Situation TMP Worldwide—a transformative, multi-award-winning advertising agency that dominates UK media buying, employer branding, recruitment marketing, and resourcing—had big plans. They’d created a brand-new two-year graduate development programme designed to cultivate their next generation of leaders. The catch? Just three coveted spots were available. While TMPW had successfully designed and delivered numerous graduate assessment processes…
Early careers recruitment is undergoing a seismic shift as Generation Z enters the workforce en masse. Gone are the days of one-size-fits-all early careers hiring strategies. Gen Zers aren’t shy about demanding more—more purpose, more flexibility, and more growth opportunities. Organizations who can navigate these expectations will win the hearts of Gen Z in the workplace.
Meeting these expectations isn’t just about filling entry-level positions; it’s about future-proofing your organization. In this new landscape, companies that crack the code of Gen Z recruitment will gain a significant competitive edge. Let’s explore some of Gen Z’s expectations and ways you can revolutionize your early careers recruitment to attract and retain the brightest minds.
Consumer-Like Experiences in Early Careers Recruitment
This generation and mobile devices go hand-in-hand—literally. They’re accustomed to digital consumer brand experiences delivered through online platforms and mobile apps.
Organizations that present tech-powered experiences throughout their recruitment process will get ahead with Gen Z. Consider incorporating:
Mobile-enabled application processes with personalized and automated workflows
Peer-driven recruitment content on socials
Booking and confirming interviews via text message
Tailored email campaigns and meaningful communications that provide hints and tips and explain timelines clearly
However, just because they’re digital-first, doesn’t mean Gen Zers don’t appreciate a human touch, so personalization is a must-have with regular check-ins from human recruiters to ease anxiety and build connection.
Authentic Storytelling
Gen Z job seekers trust employees three times more than the company to provide credible information on what it’s like to work there. They want to hear from their peers, real people who can share their lived experiences in the program or at your organization. Focus on employee generated content rather than highly staged and polished marketing content.
Featuring existing employees as brand ambassadors in early careers attraction content will help build trust and authenticity. Plus, it will help candidates see themselves in the role.
Opportunity to Demonstrate Potential
When it comes to early careers talent, their lack of experience makes it hard for employers to differentiate between candidates using résumés and CVs alone. Using a CV-blind approach, where only the critical requirements are assessed, helps to reduce unconscious bias and level the playing field.
Emerging talent tends to struggle with competency-based questions and may have difficulty understanding how their studies could apply to a given role. And often, those candidates excelling in competency-based questions have utilized generative AI tools like Chat GPT or coaching from their careers service—which can result in an inauthentic assessment of the individual.
Struggling to give evidence of a skill or behavior (i.e., competency questions, “tell me about a time when…”) when there is a lack of experience, doesn’t mean there is a lack of the potential. Leveraging realistic job previews, skills-based assessments or job simulations and situational-based interview questions gives emerging talent a feel for the job by showing them a snapshot of the real-life, day-to-day tasks of the role and the working environment. They are effective screening tools, giving candidates an opportunity to show how they might perform and demonstrate their potential. This helps level the playing field, and it can reduce early attrition by setting the right expectations from the start.
Receiving & Giving Feedback
What Gen Z lacks in experience, they make up for in enthusiasm. They’re keen to learn and grow and seek feedback in everything they do. While a candidate may or may not receive a job offer, feedback that they can use as they move forward in their career is the next-best outcome.
Often, candidates may receive a generic email or—even worse—no communication at all. When they’ve invested a considerable amount of time and effort into an organization, no feedback can leave a bad taste. At every stage, taking the time to provide personalized feedback gives candidates actionable steps that they can take going forward in the process, or if they’ve been rejected, that they can use to apply to your company again in the future. If the candidate was a close match, the feedback you provide could help them become the ideal candidate in your next cohort.
Additionally, with their consumer experience, Gen Z are keen to give feedback. In the absence of a mechanism for feedback, disgruntled candidates can take to social media and student forums to share their experiences and damage your employer brand. Instead, ask for feedback via a candidate experience survey like a Net Promoters Score (NPS) survey, which will allow you to measure your candidate experience and act on the feedback. In addition, monitor your social media platforms and forums and respond to demonstrate that you’re listening and taking it seriously. You may even consider offering candidates a means of contact via a dedicated email inbox and respond to any feedback you receive in a meaningful way.
Leveraging RPO Expertise for Early Careers Recruitment
Adapting your early careers recruitment to meet Gen Z’s expectations can be a complex undertaking, but you don’t have to go it alone. An experienced recruitment process outsourcing (RPO) partner can be instrumental in revolutionizing your approach. These specialists bring a wealth of knowledge about the latest recruitment trends, technologies and Gen Z preferences. An early careers talent solution can help you redesign your recruitment processes, craft compelling employer branding strategies and implement cutting-edge assessment techniques that resonate with emerging talent. Moreover, an RPO partner can provide the scalability and flexibility needed to handle fluctuating recruitment volumes, ensuring you’re always ready to capture top Gen Z talent.
By leveraging an RPO provider’s expertise, you can quickly transform your early careers recruitment program into a powerhouse that not only attracts Gen Z candidates but also sets the stage for building a pipeline of talent that will drive your company’s future success. The organizations that adapt now will reap the rewards of a diverse, skilled and motivated workforce for years to come.
Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment
The future of work isn’t coming—it’s already here, and it’s powered by Generation Z.
Born into a world of uncertainty, Gen Z isn’t just adapting—they’re rewriting the rules. These digital natives are bringing fresh perspectives, unmatched tech-fluency and a hunger for meaningful work. But they’re also demanding authenticity, flexibility and a real commitment to social impact.
Can your organization keep up?
From TikTok-worthy employer branding to creating a workplace that balances purpose with work-life harmony, this ebook, Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment, is your roadmap to successfully recruiting and retaining the Gen Z powerhouse.
In this ebook, you’ll discover:
What makes Gen Z tick: Understand their unique values and career expectations
Why your outdated recruitment tactics are falling flat with this generation
Strategies to align your early careers program with Gen Z’s values and expectations
Download your copy today for expert tips for reimagining your early career recruitment program to become a Gen Z magnet.
The global talent solutions leader was also the winner of the Client Service and Best Talent Attraction Strategy awards
CHICAGO – JUNE 27, 2024 – PeopleScout, a TrueBlue (NYSE: TBI) company and global talent solutions leader, was named Talent Solutions Provider of the Year, the top honor, at the 2024 TIARA Talent Solutions Awards – U.S. PeopleScout also received the Client Service and Best Talent Attraction Strategy awards for their work supporting their clients. This recognition comes after the company’s UK division received the same distinction, along with the Employer Brand and Best Talent Solutions Firm to Work For awards at the TIARA Talent Solutions Awards – Europe in October 2023.
“We are incredibly honored to not only be recognized for our exceptional service and effective talent strategies, but to also receive the distinction of Talent Solutions Provider of the Year,” said Rick Betori, President of PeopleScout. “These awards are a true testament to the tremendous work our people do every day to elevate our clients’ connection to top talent, and the trust our clients put in us to deliver custom solutions to achieve their short- and long-term talent goals.”
Judges praised PeopleScout’s exceptional service, thorough understanding of their clients’ business, effective strategies and sustainable results. The panel also shared the following award-specific feedback:
Talent Solutions Provider of the Year –One judge said, “PeopleScout delivered the type of service that every RPO and MSP provider should aspire to.”
Best Talent Attraction Strategy – Judges applaudedPeopleScout’s talent strategy, which “diversified the candidate pool in a male-dominated industry and lowered the cost-per-hire”.
Client Service – Judges noted that PeopleScout “took the time to understand the business and its challenges by investing time in visiting sites, incorporating customer feedback and leveraging technology to deliver sustainable results.”
The TIARA awards recognize companies across the RPO, MSP and Talent Solutions market and are open to independent providers and business units of recruitment solutions providers. The TIARAs set a standard of excellence and recognize exemplary growth, innovation and leadership.
A three-stage judging process ensures credibility and enhances prestige for all award winners. TALiNT Partners’ senior team conducts an initial review to shortlist finalists from all entries. Finalist entries then go to a second round of judging by a panel of distinguished industry professionals. Judges then attend a judging day event to determine winners in each category.
See the full list of 2024 TIARA Talent Solutions Awards US here.
About PeopleScout PeopleScout, a TrueBlue (NYSE: TBI) company, is a global talent solutions leader that provides unmatched scalability to meet the hiring needs of organizations of all sizes. It connects clients with top talent through Recruitment Process Outsourcing (RPO), Managed Service Provider (MSP), Total Workforce Solutions, and talent and technology advisory services. PeopleScout is helping talent leaders harness the power of data, drive decisions and exceed expectations through tech-charged solutions founded on machine learning and AI. PeopleScout’s legacy of service and partnership has led to consistent recognition as a leader by industry analysts. For more information, visit www.peoplescout.com.
Press Contact Taylor Winchell Senior Manager, External Communications pr@trueblue.com 1-253-680-8291
By Patti Woods, Sr. Implementation Training Manager, & Chad Getchell, Director of Technical Solutions Architecture & Tech Implementation
Ready or not, AI is coming for the recruiting world. A whopping 81% of HR leaders are already exploring or implementing AI in their processes according to Gartner. That’s a lot of companies jumping on the train with AI for recruiting. And there’s a good reason for it—AI has the potential to make your talent acquisition team’s jobs easier by taking those mundane, repetitive tasks off their plate.
However, not everyone is as excited. We hear from many clients who are overwhelmed with the combination of how powerful these tools are and the ethical and legal considerations that they need to keep in mind while still getting the benefits.
Are you ready to jump on the AI train? Or are you still feeling unsure? Don’t worry, we’re here to cut through the hype and talk about the practicalities of implementing AI in recruiting.
AI for Recruiting: What it Is and What it Isn’t
Artificial intelligence (AI) is technology that can perform tasks that would otherwise require human intelligence. AI can “learn” complex tasks without being explicitly programmed to do them. AI includes the sub-fields of machine learning, speech and natural language processing and robotic process automation.
However, most definitions of AI don’t include the words “ethical” and “responsible.” Because AI lacks emotions, morals, empathy, compassion, historical context and more—things humans are great at. So, for anyone who is concerned about AI taking over their jobs—while we can’t guarantee this won’t happen someday—we want to remind you that humans have an important role to play, acting as the ethical and responsible parties making decisions throughout the recruitment process.
Some other limitations of AI include:
Biased Algorithms: If AI models are trained on biased or incomplete data sets, they can unintentionally perpetuate inequality. It’s important to keep an eye on the outcomes of AI-enabled résumé or CV sifting or sourcing to ensure there’s no bias present.
Lack of Accuracy: Generative AI (GAI) tools, like ChatGPT, are prone to making up statistics and sources—known as hallucinating. Human review is crucial when leveraging GAI tools for creating content and communications.
Data Privacy Issues: Collecting and analyzing extensive candidate information required by AI systems can raise concerns around consent, data protection and ethical usage. Work with your legal and compliance teams to ensure you’re in line with the legal and regulatory requirements in all the areas where you’re hiring.
Disproportionate Impact: Certain demographic groups face higher exposure to the potential harms of AI in recruitment. This can happen because lower income communities often lack access to digital tools which can create an adverse impact during the recruitment process when technology is in place. Analyzing recruitment data, like application and pass rates, will help to identify if any groups or individuals have been adversely impacted.
AI + Humans: The Recruitment Dream Team
Having humans as reviewers and approvers following AI-enabled stages of the recruitment process will mitigate risks that come from these limitations. In fact, AI should not be making decisions on behalf of a recruiter. While AI is great at repetitive tasks, it lacks that special something that only humans possess—context, empathy, ethics and good ol’ common sense. Your recruiters must use their moral compass to make sure the interests of candidates and your company are protected. It’s a critical role, no matter where AI is being used in the process.
AI is just another tool in your belt, but it has the power to elevate the recruiter’s role. It’s about using AI to maximize efficiency, so they can really focus on the human touchpoints that are crucial to the candidate experience. It also lets recruiters spend more time focusing on the parts of the job that are more relational, impactful and enjoyable, making them happier in their roles.
Job satisfaction goes up. Turnover goes down. You get the best of both worlds—the efficiency and computational power of AI that empowers better relationship-building, trust-earning and ethical-hiring. They’re a perfect pair!
Collaboration is Crucial
If you’re feeling intimidated by launching a new AI tool, remember you don’t have to go it alone—and shouldn’t. Your friends in legal, compliance and IT can ensure you’re staying on the straight and narrow. With legal covering your back, compliance double checking everything, IT implementing the solutions, and your recruiting team actually putting it all into practice, teamwork is essential for AI to work.
Consulting with your legal team and external partners is a critical move to ensure you’re being appropriately transparent without overwhelming candidates. They’ll help you navigate those tricky ethical waters and put guardrails in place to make sure you’re compliant with relevant laws and regulations.
Getting Started with AI for Recruiting
If there’s one thing that we want to make sure is crystal clear about our perspective, it is that you can’t take a blanket approach to implementing an AI-based solution. This is why being slow to adoption is totally okay. So, if you feel like you’re jumping in late, you are not. There’s a lot on the line and adoption needs to be carefully vetted, tested and communicated before you go for it.
The key to adopting AI is taking it slow, testing the waters with a pilot and controlled rollout. A great way to begin could be using AI for sourcing support, reviewing that first round of résumés or CVs, or even drafting template communications for your team. Easy wins like this let you get a feel for how AI can simplify your processes without adding too much risk.
While every project is different, when helping clients, we follow this basic five step process for implementing an AI tool:
Identify: Identify the business problem you want to solve or the business practices you want to improve with AI. It could be speeding up the first-round review of résumés or applications. It could be drafting communication templates for a team to use. It’s also imperative at this stage to define what a successful outcome looks like.
Plan: Research available AI tools that can solve your business problem and plan the journey to get started. This should include what metrics you will use to measure success. It’s important at this stage to include representatives from across the business from teams like HR, talent acquisition, IT, legal, compliance, department heads or hiring managers, etc.
Manage Risks: Evaluate the risks that may pop up for all applicable groups and create a plan to address them directly.
Pilot: Start with a small pilot user group and timeline. This might be a particular job family or location. How long do you want the pilot to last? What are the expected results? What threshold must be met for you to say, “OK, the pilot went well. Let’s expand.”? Address issues and iterate as you go until all your stakeholders are comfortable with moving forward.
Manage Change: Here is where you plan to scale your new AI tool and process to more parts of your recruitment program. Develop training materials on how to use the AI tool, the new process and expectations so everyone understands their role—whether they’re a recruiter, hiring manager, IT support or beyond. It’s about putting in place intentional, consistent accountability.
It doesn’t end there. There really isn’t a finish line with AI, or any other technology for that matter. Make sure that you are evaluating on an ongoing basis and measuring progress. It’s an ongoing exercise to ensure you’re finding risks, mitigating them and maximizing the value of your investment.
An RPO Partner Can Help You Navigate AI for Recruiting
As a recruitment process outsourcing (RPO) partner and trusted talent advisor to our clients, we help companies implement AI-enhanced hiring with less disruption and a faster return on investment. PeopleScout has experience implementing recruitment tech like AI software, advising on the best options for your needs, integration requirements, data needs, ethical usage, and workflow design. We do our due diligence with every client to make sure that we’re looking for the right way to embrace any technology, including AI, so that it benefits them based on their unique needs.
If you’re interested in RPO, look for a partner that is moving at your speed when it comes to AI in recruiting. AI solutions are meant to augment—not replace—human decisions in recruitment. Cultivating ethical and responsible usage of AI for recruiting is key when it comes to delivering real impact on talent acquisition.
The information provided in this article does not, and is not intended to, constitute legal or other professional advice; instead, all information, content, and materials available in this article are for general information purposes only. Readers of this article should contact their attorney or legal advisor to obtain advice with respect to any particular legal matter. No reader of this article should act or refrain from acting on the basis of information in this article without first seeking legal advice from counsel in the relevant jurisdiction. All liability with respect to actions taken or not taken based on the contents of this article are expressly disclaimed by PeopleScout, Inc.. The content in this article is provided “as-is”, and no representations are made by PeopleScout that the content is error-free.
TACOMA, Wash., June 17, 2024 /PRNewswire/ — TrueBlue (NYSE: TBI), a leading provider of specialized workforce solutions, today announced that its global talent solutions brand, PeopleScout, has been named a global Leader in leading research firm Everest Group’s 2024 Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment for the sixth consecutive year.
“PeopleScout’s steady geographic expansion and expertise in hiring for a wide variety of roles across healthcare, retail, and manufacturing industries have enabled it to develop a comprehensive value proposition for RPO buyers,” said Arkadev “Arko” Basak, Partner, Everest Group. “Its recent launch of tech-driven agile and modularized RPO solutions, as well as continued investments in its talent advisory and proprietary Affinix technology platform, have helped it to maintain its position as a Leader in Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2024 – Global.”
Everest Group classifies RPO service providers into three categories: Aspirants, Major Contenders and Leaders, the highest designation. The firm’s proprietary PEAK Matrix® characterizes Leaders as being ahead of the curve in “demonstrating strong vision and capability to support their clients” and at the forefront of “investing in developing emerging capabilities, including consulting, value-add services, skill-based support and generative AI.” Leaders are also selected for their multi-regional capabilities and significant global presence.
“We are honored to again receive a Leader distinction from Everest Group, which is a direct reflection of the continued dedication and best-in-class service our team delivers every day,” said Rick Betori, President of PeopleScout and EVP of TrueBlue. “As we forge stronger connections throughout the talent ecosystem with our best-fit technology, scalable offerings and unrivaled in-house talent advisory expertise, we remain unwavering in our commitment to building sustainable talent strategies that drive results and improve business outcomes for our clients.”
Everest Group’s assessment of PeopleScout on this year’s PEAK Matrix® highlighted the following key strengths:
PeopleScout has significant global capabilities, with proven expertise supporting large and mid-size enterprises across a variety of sectors, with solutions rooted in their partnership-led approach.
PeopleScout recently launched two agile RPO offerings in response to evolving buyer demands:
PeopleScout Accelerate™, a tech-enabled, quick implementation RPO solution.
PeopleScout Amplifiers™, a suite of modular talent solutions, providing customizable and stand-alone services for talent mapping, talent sourcing, Recruiter On-Demand™, candidate assessments, and onboarding and retention.
PeopleScout continues to invest in its proprietary and cloud-based technology platform Affinix™, which offers functionality across the talent acquisition spectrum, from candidate sourcing and matching to customized reporting and analytics.
PeopleScout’s talent advisory services include consulting and value-added services across employer branding, recruitment marketing strategy and activation, talent insights and workforce planning, DE&I strategy and candidate assessments.
By capitalizing on its contingent talent acquisition capabilities and technology, PeopleScout successfully delivers total talent solutions, and helps buyers with early careers hiring and high-volume recruitment.
Everest Group’s research is based on three key sources of information, updated annually: its database of approximately 6,400 RPO deals, the operational capability of the 50+ assessed RPO service providers, and buyer references interviews and ongoing buyer surveys and interactions. The analyses in the report are presented at two levels: overall market analysis and current market trends based on deal activity in the last five years.
To learn more about the RPO Services PEAK Matrix® Assessment 2024, visit the Everest Group website.
About PeopleScout PeopleScout, a TrueBlue (NYSE: TBI) company, is a global talent solutions leader that provides unmatched scalability to meet the hiring needs of organizations of all sizes. It connects clients with top talent through Recruitment Process Outsourcing (RPO), Managed Service Provider (MSP), Total Workforce Solutions, and talent and technology advisory services. PeopleScout is helping talent leaders harness the power of data, drive decisions and exceed expectations through tech-charged solutions founded on machine learning and AI. PeopleScout’s legacy of service and partnership has led to consistent recognition as a leader by industry analysts. For more information, visit peoplescout.com.
About TrueBlue TrueBlue (NYSE: TBI) is a leading provider of specialized workforce solutions that help clients achieve business growth and improve productivity. In 2023, TrueBlue served 67,000 clients and connected approximately 464,000 people to work. Its PeopleReady segment offers on-demand, industrial staffing; PeopleScout offers recruitment process outsourcing (RPO) and managed service provider (MSP) solutions to a wide variety of industries; and PeopleManagement offers contingent, on-site industrial staffing and commercial driver services. Learn more at trueblue.com.
Supporting Annual Graduate Recruitment for a Government Agency
PeopleScout supports the assessment center for a UK government agency’s annual graduate recruitment campaign for policy advisors to ensure candidate quality and fairness.
3,500+applications assessed
140candidates supported in assessment centers
4weeks of assessment centers completed
Situation
This UK government agency runs an annual graduate recruitment campaign to hire quality early careers talent across their policy advisor team. They turned to PeopleScout to ensure this process remained consistent, fair and unbiased.
Solution
The PeopleScout talent assessment team supports the agency’s graduate recruitment program each year, continuously improving campaigns year-on-year.
Prior to the assessment center, PeopleScout organizes assessors to sift written exercises. Successful candidates then complete a bespoke Situational Judgement Test, which we designed specifically to assess how candidates would respond in true-to-life scenarios that employees will encounter in their roles at the agency. This sifts out approximately 30% of applicants who would be unlikely to succeed at the assessment center.
Candidate then complete the assessment center, for which we provide assessors. The assessment includes a variety of exercises like role plays, interviews and structured policy conversations. These are freshly designed by the client each year, and PeopleScout supports by reviewing the materials for consistency and best practice.
Our experienced assessment team provides an end-of-campaign analysis, adverse impact analysis and recommendations for continual improvement. For example, off the back of these recommendations, we worked collaboratively with our client to host the assessment centres through part of our Affinix® total talent suite to create a smoother candidate and assessor experience in their virtual assessment centers.
Results
For this annual graduate recruitment campaign, PeopleScout assessed 3,697 applications, with 140 people completing the assessment center over four weeks. Ultimately, 53 candidates went on to work for the agency.
At a Glance
COMPANY UK Government Agency
INDUSTRY Government & Public Sector
PEOPLESCOUT SOLUTIONS Recruitment Process Outsourcing, Talent Advisory, Affinix
ANNUAL HIRES 50+ graduate policy advisors
ABOUT THE CLIENT This UK government agency employs over 3,000 civil servants.
Creating a Values-Based Interview Framework for More Equitable Hiring
This UK airport wanted to create a more standardised process for interviews based on their organisational values. As their long-time RPO partner, PeopleScout’s Assessment Design team created a values-based interview framework to support hiring for six levels of seniority from entry level to director.
Situation
The airport’s talent acquisition leaders noticed that different teams across their organisation were conducting different types of interviews. They wanted to create a standardised process for interviews, which both measured potential and ensured fairness. They also wanted to embed their company values into their assessment process to secure talent who are in alignment with their organisational culture.
This company turned to their RPO partner, PeopleScout, to transform their values into a multi-level interview framework.
Solution
Our Assessment Design team got to work conducting desk research into the client’s existing values and created a template which was populated throughout the project. Consulting with the client in an iterative way, the designers set clear definitions for the values and created a collection of questions for each value. The client’s team reviewed a variety of options for interview question styles and decided what worked for them.
These questions also corresponded to six levels of seniority—from entry level to director—totalling 36 banks of question. The question banks were organised in such a way that interviewers at the organisation could easily pick and mix questions for their needs. We also delivered scoring criteria to ensure fairness for all candidates.
Results
In the recruitment process, the new values-based interview framework has standardised and streamlined the interview stage. Now, our client is building the questions into an internal tech platform to make the interview process even easier for hiring managers.
Beyond recruiting, the new framework has applications across the entire organisation to help employees understand how the organisation’s values are manifested in their role. This has catalysed a cultural change within the organisation as employees at all levels are thinking more about how they embody this company’s values in their daily work.
At a Glance
COMPANY UK Airport
INDUSTRY Travel & Tourism
PEOPLESCOUT SOLUTIONS Recruitment Process Outsourcing, Talent Advisory
ABOUT THE CLIENT This UK airport has nearly 75,000 employees, making it one of the country’s largest single-site employers.
Revolutionizing Healthcare Staffing: The RPO Advantage
Attracting and retaining top talent is a massive challenge in today’s competitive healthcare landscape. Unlike other sectors, a miscalculation in hiring the wrong candidates can have severe consequences for patients.
That’s where Recruitment Process Outsourcing (RPO) comes in.
In this ebook, Revolutionizing Healthcare Staffing: The RPO Advantage, you’ll discover how RPO can revolutionize your healthcare organization’s talent acquisition strategy. We’ll explore:
The unique hiring challenges facing the healthcare industry and how RPO addresses them head-on
The benefits of partnering with an RPO provider, from cost savings to improved candidate quality
Real-world case studies showcasing RPO’s impact in healthcare settings
Join the growing number of forward-thinking healthcare talent acquisition and HR leaders who have partnered with RPO providers to stay ahead of the competition. Download our ebook today!
PeopleScout’s scalable recruitment process outsourcing (RPO) solutions are backed by experience, insight and action to connect you with the talent you need.
Your workforce is crucial for organizational success. However, many companies find themselves struggling with the complexities and challenges of modern recruitment. That’s where Recruitment Process Outsourcing (RPO) comes in—a strategic solution that can transform how organizations approach hiring. So, is RPO is right for your company? This article explores five key indicators that it’s time…
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