TrueBlue’s PeopleScout Named a Leader in All Categories of NelsonHall’s 2024 NEAT Vendor Evaluation for Next Generation RPO

Global talent solutions provider identified as a global leader for the sixth time in a row

Chicago – May 20, 2024 – TrueBlue (NYSE: TBI), a leading provider of specialized workforce solutions, today announced that its global talent solutions brand, PeopleScout, has been named a leader, the highest rating, in every category of NelsonHall’s global 2024 NEAT Vendor Evaluation for RPO. PeopleScout was recognized for its transformational business strategies, broad range of RPO solutions, deep Talent Advisory expertise and best-fit technology solutions.

“PeopleScout’s positioning as a Leader within NelsonHall’s Next Generation RPO NEAT reflects its innovative technology and process solution designs helping its clients compete in the evolving employment landscape, said Jeanine Crane-Thompson, Principal HR Analyst, NelsonHall. “The company’s recently introduced Amplifiers modular recruitment solutions and turnkey RPO solution, PeopleScout Accelerate, offer flexibility and scalability to meet clients’ immediate and longer-term requirements.”

NelsonHall’s NEAT Vendor Evaluation provides companies around the world with a comprehensive assessment of vendors’ offerings and capabilities. The RPO evaluation compares providers across a range of criteria and business situations to identify the best performing vendors overall, with a specific focus on candidate experience, technology innovation, service innovation, multi-country delivery and talent acquisition transformation.

“We are honored to be recognized by NelsonHall for our scalable offerings, industry-leading technology and unrivaled in-house talent advisory expertise,” said Rick Betori, President of PeopleScout and EVP of TrueBlue. “These differentiators drive tangible value for our clients and elevate their connection to top talent as we help them build sustainable talent strategies to achieve their short- and long-term workforce goals.”

Highlights from NelsonHall’s evaluation of PeopleScout on the 2024 NEAT Vendor Evaluation for Next Generation RPO include:

  • A business transformation strategy that applies learnings from market trends and client behavior to develop near- and longer-term product and service offerings, such as its recently released Amplifiers™ and Accelerate™ solutions
  • The broad range of RPO and talent solutions, including those offered across the TrueBlue family of brands, that provide comprehensive solutions and synergistic business development opportunities
  • Deep expertise in its Talent Advisory services, including employer branding, recruitment marketing, talent insights, DE&I consulting, candidate assessment services and TA strategy consulting
  • PeopleScout’s proprietary technology platform, Affinix™, and established third-party partnerships. that provide best-fit talent technology solutions
  • Pragmatic business development strategies that target established markets and identify expansion opportunities in recession-resistant industries

A Leader designation on NelsonHall’s NEAT vendor evaluation is based on a combination of analyst assessments and client feedback. Client interviews focus on the vendor’s proven ability to deliver immediate benefits and demonstrated suitability to meet future requirements.

Learn more by viewing NelsonHall’s 2024 PeopleScout Vendor Profile.

About NelsonHall

NelsonHall is the leading global analyst firm dedicated to helping organizations understand the ‘art of the possible’ in digital operations transformation. With analysts in the U.S., U.K., Continental Europe, and India, NelsonHall provides buy-side organizations with detailed, critical information on markets and vendors (including NEAT assessments) that helps them make fast and highly informed sourcing decisions. And for vendors, NelsonHall provides deep knowledge of market dynamics and user requirements to help them hone their go-to-market strategies. NelsonHall’s analysis is based on rigorous, all-original research, and is widely respected for the quality and depth of its insight.

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.

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; PeopleManagement offers contingent, on-site industrial staffing and commercial driver services; and PeopleScout offers recruitment process outsourcing (RPO) and managed service provider (MSP) solutions to a wide variety of industries. Learn more at www.trueblue.com. 

Press Contact
Taylor Winchell
Senior Manager, External Communications
+1 253-680-8291
pr@trueblue.com

Skills-Based Hiring: Could It Be the Solution to Your Recruitment Challenges?

Recruiting the right talent has always been a tough nut to crack for any company. And it’s becoming an even bigger challenge. Low unemployment rates, shifting workforce preferences and skills gaps make recruiting harder than ever. However, a proven solution has emerged that can expand access to talent and meet diversity goals while fueling business performance—skills-based hiring.  

The goal of skills-based hiring is to match candidates not based solely on degrees or past job titles, but rather on their current, demonstrated skills aligned with role requirements. It aims to judge applicants equitably on what they can do rather than what’s on their résumé or CV. This approach opens your talent pool to a wider range of qualified candidates who may have been overlooked using traditional hiring methods. 

Let’s explore what skills-based hiring entails, why more employers are embracing it and how you can get started. 

What is Skills-Based Hiring? 

As the name implies, skills-based hiring focuses on a candidate’s demonstrated skills and competencies rather than traditional qualifications like education, years of experience or work history. The emphasis is on relevant skills rather than “paper” credentials. For example, instead of requiring a college degree, a skills-based employer might list must-have abilities like sales, communication, analytical thinking, etc.  

The hiring process itself focuses on skills fit. Interviews and talent assessments gauge how a candidate’s skillset maps to a role’s requirements. In this way, skills-based hiring removes barriers for underrepresented groups and instead gauges whether someone can actually perform well according to the role’s core skills. The goal is to judge candidates objectively and find the best match for the job.  

Skills in the Workplace 

So, what skills should companies actually evaluate with skills-based hiring? Skills in the workplace are made up of three key components: 

  1. Hard Skills / Technical Skills: These are the expertise areas like programming languages (i.e., phython, Java), data analysis, financial modeling, and other role-specific knowledge. While they’re crucial for many jobs, they actually make up a small fraction of the overall skills picture. 
  1. Soft Skills: Often undervalued, soft skills in the workplace, like problem-solving, emotional intelligence, communication and critical thinking are the grease that allows hard skills to operate smoothly. For most roles outside of niche specialties, these human skills make up the vast majority of what’s needed for success. 
  1. Values Alignment and Organizational Fit: Less about executing the day-to-day work, this is about whether someone’s personality, mindset and motivations mesh with the company culture and values. It’s about determining if the candidate embodies the attitudes and behaviors you want to see in the role and at your organization. 

Benefits of a Skills-First Approach: From Engagement to Productivity 

The potential benefits of skills-based hiring are plentiful. It can expand your talent pool, increase diversity by reducing bias toward pedigree over performance, improve internal mobility, and better align employees to roles they’ll thrive in.  

Organizations that embrace skills-based recruiting experience: 

Not only does skills-based hiring boost performance and quality of hire, but it also enhances your employer brand, accelerates ramp up and improves retention. 

3 Steps to Get Started with Skills-Based Hiring Today 

So, how can companies start becoming more skills-based in their hiring today? The reality is that nearly one in two HR leaders admit to a lack of understanding around skills-based best practices.  

The good news is that it doesn’t have to be an all-or-nothing, enterprise-wide overhaul. Here are three steps to start putting skills-based hiring in focus: 

1. Understand the roles that you have. 

      The first step in skills-based hiring is to break down the roles you’re looking to fill into the specific skills required for success. Start with one role or a set of roles. What hard skills (technical abilities) and soft skills (personal attributes) drive top performance in each position? Collaborate with your high performers to identify these key competencies and create detailed skills profiles for each role. These profiles should be action-oriented, specific, and avoid vague or subjective requirements. 

      With skills profiles in hand, you can craft job descriptions that communicate the essential abilities candidates need upfront. This transparency not only attracts better-matched applicants but also sets clear expectations from the start. Consider removing degree requirements if they’re not absolutely necessary, as LinkedIn data shows that job ads listing skills tend to receive more applicants. 

      2. Understand people.  

      In a skills-based approach, you’ll evaluate candidates based on their personal skills profiles – their demonstrated hard and soft skills relevant to the role. Implement validated, data-driven assessments like coding tests, writing samples, or Excel modeling exercises to consistently measure these abilities during the hiring process. Grade candidate responses objectively against your predefined skill criteria on a scale. This data-driven approach helps minimize unconscious bias.  

      3. Align roles with people.  

        Structure your interviews to probe candidates’ proficiency in key skills through situational judgment questions and opportunities to demonstrate their competencies. Skills-based interviews, combined with detailed skills profiles for both roles and candidates, will help you make smarter, more informed talent decisions. Hire skilled individuals who match the role requirements, identify reskilling needs for existing employees, or reject candidates who don’t meet the necessary competencies.  

        Skills-Based Hiring & RPO: Goodbye Credentials. Hello Skills. 

        Skills-based hiring is still an emerging practice, but it offers companies an intriguing way to modernize talent acquisition. By focusing on what people can actually do instead of just their past experiences and credentials, you may uncover hidden gems and build higher-performing teams.  

        While making the shift to skills-based hiring practices takes time and effort, partnering with a recruitment process outsourcing (RPO) provider can accelerate your transition to building a future-fit workforce through this approach. An RPO partner offers the strategic guidance and operational expertise to embed skills at the core of your talent practices. They can help you carefully define and communicate role-specific skills and design fair and consistent talent assessments

        With the support of an RPO partner like PeopleScout, you can embed fairness and future-readiness into your talent strategies, building a more skilled, capable workforce prepared to drive your organization’s success. 

        PeopleScout Company Overview

        PeopleScout Company Overview

        Global talent solutions providing unmatched scalability to meet the professional, specialist, volume and contingent hiring needs of organizations of all sizes and sectors.

        Download this fact sheet to learn more.

        Learn more about PeopleScout’s award-winning talent solutions.

        Dig Into More Talent Insights

        Ultimate Recruitment Process Outsourcing Toolkit
        Toolkit

        Ultimate Recruitment Process Outsourcing Toolkit

        Our complete six-piece toolkit gives you the essential information on how RPO can boost your recruitment outcomes.

        Recruitment Process Outsourcing (RPO) Buyer’s Guide
        Buyer’s Guide

        Recruitment Process Outsourcing (RPO) Buyer’s Guide

        Check out this in-depth exploration of RPO and how it can help you achieve your recruitment goals.

        Global Hiring and Labor Market Trends Affecting Recruitment in APAC 
        Article

        Global Hiring and Labor Market Trends Affecting Recruitment in APAC 

        Check out these labor market trends in APAC and their effect on talent acquisition in the region.

        TrueBlue’s PeopleScout Unveils “Connect More”™ Brand Promise

        Demonstrating commitment to elevating connections with top talent

        TACOMA, Wash., – April 30, 2024 – TrueBlue (NYSE: TBI), a leading provider of specialized workforce solutions, today announced that its global talent solutions brand, PeopleScout, has undergone a strategic brand refresh. PeopleScout’s new brand promise, “Connect More”™, and refreshed visual identity convey the importance of meaningful connections between employers and critical talent in the changing world of work.

        “Today’s dynamic talent landscape demands an innovative approach to attracting candidates and engaging employees,” said Taryn Owen, President & CEO of TrueBlue. “PeopleScout’s ‘Connect More’ brand promise emphasizes the importance of these connections across the talent spectrum, furthers our mission to connect people and work, and underscores the important difference the right talent can make for our clients.”

        PeopleScout knows that cultivating deeper, more profound connections is imperative. “Connect More” extends beyond connecting employers with talent. It spans PeopleScout’s industry-leading technology, scalable offerings, and unrivaled in-house talent advisory expertise to deliver actionable insights, transformative strategy, and a partnership experience unlike any other provider in the industry.

        PeopleScout’s refreshed brand is grounded in its long legacy of exceptional service and differentiators that maximize results and improve outcomes for clients:

        • Proven Delivery: For more than 30 years, PeopleScout has built its reputation on integrity, transparent communication and a proven track record of success.
        • Meaningful Connection: PeopleScout excels at connecting with sought-after talent across diverse sectors—from the shop floor to the top floor; from healthcare clinics to innovation labs.
        • Digital Transformation: Leveraging its proprietary talent technology suite, Affinix™, PeopleScout provides candidates with a digital-first experience, harnessing AI, automation and data analytics to remove friction and enhance outcomes. 
        • Talent Advisory: With one of the industry’s largest in-house talent advisory teams, PeopleScout delivers fresh perspectives and innovative solutions to complex talent acquisition challenges.
        • Ultimate Scalability: PeopleScout’s unique blend of insight, experience and action offers flexibility and scalability to support specialty, professional, volume and contingent hiring for organizations of all sizes.
        • Speed and Agility: Flexible solutions like PeopleScout’s Accelerate™ and Amplifiers™ empower employers with the agility required to compete in today’s talent market and address immediate hiring needs.

        “We believe in the transformative power of connection to drive results, and our new brand promise reflects our commitment to forging stronger connections throughout the talent ecosystem to improve business outcomes,” said Rick Betori, President of PeopleScout & EVP of TrueBlue. “By helping our clients ‘Connect More,’ we elevate employers’ connections to the right talent, build sustainable talent programs and achieve their immediate and long-term workforce goals.”

        Discover how PeopleScout helps organizations “Connect More” with talent at the newly refreshed PeopleScout.com.

        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.  

        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; PeopleManagement offers contingent, on-site industrial staffing and commercial driver services; and PeopleScout offers recruitment process outsourcing (RPO) and managed service provider (MSP) solutions to a wide variety of industries. Learn more at www.trueblue.com. 

        Press Contact
        Taylor Winchell 
        Senior Manager, External Communications 
        +1 253-680-8291
        pr@trueblue.com

        Redesigning the Early Careers Assessment Process for a UK Construction Leader

        Redesigning the Early Careers Assessment Process for a UK Construction Leader

        Redesigning the Early Careers Assessment Process for a UK Construction Leader

        One of the largest construction, property and development companies in the United Kingdom engaged PeopleScout to design and build a new assessment center to boost diversity amongst their early career talent.

        93 % reduction in candidate pool through new situational application sift stage
        81 % pass rate after bespoke assessment center

        Situation

        Over the past several years, this privately owned development, property and construction organization have increased the hiring of early career talent across multiple functions and departments. With a focus on increasing diversity and inclusion across their business areas, the early careers intake process was identified as an important way to achieve this. They wanted to create an assessment center that was unique, created a positive candidate experience and delivered quality, diverse talent who demonstrate behaviors in-line with their culture.

        This client’s early career schemes recruit for a large variety of roles in many different business areas. However, they needed all candidates to go through the same assessment center, so the new assessment design needed to balance the needs of all departments and efficiently assess individual people. Plus, they needed adaptable exercises and scoring which could be appropriate for both apprenticeship and graduate scheme applicants.

        This organization wanted the assessment center to create an excellent candidate experience and for candidates to feel like they gained a valuable experience in the process. The format needed to be engaging and fun, showcasing their values and the kind of work they do.

        Solution

        We took a phased approach to our assessment design solution for our client.

        Discovery Phase

        Our discovery efforts consisted of gathering information from stakeholders across the company. We ran focus groups with current early careers talent and conducted visionary interviews with senior stakeholders. We also facilitated focus groups with the internal early careers recruitment team.

        Through these sessions, as well as carrying out desk research on the job descriptions, we gained an understanding of skills and experience required from early careers employees. Then, we defined the key issues in the current assessment framework and came up with the concepts for the new assessment center to better the client’s needs.

        Through the discussion it was decided to have three distinct exercises which followed the same story but didn’t rely on each other. In the previous assessment center if candidates didn’t fully understand one exercise, it would have a knock-on effect on their ability to carry out the next one.

        We decided on an overarching fictional project scenario to thread throughout all exercises at the assessment center which was applicable to all business areas. It would also act as a realistic job preview.

        Design Phase

        We designed a new assessment framework consisting of:

        • A bespoke new situational application sift process
        • A new video interview stage
        • A bespoke assessment center

        For the assessment center, we designed a new group exercise, a case study presentation exercise and an interview. We designed a unique group exercise and case study exercise for apprentices and graduates and the interview was applicable for both.

        I addition to the designing the exercises themselves, we created scoring guides and candidate briefs for all exercises. Plus, we generated a timetable for the day of the assessment as well as[PG2]  a briefing presentation so the client could inform candidates at the beginning of day of what was coming.

        Testing Phase

        We started with a pilot assessment center to test the new process. Members of the PeopleScout assessment team facilitated a virtual assessment center day, during which internal stakeholders acted as the assessors and current employees played candidates. This was hosted on TopScore, so the client was able to stress test their virtual platform of choice.

        After the pilot, we ran focus group feedback sessions with a group of the assessors and a group of the mock candidates to gather insights and perceptions on the materials as well as anything which could be amended to aid understanding. Finally, we held a debrief session with the members of the company’s early careers team to get clear on what amends we would make.

        We implemented our client’s feedback and sent the finalised materials to the client, ready for the real assessment centers. We ran a “train the trainer” session for their assessors so they could execute the assessment center going forward.

        Results

        This organization received over 3,800 applicants for their early careers programme, and the new application sift stage allowed the client to filter down their candidate pool to 239. They also felt confident in the quality of the candidates who made it through to the assessment center, with 81% passing. Plus, when looking at pass/fail ratios, we saw no adverse impact at assessment center for gender, ethnicity or disability.

        At a Glance

        • COMPANY: One of the UK’s largest construction, property and development companies
        • PEOPLESCOUT SOLUTIONS: Talent Advisory

        Early Careers Recruitment Success for an Australian Construction Giant

        Early Careers Recruitment Success for an Australian Construction Giant

        Early Careers Recruitment

        Early Careers Recruitment Success for an Australian Construction Giant

        PeopleScout embarked on a strategic project to revitalize the graduate recruitment program for one of Australia’s largest development and construction companies. Through our early career talent expertise, we brought in more innovative approaches to candidate engagement and elevated the graduate recruitment experience, cutting renege rates in half.

        18 Weeks Cut from Time Spent of Recruitment Activity
        50 % of Graduate Hires Identified as a Woman
        50 % Reduction in Candidate Drop Off & Reneges

        Situation

        One of Australia’s largest development and construction companies had a graduate recruitment program consisted of a short burst of marketing and campus engagement (six weeks), two recruitment phases in March (16 weeks) and August (12 weeks) and a long “keep warm” period. This approach heavily impacted their HR and recruitment teams as well as a line manager resource. Plus, the long recruitment process and keep warm periods resulted in drop off or renege rates of up to 30%.

        They engaged PeopleScout to help them create a more efficient graduate recruitment process, while ensuring they connected with bright emerging talent.

        Solution

        Seeking to strengthen the connection with students and to drive more efficiency, we executed an early careers talent solution that shifted the focus of the campaign—adding more meaningful campus engagement (24 weeks) and one short, sharp recruitment window (10 weeks).

        Laying the Foundation

        The first step PeopleScout took in updating the program was to conduct in-depth job analysis interviews with a variety of stakeholders including: high performing graduates and interns, their line managers and visionaries across the business. This allowed us to develop a robust success profile, which defined what good looks like now and into the future.

        Then we reviewed and updated the early careers value proposition and updated the campaign materials to tap into candidates looking to build a purpose-driven career. We also tailored our approach to ensure we connected with the client’s target diversity groups.

        We created an always-on expression-of-interest portal for the client which allowed us to build a talent pool for the whole academic year. With the Affinix™ Student Engagement Platform, we delivered tailored content and shared employee stories showcasing ‘a day in the life’ and career journeys. This helped us to drive interest and change minds about a career in construction and property by myth-busting common misperceptions.

        Campus Engagement

        Recognising the importance of genuine and authentic communication, we identified graduate ambassadors across the breadth of the business. Moving away from pure reliance on careers fairs and job boards, our campaign involved the delivery of 38 student engagement events, including site tours, “meet the team” sessions and panels with female leaders leveraging our ambassadors.

        Recruitment Process & Candidate Assessment

        Now, having driven engagement with the target student population, it was important that the recruitment process was also effective, efficient and engaging. Our client had been following the traditional path of online testing, group assessment centres and hiring manager interviews to deliver their graduate program. But there was opportunity to ensure the process amplified their brand, provided candidates a realistic job preview, and levelled the playing field for all, enabling candidates to demonstrate their potential.

        Using the insights from the internal client stakeholder interviews during our discover phase, we implemented the following changes:

        • Completely redesigned the assessment framework.
        • Adopted a CV-blind approach which helped to reduce unconscious bias.
        • Implemented a skills assessment in place of previous cognitive tests, which provided a more holistic view of the candidate, tapping into their motivation, cognitive strengths and behaviours, and measured the candidate against the client’s success profile.
        • Provided candidates with meaningful feedback reports, giving candidates an overview of their strengths and areas for development.
        • Revamped assessment centre exercises to bring the client’s construction project world to life, with candidates working together to deliver solutions involving the client’s core areas of focus, like community and sustainability.
        • Used our virtual assessment centre technology to encourage participation, especially for working candidates, rural candidates or those unable to afford the travel who previously experienced barriers during in-person events.
        • Leveraged our technology to improve accessibility for candidates with a disability and for those with ESL requirements.

        Results

        • Reduced time spent on recruitment activity from 28 weeks down to 10 weeks.
        • Achieved client diversity targets, with 50% of graduates hired identifying as women (compared with 15% of graduates with construction and engineering degrees identifying as women) and 3% of graduates hired identifying as First Nations (compared with 1% of graduates with construction engineering degrees identifying as First Nations).
        • Reduced candidate drop off and reneges from 30% to 14%.

        “The process was very well run, and we had strong candidates. Thank you for the hard work and efforts with this program. It was a very thorough process with great results.”

        Client Feedback

        The enhanced engagement and innovative approach to assessment had an amazing impact on the client’s candidate Net Promoter Score (cNPS) with candidates rating their experience at 65, which is considered great. Candidate feedback was incredibly positive with a sample of feedback below:

        • “Very modern and innovative approach to the regular interview process. Allows busy applicants to complete in their own time.”
        • “The interview process was very innovative and provided additional insight into the role.”
        • “Overall has been a great experience. The assessment provided me with feedback that I can take into account in the future.”
        • “Very user friendly interface and didn’t feel demeaning or intimidating.”
        • “Thank you for making it such a smooth application process. I really appreciated all of the support provided, and I’m looking forward to working in such a supportive work environment. I also really appreciated the quick turnaround time for my application.”

        At a Glance

        • COMPANY: Large development and construction company
        • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Affinix

        Reimaging Talent Assessment: A Digital-First Platform for Smarter and Streamlined Talent Acquisition

        The traditional recruitment process often involves a series of stages, including initial screening, psychometric testing, skills evaluation, video interview, face-to-face interview or assessment center. While each step helps in discerning a candidate’s suitability for a role, the cumulative effect of an extended assessment timeline can prove detrimental. From delayed decision-making to candidate attrition, the repercussions of a lengthy recruitment process reverberate across the hiring journey, impacting both employers and candidates.

        In today’s dynamic talent acquisition environment, organizations that can shorten the recruitment process hire better talent, reduce their vacancy rates and ultimately boost their business performance.

        That’s why PeopleScout is proud to introduce the One Experience Assessment (1XP), a digital-first advancement designed to innovate the way talent is evaluated. 1XP is changing the game in recruitment technology by simplifying the recruitment journey. By merging multiple talent assessment stages into one coherent, efficient experience, 1XP boosts efficiency, improves candidate quality and enhances retention.

        1XP for Candidates: Streamlined Processes & Practical Job Previews

        1XP’s brilliance lies in its fusion of diverse assessment techniques—like realistic job previews, situational judgement, aptitude, skills and video interview assessments—into one integrated experience. This allows candidates to demonstrate a wider range of their skills and potential while providing employers with a comprehensive view of each applicant. The outcome is an optimized match between candidates and roles, based on a full understanding of their skills and character.

        For candidates, the process is straightforward. Rather than navigating a sequence of separate invitations and assessment stages, they receive a single invitation to complete everything at once. This not only condenses the timeline but also significantly streamlines the candidate experience by eliminating the need to validate their qualifications repeatedly throughout the traditional process.

        Furthermore, the One Experience Assessment offers candidates a vivid preview of the role for which they are applying. By simulating real-world scenarios and challenges, 1XP enables candidates to immerse themselves in the day-to-day realities of the job. This immersive preview not only helps in managing candidates’ expectations but also ensures that individuals who proceed to the next stages are those who are truly interested and prepared for the specific demands and culture of the role. It’s a strategic approach that not only empowers candidates but also aligns talent acquisition with long-term role fulfilment and employee satisfaction.

        1XP for Talent Acquisition Teams: Faster Hiring & Improved Quality

        The advantages for organizations are equally significant. Allowing candidates to undertake multiple assessments in one session greatly shortens the hiring timeline and reduces the likelihood of candidate withdrawal. This efficiency is further enhanced by an automated scoring system that expedites the evaluation process, except for elements like the video interview. Consequently, recruiters and hiring managers can more quickly focus their efforts on the most promising candidates, equipped with a thorough understanding of their abilities.

        As more candidates begin to explore the use of Generative AI (GenAI) to aid in their job application processes, the One Experience Assessment (1XP) maintains a decisive edge. Unlike typical assessments that might be outwitted by AI, 1XP’s sophisticated assessment design demands genuine human input and adaptability. By incorporating interactive tasks and live video challenges, 1XP creates a complex environment where the scripted responses of AI fall short. This ensures that each candidate’s performance is an authentic reflection of their true abilities, preserving the integrity and trustworthiness of the recruitment process.

        Transforming Talent Assessment: Spotlight Case Studies

        Here are just two examples of how PeopleScout is leveraging 1XP to elevate talent acquisition for our clients.

        Financial Services Organization: Increasing Assessment Pass Rate by 78%

        Facing challenges in recruiting high-quality, productive claims advisors, a leading financial services organization turned to PeopleScout’s 1XP for a solution. The new approach not only made the process more convenient for candidates and significantly reduced the time to hire, but it also eliminated the reliance on previous customer contact experience—focusing instead on skills and potential, which greatly expanded the talent pool.

        The results speak for themselves: the pass rate at the assessment center stage jumped to 73%, from the previous 41%—a 78% increase. New hires were recognized for their motivation to succeed, willingness to learn and positive mindset, demonstrating the effectiveness of 1XP in identifying and attracting quality candidates.

        Heathrow Airport: Reducing Time-to-Hire to Just Eight Days

        The adoption of the 1XP at Heathrow Airport revolutionized the recruitment process for security officers, a role critical for the safety of millions of travellers. This transformation was not only about making the recruitment process more accessible and engaging but also significantly more efficient.

        👉 Check out the full case study.

        By implementing a fully virtual and immersive recruitment journey through 1XP, this organization was able to reduce the time-to-hire from several weeks to just eight days, streamlining the entire process and enabling a faster response to operational needs. Additionally, the candidate experience was greatly enhanced, reflected in a candidate Net Promoter Score (cNPS) of +70 for the whole process. This not only indicates high satisfaction among candidates but also underscores the success of the 1XP in creating a positive and engaging recruitment experience.

        Ready to Revolutionize Your Recruitment Process?

        The One Experience Assessment is redefining talent acquisition standards. By focusing on efficiency, enhancing the candidate experience, and providing a deep understanding of each applicant, it emerges as a model of innovation in the recruitment landscape. For organizations aiming to secure and retain top talent in today’s competitive market, adopting this digital-first strategy could be the key to a successful recruitment future.

        Contact us now to learn more about how PeopleScout’s ground-breaking 1XP solution can streamline your recruitment process, enhance the candidate experience, and significantly improve the quality of your hires.

        Assessment Transformation

        PeopleScout Amplifiers™: Assessment Transformation

        As part of our suite of modular recruiting solutions, Amplifiers™, PeopleScout’s Assessment Transformation empowers you to deploy talent assessments that not only enhance the recruitment experience for candidates but also help you secure top-notch, future-ready talent with cutting-edge technology and visionary design.

        Download this fact sheet to learn more.

        Learn more about PeopleScout’s Amplifiers™ and get answers to frequently asked questions (FAQs).

        Dig into More Talent Insights

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

        Get ready to separate fact from fiction as we dismantle RPO myths

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

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

        Learn how modular RPO solutions can target your specific recruitment challenges and amplify your talent program.

        6 Benefits of Modular RPO in a Challenging Economy
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        6 Benefits of Modular RPO in a Challenging Economy

        Learn how recruitment support in the form of modular RPO is a cost-effective way to augment your recruitment capabilities where you need it most.  

        Recruiting Registered Nurses for Aged Care

        Recruiting Registered Nurses for Aged Care

        Aged Care Recruitment

        Recruiting Registered Nurses for Aged Care

        An Australian aged care provider needed to source critical healthcare roles in their most hard-to-fill locations. PeopleScout’s sourcing expertise and EVP insights helped them exceed their targets in one of the tightest candidate markets in memory.

        600 + candidates screened
        0 drop outs occured across the entire recruitment process
        4 months to fill critical vacancies

        Challenge

        The client is one of Australia’s largest aged care operators, with 72 residential aged care homes in South Australia, Victoria, New South Wales and Queensland, Australia. The aged care sector in Australia is suffering from a major skills shortage as a result of the COVID-19 pandemic, international border closures and a large number of workers leaving the sector.

        The aged care provider turned to PeopleScout for project recruitment process outsourcing (RPO) to support the recruitment of registered nurses and support staff across a number of critical locations where they were getting little to no response to their vacancies. 

        Solution

        Two senior recruitment business partners supported the client across five locations who drove passive and active recruitment for registered nurses and aged care workers. PeopleScout researched the client’s target market to understand what motivates workers in the healthcare sector to accept a role. Following this, our team provided recommendations on the lifestyle bonuses they could offer as incentives for workers to travel to their locations. We also coached the client on how to boost their employer brand to raise awareness of their opportunities, which has delivered a long-term impact within a challenging market.

        Results

        PeopleScout worked within the aged care provider’s existing ATS system and screened over 600 candidates. We were able to speed up the process for successful candidates and in a number of locations achieved zero dropouts throughout the screening and background check process.

        Over a 4-month period, our team placed 14 permanent positions across:

        • Registered Nurses
        • Personal Care Workers
        • Hospitality Support

        With a large worker exodus across the sector, recruitment in the aged care sector in Australia is still an ongoing challenge. However, PeopleScout has proven our ability to make a significant impact in a short period of time.

        At a Glance

        • COMPANY: Aged care provider
        • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Talent Advisory
        • ABOUT THE CLIENT: This healthcare provider manages 72 residential aged care homes across Australia, supporting over 8,000 residents and their families at an important time in their lives.

        Talent Insights Inform Search for Executive Leader for Healthcare System

        Talent Insights Inform Search for Executive Leader for Healthcare System

        Healthcare Recruiting

        Talent Insights Inform Search for Executive Leader for Healthcare System

        A non-profit healthcare system engaged their RPO partner, PeopleScout, for talent insights to boost their search for a highly competitive new Chief Analytics Officer.

        Situation 

        A non-profit healthcare network was seeking a Chief Analytics Officer based in a large city in the United States where they’re headquartered. Other requirements for the role included experience in AI and data management platforms.  

        They had engaged an executive search firm but weren’t seeing results. As their long-term healthcare RPO partner, PeopleScout’s dedicated talent advisory practice stepped in to provide the healthcare provider with an in-depth analysis of the talent market to support a more targeted search. 

        Solution 

        The PeopleScout Talent Advisory team worked with the client to define the most pertinent job characteristics and review job skills and compensation. This ensured that the role was aligned with the capabilities in AI and data management that the client required.  

        Our analysis focused on the talent market in their required location to show the size of the talent pool that possessed their required skills. We were able to determine that there were less than 10 potential candidates based in that city that had all the skills they were looking for. The report we produced showed how adjusting their requirements would affect the size of the available talent pool.  

        Here’s what we found: 

        • We identified candidates living in other cities that were currently commuting large distances during the week for work. This helped the client see if they relaxed their location requirement or were open to a flexible work arrangement (i.e., two-weeks working in the city, two-weeks working at home), they could grow their talent pool significantly. 
        • We uncovered a pattern that most people in similar roles had a tenure of approximately two to three years before switching jobs, usually after delivering a data transformation project. We advised the client that people who were only a year to 18 months into their current role may be less interested in switching. The optimum level of two to three years of tenure would make candidates more open to moving. 
        • We noticed a pattern that many people with the relevant skills were working as independent consultants. This revealed an additional pool of candidates who might be interested in going back to full-time work which the client hadn’t considered.  
        • We also found that many of the qualified candidates worked in financial services and might be receiving salaries on the high end of the spectrum. This helped the client reset expectations around the compensation range in order to secure the right person for the role.  

        Results 

        The talent insights we shared showed the client that flexing their requirements for the position could expand the talent pool in different ways. This data helped the healthcare company to make more informed decisions about the sourcing strategy for their new Chief Analytics Officer. 

        At a Glance

        • COMPANY: Healthcare company
        • PEOPLESCOUT SOLUTIONS: Talent Advisory
        • ABOUT THE CLIENT: The client is an American non-profit healthcare company and integrated delivery network.