks very different from filling a baggage handler role.

With such a tight talent market, employers must target passive talent. During the Great Rehire talent leaders focused on filling roles as quickly as possible, but now they need to focus on finding and hiring more experienced workers.

An AI-enabled candidate sourcing tool can identify passive candidates with the right experience for specific roles and can even identify which candidates would be most likely to leave their current employers. Within seconds, recruiters can build a list of these candidates and share the opportunity. PeopleScout’s talent acquisition suite, AffinixTM, includes the AI sourcing feature, Talent Finder, which can connect employers with millions of passive candidates.

Consider the following best practices for using an AI sourcing tool:

  • Before searching for candidates, make sure you have a thorough understanding of the technical and soft skills needed to be successful in the role.
  • Use features, like PeopleScout’s Diversity Boost, that can identify candidates from underrepresented backgrounds to help meet your DE&I goals.
  • Blend AI with the human touch. By having a recruiter reach out to a sourced candidate with a personalized message, employers can create a positive experience.
  • Make sure a human makes all final hiring decisions. AI can make the process more efficient, but hiring managers should make the final call.

Hospitality Recruitment Challenge No. 2: Candidates drop out of our process before reaching the offer stage, either by abandoning the application or ghosting the interview.

Solution No. 2: Improve the candidate experience by making the process quick and easy by embracing tools like SMS or virtual interviews.

Hospitality employers must ensure that their candidate experience sets them apart from other employers at every stage of the candidate journey. For candidates, how they’re treated during the hiring process is a preview of what their experience will be as an employee.

PeopleScout research shows that the hospitality industry has a lot of room for improvement in this area. In our analysis of the candidate experience of more than 215 different organizations, the hospitality sector came in last overall with the lowest average scores in every stage except Follow-Up (in which it was second to last). While hospitality organizations effectively showcased their diversity and inclusion efforts on their career sites, only half gave candidates the opportunity to register their interest.

Your candidate experience should be unique to your brand and help you distinguish yourself from other employers hiring for similar roles or skills. Many talent acquisition teams don’t appreciate that candidates don’t perceive the recruitment process as a funnel. They’re the main character in their own story, and they expect to be treated that way. Candidates want to engage in their job search on their own terms. So, anytime they encounter a roadblock to getting the information they want, especially if they don’t know what to expect in the next stage, they’re more likely to drop out of your process.

There are several ways to leverage  technology to make the process easier for candidates. First, start with a shortened application. According to PeopleScout research, nearly 40% of organizations asked candidates to duplicate information that was already contained in their resume or CV. Make sure your application only collects the information that is most critical for determining who moves along to the next step of the process.

From there, other technology solutions can be used to gather the additional information necessary to make a hiring decision. SMS can be used for an initial text screening, and virtual interviews, like those available in Affinix, allow candidates to answer additional questions at their own pace while feeling as though they’re driving the process.

Finally, automated communication can keep a candidate engaged in the process. The right technology platform can help by sending automated messages to candidates, via email or chatbot technology, updating them on their application status. You can even craft messages letting a candidate know if they did not get the job, so they aren’t left wondering if you ghosted them.

Consider the following best practices for using technology to improve your candidate experience:

  • Make sure your application is mobile-friendly and can be filled out in 10 minutes or less. Test your current application to see how long it takes to apply.
  • Provide candidates with the opportunity to opt-in to receive text messages or emails from your organization to remain in compliance with local spam laws.
  • Tailor the type of virtual interview to the type of role. While video interviews may be appropriate for customer-facing roles, others may prefer the opportunity to answer questions with recorded audio.
  • Make it simple for candidates to understand where they are in your process; this can be something as simple as a progress bar.

Hospitality Recruitment Challenge No. 3: Our assessment process isn’t effective at identifying the candidates most likely to succeed in the role, leading to increased turnover, reduced productivity and disengaged employees.

Solution No. 3: Assess candidates for passion, purpose and mindset.

The travel and hospitality industry is all about guest experience, and hotels, airlines, restaurants and theme parks differentiate themselves with the unique experience that they provide. So, talent leaders need to find candidates who not only have the right skills and experience but also a deep understanding of the brand and how it is reflected in the service provided.

For example, in a major city, you may find three hotels on the same street, one catering to a high-end luxury experience in a historic building, another geared toward young travelers with bold art and hit music playing in the lobby, and a third designed with business travelers in mind—with a large business center, meeting rooms and plenty of quiet spaces for someone to plug in their laptop. Many hotel brands even have this variety of styles within their own portfolios. The service provided in each hotel looks different, and a person who excels at a luxury property may not thrive in a trendy hotel.

By selecting the right assessment tool, employers can go beyond looking at just capability, behavior and results but also determine whether candidates align with their organization’s purpose, have passion for the work they would do and whether they have the mindset to adapt to new environments.

By building an assessment during pre-screening that accounts for passion, purpose and mindset in addition to the standard skills and experience, employers can use technology to shortlist candidates based on several different attributes at the same time. This way, employers can get a clear picture of the different strengths and weaknesses of candidates in order to make informed decisions about which candidates are best to bring forward to the interview stage.

By identifying candidates who match well with an employer’s brand of guest experience, talent leaders can reduce turnover and build a happier, more engaged team. In turn, that leads to better customer experience and a better bottom line.

Consider the following best practices for building an effective assessment for hospitality talent:

  • Identify the essential behaviors for the role to separate those who will actually be successful from those who simply present well during an interview.
  • Build assessment tools around your organization’s vision and values so applicants have a chance to form a connection to them from the start.
  • Self-evaluation tools can also be used to help applicants consider their own strengths and whether the role will offer sufficient opportunity to use and demonstrate them.
  • Distinguish between good candidates who meet the criteria and great candidates who will take an organization further.

Finding the Right Talent Technology for Hospitality

The travel and hospitality industry still faces an uphill climb in returning to or even exceeding their prepandemic staffing levels, but talent leaders have additional and improved tools available to help identify, attract and screen candidates. However, in a full marketplace, finding the right tools can be a challenge. Consider partnering with an RPO with expertise in technology that can help identify the most impactful ways new tools can solve your most pressing hospitality recruitment challenges.

Get more strategies for attracting and hiring hospitality, travel and tourism talent, with our Recruitment Handbook for Travel and Hospitality.

Debunking RPO Myths: How Savvy Talent Leaders Separate Fact from Fiction

Posted on by akessler

In the ever-evolving landscape of talent acquisition, recruitment process outsourcing (RPO) has emerged as a go-to solution to help organizations redefine their recruitment strategies. However, many employers shy away from engaging an RPO provider because of common misperceptions. If you’re a talent acquisition leader stepping into the world of RPO for the first time, get ready to separate fact from fiction as we dismantle RPO myths. 

Myth 1: Outsourcing Means Losing Control Over the Hiring Process. 

Let’s set the record straight from the get-go: RPO doesn’t mean relinquishing control. You’re not sending your recruitment program into a mysterious void.  

In fact, reputable RPO providers thrive on collaboration. You maintain oversight, make strategic decisions and keep your finger on the pulse of the recruitment process. Your RPO partner should provide you with regular reports so you can track metrics and SLAs against your hiring goals.    

It’s like having a co-pilot who respects your position in the driver’s seat.  

Myth 2: RPO is Expensive. 

There’s a notion that RPO will drain your coffers faster than you can say “ROI.”  

With an ever-widening skills gap and climbing hiring costs, organizations are looking for recruitment solutions to reduce overhead and improve outcomes while reducing risk. By streamlining your hiring process, reducing time-to-fill and minimizing administrative burdens, RPO creates substantial value, particularly for high-volume or hard-to-fill specialty roles. While RPO may not be the cheapest option, a good RPO, and the technology they bring to the table, improves efficiency and delivers results.  

Think of it as an investment that not only bolsters your team but also your bottom line.  

Myth 3: RPO Only Works for Large Companies. 

You might be thinking, “RPO? That’s only for the large enterprises with deep pockets.”  

Not so fast! RPO isn’t an exclusive club for corporate giants. It’s an adaptable strategy for businesses of all sizes. Whether you’re a startup looking to scale or a mid-sized enterprise seeking an edge, RPO can be tailored to fit your unique needs.  

In fact, according to Everest Group, smaller organizations made up 43% of RPO of news deals in 2022, up from 23% in 2017, as they increasingly turn to RPO to help scale and reduce risk in an uncertain labor market. RPO helps these mid-sized and small organizations scale up their hiring efforts without the costly commitment of building talent acquisition teams in-house.  

Myth 4: RPO Takes a Long Time to Implement. 

With the economy see-sawing post-pandemic, we’ve seen our clients shift their focus to agility and speed with an increase in urgent hiring projects. Organizations often think that RPO is not a viable option in these situations due to the misperception that it takes 12 to 16 weeks to ramp up.  

While an RPO engagement can certainly be a long-term strategic partnership, there are also solutions for short-term recruitment projects where speed is the priority. For example, we developed PeopleScout Accelerate, a tech-powered, ready-to-go recruitment process outsourcing (RPO) solution that combines PeopleScout’s deep recruitment expertise and a pre-configured Affinix™ talent acquisition technology suite—implemented in just two weeks.  

Myth 5: RPO is Only for Filling Volume-Based Positions. 

Your talent needs are unique to your organization and the right RPO partner will know that a one-size-fits-approach isn’t effective. Don’t let the myth of “volume hiring only” keep you from experiencing the benefits of RPO. 

While RPO is an ideal solution for high-volume hiring in which many hires for similar job families are made annually, it’s also perfect for hard-to-fill specialist professional roles. With their networks, resources and expertise, RPOs have the ability to attract candidates from all corners of your industry. 

One huge bonus of the long-term relationship you build with an RPO partner is their ability to create talent pools. Having a pool of active and passive candidates speeds up time-to-hire by giving you fast access to qualified candidates when a new vacancy opens. Plus, RPO providers have access to leading technology featuring AI matching tools that can identify and source strong passive and active candidates within seconds of an open job requisition. 

Myth 6: RPO is Exclusively Cost-Cutting, Not Quality-Improving. 

Quality over quantity, right? Absolutely. And guess what? RPO providers are on the same page.  

Unlike working with a staffing agency, which is often a transactional relationship, an RPO partner won’t flood your inbox with résumés that miss the mark. Instead, they use targeted strategies to find the ideal candidate who aligns with your values and vision.  

RPO providers can help you develop and implement effective selection and assessment processes to identify high-performing candidates with the right skills and experience for the role. Plus, with their tech know-how, RPOs can help you leverage predictive analytics to gain a better understanding of the behaviors of top talent and predict factors such as cultural fit, willingness to change companies and future tenure potential. 

With RPO, quality isn’t compromised—it’s elevated.  

Myth 7: RPO is a One-Size-Fits-All Solution. 

While some providers have gained reputations for making their clients follow a rigid process, it doesn’t have to be this way. 

Good RPO partners are chameleons, adjusting their approach to your shifting hiring needs. Whether you’re gearing up for a hiring spree or scaling down temporarily, your RPO provider should deliver custom solutions based on your industry, job types, hiring budget and goals. 

And remember, you don’t have to outsource your entire full-cycle, end-to-end recruitment process. Look for an RPO partner that offers partial-cycle, project-based and even modular RPO solutions to help you scale your recruitment function to meet your needs—from talent mapping and sourcing to designing assessments and onboarding. In the fast-paced world of talent acquisition, flexibility is your secret weapon. An RPO partner should provide you with the agility you need to weather the ups and downs of the economy. 

Myth 8: RPO Providers Only Cover Recruitment. 

While RPO is focused on improving recruitment processes, it can also include other HR functions such as employer branding, talent management and workforce planning. RPO providers can offer a range of services that can be customized to meet the specific needs of the organization. 

RPO partners are increasingly offering a range of value-added services to meet the demand for proactive, innovative candidate experiences. When you partner with a leading RPO provider, you also access: 

  • Talent acquisition consulting and best practices 
  • Technology consulting and implementation 
  • Passive candidate engagement 
  • Market insights, talent mapping and analytics 
  • Recruitment marketing and candidate attraction strategies 
  • Employer branding and employer value proposition (EVP) development 
  • Assessment design and execution 
  • Diversity, equity and inclusion consulting 

When considering potential RPO providers, make sure they can provide you with value-added services that will optimize and streamline each phase of the recruiting process. 

Myth 9: RPO Replaces Your Internal HR Expertise. 

Your internal talent acquisition expertise is invaluable—and it’s here to stay. RPO isn’t about replacing your team; it’s about augmenting their strengths.  

Organizations often struggle to invest in growing the number of talent acquisition and HR resources required to keep up with the rate of change. RPO providers take on time-consuming, but necessary, recruiting activities such as sourcing and candidate engagement. This frees up internal HR staff to focus on higher value activities.  

Plus, through working across many clients and industries, RPOs have their finger on the pulse of what’s going on the labor market and can share best practices and insights to help you make informed workforce decisions.  

Consider your RPO team your ally, enhancing your internal capabilities and helping you and your team shine even brighter.  

Myth 10: RPOs Don’t Care About Your Company Culture. 

Your company culture is your crown jewel, and you’re not about to let it fade away in the name of outsourcing. Fear not! Reputable RPO providers understand the value of cultural fit.  

Your RPO team integrates your values, purpose and employer brand into every candidate touchpoint. An RPO provider can help you amplify your employer brand by leveraging your established candidate attraction assets in targeted recruitment marketing campaigns. Utilizing job postings, social media posts, your career site and email campaigns, your RPO provider will carry your carefully crafted employer brand to candidates, providing them with compelling reason apply to your open positions.  

It’s like having a partner who not only respects your company culture but actively works to preserve and enhance it. 

If your organization is looking to develop an employer brand from scratch or update your current one, a leading RPO partner can provide you with employer branding services to complement your recruitment strategy ranging from creative support to full-scale employer value propositions (EVP) development. 

From debunking misconceptions to revealing the true essence of RPO, you’ve now navigated through the labyrinth of misperceptions to arrive at the threshold of transformation. With RPO, you’re not just recruiting—you’re building a workforce that will grow your business for years to come. So, it’s time to shatter RPO myths and embrace the potential of of this powerhouse solution. 

You might also be interested in: 

The Synergy of Workforce Planning and HR Analytics

Posted on by akessler

Strategic HR management has become a crucial aspect of organizational success. Hence, HR analytics and workforce planning have significantly influenced the rapidly evolving recruitment industry in the past few years. These approaches provide insights and tools that help organizations optimize workforce solutions, shape decision-making processes and drive the overall growth of the business.

This article delves into the complexity of HR analytics and workforce planning, the benefits and risks as well as real-world workforce planning examples and HR analytics applications.

What are Workforce Planning and HR Analytics?

Workforce planning is a methodical process that organizations implement to ensure they have the right mix of talent with the appropriate skills to meet current and future business objectives. It involves forecasting future workforce needs, identifying gaps in skills and competencies, as well as designing strategies to address those gaps. Workforce planning aims to align the company’s strategic goals with its human resources.

On the other hand, HR analytics involves the use of data analytics to provide organizational leaders with actionable insights on recruitment, performance management, employee engagement and more. It helps organizations to gain a deeper understanding of workforce dynamics, identify trends and predict future outcomes. Leveraging HR analytics tools can aid Human Resource professionals in developing better, well-informed strategies that boost the overall employee experience and contribute to the company’s future success.

Although workforce planning and HR analytics share a common goal of enhancing human resources management, these approaches provide varying degrees of information.

Workforce planning tends to focus on the macro-level view, addressing questions like:

  • What are the hiring needs for the upcoming quarter?
  • What kind of skills will be crucial in overcoming current growth challenges?
  • Are there skills gaps in our teams?

On the contrary, HR analytics delves into micro-level insights:

  • Are there specific patterns in employee engagement and productivity?
  • What are the factors causing high turnover in a particular department?
  • What is the most common reason for high performers to resign?

Whilst workforce planning takes a more strategic approach, HR analytics contextualizes information to support data-driven decision-making. Leveraging workforce planning and HR analytics together helps promote engaged and productive teams.

Benefits of HR Analytics and Workforce Planning

Whilst the benefits of taking a data-forward approach to talent strategy are numerous, here are the top three benefits:

Improved Resource Allocation

Workforce planning aids in allocating resources effectively by ensuring the right people are in the right roles at the right time. HR analytics enhances this process by providing insights into individual and team performance.

Strategic Decision-Making

Workforce planning supports long-term goals, while HR analytics facilitates swift decision-making for immediate concerns.

Proactive Problem Solving

Workforce planning identifies potential gaps and challenges in advance, allowing organizations to take action before issues become critical. HR analytics offers the ability to identify and address emerging employee-related problems promptly.

Real-World Application of Workforce Planning

A financial services organization engaged PeopleScout and our Talent Mapping solution to unlock their talent segments and provide enhanced workforce planning data that would help streamline the client’s global contact centers into multilingual hubs. Within two weeks, PeopleScout delivered comprehensive insights into:

  • Size and language skills of the customer service workforce in several countries
  • Additional salary expectations for specific language abilities
  • Age, gender, diversity data to aid DE&I efforts
  • Candidate preferences to inform market messages
  • Optimal platforms for recruitment advertising in each area
  • Desired recruitment process for better candidate experience
  • Regional variations based on location-specific data

PeopleScout’s findings were summarized into easily understandable reports for each country. These insights guided the client in assessing locations for their multilingual centers, refining their value proposition, designing talent attraction strategies, and structuring compensation packages. The solution enabled informed decision-making and optimized recruitment efforts.

Real-World Application of HR Analytics

A leading credit reporting company struggled with increased staff turnover, prompting the need for action. The HR department collaborated with the internal specialists who formulated the credit scoring model. Using a similar approach, the team was able to create a predictive employee turnover model. The model provided a risk score for each employee using diverse data sources and alerted managers about the potential turnover risks at various role levels. The model was based on roughly 200 variables that were likely to influence an employee to seek opportunities elsewhere, including aspects like team dynamics, supervisor performance as well as commute length.

The new approach was rolled out globally and has provided valuable insights for decision-making and workforce planning in the longer term. For example, it was evident that turnover in each region was affected by a unique set of factors.

The model’s implementation led to a 3% decrease in attrition over 18 months, translating to a £8 million business saving. The rollout’s success was attributed to leadership endorsement of analytics and a collaborative approach between the analytics and HR teams to ensure action based on predictions and continuous improvement of the model.

Navigating Risks in Talent Analytics

Whilst the use of data insights as part of workforce planning and HR analytics initiatives is appealing, this promising approach comes with potential risks. These challenges include data privacy and data quality risks, interpretational biases as well as data collection pitfalls. Navigating these hurdles is crucial in ensuring that the use of data in building HR strategies is effective and ethical.

Talent analytics relies heavily on employee data, including personal information, which can lead to concerns around data privacy and security. Employers must prioritize data protection and compliance to prevent data breaches.

Low quality data can lead to misleading conclusions and negatively impact decision-making.  Well-designed data collection processes ensure that the records are complete and provide enough information from which to draw conclusions as well as to test hypotheses on multiple data samples.

In the modern business world, the synergy between HR analytics and workforce planning is undeniable. By leveraging them effectively, organizations can stay ahead in dynamic business environments, promoting a culture of adaptability, efficiency, and innovation. By aligning strategic goals with workforce planning and leveraging data-driven insights, employers can navigate the complex HR landscape with confidence and foster business growth.

[On-Demand] Modular RPO: Amping Up Your Recruitment Strategy

Posted on by bbhasin

[On-Demand] Modular RPO: Amping Up Your Recruitment Strategy

In today’s tumultuous economy, employers continue to face hiring challenges, and because many lack sufficient in-house recruitment resources, they need nimble solutions to help them effectively and efficiently respond to market fluctuations. That’s where modular RPO comes in—a tool for targeted problem solving and a way to amplify your talent program.

In today’s tumultuous economy, employers continue to face hiring challenges, and because many lack sufficient in-house recruitment resources, they need nimble solutions to help them effectively and efficiently respond to market fluctuations. That’s where modular RPO comes in—a tool for targeted problem solving and a way to amplify your talent program.

In this Talking Talent webinar, Modular RPO: Amping Up Your Recruitment Strategy, available on-demand now, PeopleScout Head of RPO in EMEA, Jo Taylor and PeopleScout Senior Vice President of Client Delivery, Allison Brigden, take a deep dive into how modular RPO and PeopleScout’s new Amplifiers can help augment your team to meet your short-term talent needs—while providing lasting business value.

In this webinar, Jo and Allison cover:

  • The factors driving this complex talent market
  • The impact of increased agility in your talent program
  • Strategies for filling the top of your talent funnel
  • Developing the right assessment process for your organization
  • Solutions to reduce new-hire ghosting and turnover
  • And more!

2023 U.S. Workforce Trends Mid-Year Report

Posted on by nfuqua

2023 U.S. Workforce Trends Mid-Year Report

As part of our commitment to keeping you informed about the latest news in the hiring market, we are excited to share our 2023 U.S. Workforce Trends Mid-Year Report. In this report, we have analyzed the latest jobs data across various industries so you are ready to face the months ahead with a stronger staffing strategy.

The first half of the year has seen slower hiring in many industries as businesses navigate economic uncertainty. However, there is a steady demand for workers in critical sectors such as retail, manufacturing and hospitality.

Our 2023 U.S. Workforce Trends Mid-Year Report includes:

  • National job numbers for the first half of 2023

  • Workforce and wage information for several major industries

  • A breakdown of jobs experiencing notable growth

At PeopleScout, we understand the importance of having the right workforce to support your success. That’s why our report goes beyond sharing workforce data — it also offers recommendations and strategies to help you attract and retain the right workers. These insights can help your company build a strong and flexible workforce that can adapt to changing demands, seize new opportunities and ultimately thrive in today’s business landscape.