Solution: Technology

Inside the Candidate Experience 2023

Posted on by mrehmann

Inside the Candidate Experience 2023

The Hard Truth About Candidate Expectations vs Candidate Experience Realities

The candidate experience has never been more important. Yet, the latest research from PeopleScout shows that less than two in 10 candidates would rate their recent recruitment experience as excellent.

We audited the candidate journey of over 215 organizations around the world, giving each a Candidate Experience Quotient (CandidateXQ) score—a calculation based on 40 key experience indicators, including 15 critical factors that make or break the candidate experience.

By analyzing these CandidateXQ scores alongside data gathered from surveying over 2,400 job seekers globally, we uncovered a clear disparity between candidate expectation and reality.

Download our free Inside the Candidate Experience report for the latest research exploring:

  • What candidates expect at each stage of the journey and how employers stack up
  • Where each industry is succeeding or struggling with candidate experience
  • Actionable steps you can take to improve your CandidateXQ

The Future of Work: 4 Key Factors That Will Shape the Workplace by 2030

Posted on by akessler

It’s no secret that the labor market has been volatile over the last several years, and talent acquisition teams have experienced a multitude of highs and lows. In our capacity as trusted advisors, PeopleScout analyzed patterns in global workforce trends to help our clients create informed strategies for future-proofing their workforce by examining how these patterns may affect their workforce. While we can’t predict the future of work, we think there are four key factors will shape the world of work over the next decade.

1. Flexibility

Flexibility is here to stay, and it will apply to everything from where and how we work to the roles we do and who we do them for. There will be no hard and fast rules about working hours and shifts in the future.

As life becomes increasingly characterized by change, employees will need to be agile—always ready to reskill. Learning becomes a constant, and we may even find ourselves counting AI robots as our trainers and mentors.

Flexibility and upskilling will manifest differently from generation to generation, so organizations must facilitate working arrangements for different demographics. Over the next decade, the generation gap will widen and then gradually close as Baby Boomers begin to settle down to retirement by blending work and leisure. Millennials and Gen Z will bring their progressive perspectives to work.

10 Predictions for What’s NEXT in the World of Work

DESTINATION 2030

Read the Report

2. Fluidity and the future of work

Globalization will enable much more cross-border, cross-company collaboration. Project teams will be established based on all sorts of factors, not just who’s in what department or which location. People will work with talent from all sorts of specialities as they move from project to project.

Technology helps to support our wellbeing as the lines between work and home become more blurred. But with new technologies come new laws, so security and compliance will also be strategically important, especially for organizations working at the cutting-edge of innovation.

3. Focus 

future of work

Organizational culture will become more important than ever before as people make career choices based on ethics, values and purpose above things like pay and benefits. More and more employees will choose to work for organizations that have a clear purpose and are committed to working in the most ethical, sustainable and socially responsible ways.

Technology also plays a role here, in helping people focus on the work that matters to them as automation takes over the mundane tasks. However, more AI and machine learning will make some roles redundant and create many others—generating even greater demand for technical, analytical and digital skill sets across sectors.

4. Forward-thinking and the future of work

Organizations will continue to compete when it comes to creating innovative new technologies and using those technologies in the most creative ways. But they’ll also be happy to pool some resources to create a better future for everyone. 

Issues like equality and climate change will continue to grow in importance, forcing organizations to find new and better ways of making social and environmental improvements at speed.

Onward, Upward and Who Knows Where the Future Workplace Will Go

You may feel more prepared for some changes more than others as we approach 2030, but it’s safe to say that there will be plenty of surprises that will require creative thinking in order to stay resilient.

PeopleScout will be on the journey with you to support, challenge and inspire you—no matter what the future holds.

To learn more about how we came to these predictions and see our research findings, check out our Destination 2030 white paper.

Talking Talent: Vanity Metrics vs. Sanity Metrics in RPO

Posted on by nfuqua

In this episode we’re talking about how to determine which metrics you should use to drive and define success in your RPO program.

At PeopleScout, we like to say there are two kinds of metrics—vanity metrics and sanity metrics. Vanity metrics are the numbers that may look great on paper, but fail to tell the full story of what is happening in your talent program. Vanity metrics may make you feel successful. Sanity metrics actually make you successful. So, how do you tell the difference?

Joining us to discuss is Stephen Carlson, vice president of client delivery at PeopleScout. In this conversation, Stephen shares why some the typical metrics that you’re tracking are actually vanity metrics. He outlines how you can dig deeper to find the right metrics within your program to identify opportunities for improvement and take action.

Stephen shares real-world examples from PeopleScout clients who were hitting their talent goals but knew they could be doing more. By taking a deeper look at the numbers, they were able to elevate their programs to the next level. Stephen gives tips to help you start the conversation and work with your RPO provider to better understand your program data.

Heading into 2023 with uncertain market conditions and the potential for fluctuating hiring volumes, defining and tracking your sanity metrics can help you better respond to and weather changes in the market. For example, if you anticipate having fewer job postings but more applicants in 2023, you likely need to adjust how you move candidates through the process. Stephen explains how to look at the right data to enable quick and effective changes while maintaining an efficient process and engaging candidate experience.

[On-Demand] The Hard Truth About Candidate Experience: Part One

Posted on by nfuqua

[On-Demand] The Hard Truth About Candidate Experience: Part One

Heading into 2023, employers continue to face a challenging talent market. Beyond a shortage of qualified applicants, candidate expectations for the recruitment process have never been higher. Our latest research shows that fewer than two in ten candidates rate their experience as excellent, which means engaging top talent in the new year will require a new approach.

Make 2023 the year you focus on how you interact with job seekers. Join PeopleScout Global Head of Talent Consulting Simon Wright for the newest Talking Talent webinar, The Hard Truth About Candidate Experience available on-demand.

This bite-sized 30-minute webinar is part one of a two-part series that makes a case for the importance of a stellar candidate experience and provides the data to back up our recommendations for creating one.

In this first webinar, Simon will cover:

  • The state of the global jobs market
  • Current trends in job seeker behavior
  • The impact of changing consumer expectations
  • The cost of a poor candidate experience
  • And our forthcoming research!

Talent Consulting and Strategic Sourcing Support for Business Critical Roles

Posted on by edyson
Talent Consulting and Strategic Sourcing Support for Business Critical Roles

Talent Consulting and Strategic Sourcing Support for Business Critical Roles

PeopleScout helped this waste disposal company source, attract and hire drivers, administrative roles and technicians with RPO, recruitment marketing campaigns and compliance support.

16,000 annual hires targeted
957 offers made over two career day events
38 % improvement in key SLAs in just 30 days

A leading waste disposal and environmental services company faced significant challenges sourcing, attracting and hiring talent for vital full-time frontline roles including CDL drivers, technicians and administrative roles.

Scope and Scale

As a result of continuing skills shortages in high-demand roles, the client found it increasingly difficult to source talent with the required skills, credentials and experience to fill business-critical roles. The client required a full-cycle RPO solution to support its internal team in making 16,000 annual hires across North America. What’s more, the client sought a consultative partnership with ongoing strategic guidance and best practice implementation across the client’s talent sourcing program.

Situation

PeopleScout has partnered with the client for nearly 14 years supporting full-cycle, end-to-end roles and recently, the client required additional support for partial-cycle hiring. PeopleScout deployed a flexible RPO solution to source and deliver a continuous slate of qualified candidates into the client’s talent pipeline. PeopleScout also provides the client with recruitment marketing support, detailed talent market insights and expertise on program compliance.

Solution

  • PeopleScout’s team executes talent sourcing strategies, provides guidance on how to tap into talent channels and helps the client develop grassroots recruitment marketing campaigns to reach the right candidates.
  • PeopleScout developed a custom SLA dashboard and performance reporting via Affinix® Analytics which highlights roles that aren’t getting as much traction and optimizes channel usage and ad spend accordingly.
  • With the additional scope, PeopleScout ramped up its team of 47 to 284, with specialized global support spanning India, Poland, UK and the U.S.
  • PeopleScout Talent Advisory team conducted a two-phased research project, including an exhaustive candidate persona framework based on interviews with the client’s current employees, for insight into their talent audience to develop highly targeted creative and messaging.
  • PeopleScout created a new employer branding and recruitment marketing strategy, and dedicated marketing experts from PeopleScout manage all the client’s social media accounts.

Results

  • PeopleScout’s team finds qualified candidates in niche skill sets despite challenges presented by the COVID-19 pandemic and resulting talent shortages.
  • PeopleScout’s full-cycle RPO solution targets an average of 16,000 annual hires for extremely difficult skill sets, improving business outcomes across the enterprise.
  • Implemented new channels including Indeed, Appcast, geofencing, social media and more which allow the team to instantly post jobs to multiple job boards at one time.
  • After just 30 days of launching the SLA dashboard, the client saw a 38% improvement in SLAs including the interview-to-offer ratio, candidate outreach timeframe and offer extension timeline.
  • PeopleScout helped with the planning and execution of two career day events with over 1,900 attendees and 957 offers made, resulting in two of the best career day events the client has ever had.

At a Glance

  • COMPANY
    Waste disposal and environmental services company
  • INDUSTRY
    Utilities, Environmental Services
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory, Affinix
  • ANNUAL HIRES
    16,000
  • ABOUT THE CLIENT
    As a leading waste disposal company in North America, this organization has over 45,000 employees supporting over 20 million residences and businesses with their waste and recycling needs.
Let’s Connect

[On-Demand] Candidate Relationship Management: How to Get the Most out of Your CRM

Posted on by nfuqua

[On-Demand] Candidate Relationship Management: How to Get the Most out of Your CRM

Candidate relationship management tools are a critical component of any recruitment process, but very few employers actually use the software to its full potential. Could your organization be doing more with your CRM?

When properly deployed, a CRM can help you attract and engage candidates from underrepresented backgrounds, source strong passive candidates and increase application rates. With so much power in one tool, talent acquisition teams that leverage the full suite of features will be more competitive in a difficult talent market.

So how can you tap into the power of your CRM? Join PeopleScout Senior Product Manager Brittany Taylor for the newest Talking Talent webinar, Candidate Relationship Management: How to Get the Most out of Your CRM, available now on demand.

In this webinar, Brittany covers:

  • The full range of CRM capabilities

  • How your CRM can supercharge your diversity initiatives

  • Proven strategies for decreasing candidate fall-out in the application process

  • Simple methods to fill the top of your recruitment funnel

  • Real-life examples of how implementing these changes helped employers reach their talent acquisition goals

  • And more!

Destination 2030: 10 Predictions for What’s Next in the World of Work 

Posted on by akessler

Destination 2030:

10 Predictions for What’s Next in the World of Work

The last few years have been tumultuous for talent acquisition leaders, and it doesn’t look as if the pace of change is going to let up. Are you looking for ways to future-proof your workforce and create a resilient talent strategy?

Buckle up and join us as we travel to the world of work in 2030! Our ebook, Destination 2030, explores the latest research and global workforce trends and how they might impact the way we work.

In this ebook, we explore:

  • Demographic changes in the workplace and how to engage each generation
  • The changing role of technology in candidate and employee engagement
  • Our top 10 predictions for what’s next in world of work

Strategies for Overcoming High-Volume Hiring Challenges

Posted on by akessler

High-volume recruitment is one of the most demanding disciplines in talent acquisition. Whether you’re staffing a contact center, scaling a logistics network, preparing for a seasonal retail surge or maintaining a large healthcare workforce, the challenge is the same: hire large numbers of the right people, quickly, without letting quality slip or burning out your team. 

The organizations that do this well aren’t just working harder—they’re working differently. This guide explores the most common high-volume hiring challenges and the strategies that leading talent acquisition teams are using to overcome them. 

👉 Get our ebook: 9 Strategies for Solving High-Volume Hiring Challenges 

What is High-Volume Recruitment?

High-volume recruitment involves sourcing, screening, interviewing and hiring large numbers of candidates for similar openings or job types, often within compressed timeframes. It’s common across sectors including retail, hospitality, logistics, healthcare, contact centers, travel and government—and it requires a fundamentally different approach to talent acquisition than professional or specialist hiring.

The core tension in high-volume recruitment is speed versus quality. Move too slowly and candidates drop out or accept offers elsewhere. Move too fast without the right processes and you compromise on hire quality, driving up attrition and starting the cycle again. Getting this balance right—consistently, at scale—is what separates high-performing high-volume programs from those that are perpetually in firefighting mode.

The Biggest High-Volume Hiring Challenges—and How to Solve Them

Challenge 1: Candidate Drop-Off and Ghosting

Candidate drop-off—where applicants disengage partway through the process—and ghosting—where candidates simply stop responding or fail to show up—are among the most costly and frustrating problems in high-volume recruitment. When you’re processing hundreds or thousands of applications, even a modest drop-off rate translates into significant wasted effort and extended time-to-fill. 

The root cause is almost always the same: a process that moves too slowly, communicates too infrequently, or asks too much of candidates. Today’s high-volume candidates—many of whom are applying to multiple employers simultaneously—have limited tolerance for lengthy applications, long gaps between process stages or radio silence from recruiters. If a competitor makes an offer first, or the application simply feels like too much effort, they’ll move on. 

How to address it: 

Audit your application process ruthlessly. Every question that isn’t genuinely necessary to advance a candidate is a potential drop-off point. Streamline the process to capture only what’s needed at each stage, and reserve more detailed information gathering for later in the funnel when candidates are more committed. 

Look at where processes can be automated so that at every touchpoint—application confirmation, status updates, interview scheduling, offer—communication happens quickly and consistently. Candidates should never be left wondering where they stand. SMS and messaging tools are particularly effective in high-volume contexts, where candidates may not regularly check email. 

Reduce the time between process stages wherever possible. Speed is itself a candidate experience differentiator in high-volume markets. The organizations that move fastest tend to secure the best candidates. 

An RPO partner is particularly well-placed to address drop-off and ghosting. With dedicated volume recruiting expertise and access to the latest talent technology—AI-enabled CRM, automated scheduling, pipeline analytics—a high-volume RPO solution keeps candidates moving through your funnel efficiently while freeing your internal team from the administrative burden of managing large applicant volumes manually. 

Challenge 2: Maintaining Quality of Hire at Scale

Speed pressure in high-volume recruitment creates a persistent temptation to cut corners on assessment, like skipping interview stages, loosening criteria or defaulting to “warm body” hiring when vacancies feel urgent. The short-term relief this provides is almost always offset by higher attrition, lower performance and the cost of rehiring. 

The challenge is that traditional assessment approaches—often designed for professional or specialist hiring—don’t translate well to volume contexts. They’re too slow, too resource-intensive and often measure the wrong things. 

How to address it: 

Start by challenging the assumptions underpinning your current criteria. The skills and background that seem like obvious requirements for a role aren’t always the ones that predict success. At PeopleScout, when working with a high-volume RPO client struggling to hire for customer service roles, we interviewed their most successful customer-facing employees and found that prior customer service experience was not a predictor of performance, but problem-solving aptitude was. That insight expanded their talent pool significantly while improving quality of hire and reducing attrition. 

Redesign your candidate assessment to evaluate both hard and soft skills efficiently. For high-volume roles, soft skills, like attitude, adaptability, work ethic and communication style, are often the stronger predictors of success and retention. PeopleScout’s 1XP assessment model is built specifically for high-volume contexts, helping organizations evaluate what actually matters without adding time to the process. 

Structured, consistent assessments also reduce bias and support diversity hiring goals—an important consideration for high-volume programs that are often the largest source of diverse talent entry points into an organization. 

Challenge 3: Recruiter and Hiring Manager Burnout

High-volume hiring puts enormous pressure on internal teams. When recruitment processes are inefficient, hiring managers are pulled into administrative tasks they’re not equipped or resourced for—screening resumes and CVs, chasing candidates, coordinating interviews—on top of their day jobs. Recruiters managing large requisition loads without adequate technology quickly reach a point where quality suffers simply because there aren’t enough hours. 

This is a structural problem, not a motivation problem. Asking people to work harder within a broken process doesn’t fix it. 

How to address it: 

Identify which parts of your recruitment process are consuming the most recruiter and hiring manager time and ask whether they can be streamlined. Scheduling, application screening, reference verification and background checks are all areas where automation or RPO support can dramatically reduce the administrative burden on your team—without compromising candidate experience. 

Modular RPO solutions can also help you augment your internal team. By selectively outsourcing specific components of your hiring process, you allow an RPO partner to absorb the volume-intensive elements so your recruiters and hiring managers can focus on the decisions and interactions that genuinely require time and attention. This isn’t just about capacity—it’s about directing your internal resources toward the highest-value parts of the hiring process.

Challenge 4: Scaling Up and Down for Seasonal Demand

Many high-volume hiring programs aren’t steady-state—they spike. Retail ramps up for peak trading periods. Hospitality and travel scale dramatically for summer or holiday seasons. Tax and financial services see surges at predictable points in the year. Building and then dismantling a large internal recruitment team to match these peaks is expensive, inefficient and disruptive. 

How to address it: 

Build scalability into your recruitment model rather than treating it as an emergency response. This means establishing talent pipelines and candidate communities year-round—not just when the hiring surge hits—so you’re converting warm candidates rather than starting from scratch each season. 

RPO partnerships are particularly well-suited to seasonal high-volume programs because the engagement model is designed to flex. A high-volume RPO partner can scale delivery resources up or down in line with your hiring calendar, providing a consistent, experienced recruiting team without the overhead of permanent headcount. 

Why RPO is the Right Solution for High-Volume Hiring 

Most high-volume hiring challenges share a common root: a recruitment model built for normal hiring volumes, stretched beyond what it can reliably deliver. Bolt-on fixes—an extra job board, a temporary agency, an additional internal recruiter—rarely address the underlying process and technology gaps that are driving the problem. 

Recruitment process outsourcing is designed specifically to address this. A high-volume RPO partner brings: 

  • Purpose-built processes for high-volume contexts, designed around candidate behavior, dropout patterns and assessment approaches that work at scale 
  • Talent technology that organizations often can’t justify building or buying independently including AI-powered sourcing, automated candidate engagement, predictive analytics and pipeline reporting 
  • Dedicated recruiting expertise that your internal team can draw on without having to build and maintain the capability in-house 
  • Scalable delivery that flexes with your hiring calendar rather than forcing you to over- or under-resource for predictable peaks 
  • Talent advisory capabilities like employer branding, recruitment marketing and assessment design, that address the upstream factors affecting your ability to attract and convert candidates at scale 

PeopleScout’s high-volume RPO solution is purpose-built for organizations managing large-scale, fast-paced hiring programs across retail, hospitality, logistics, healthcare and beyond. 

👉 Explore PeopleScout’s high-volume RPO solution  

👉 Get our ebook: 9 Strategies for Solving High-Volume Hiring Challenges 

Merivale: High-Volume Recruitment for a Winning Hospitality Brand

Posted on by akessler
Merivale: High-Volume Recruitment for a Winning Hospitality Brand

Merivale: High-Volume Recruitment for a Winning Hospitality Brand

Merivale, Australia’s most innovative hospitality brand, turned to PeopleScout for a high-volume recruitment process outsourcing (RPO) solution, powered by Affinix®, our talent acquisition suite.

800 hospitality roles filled in just six weeks
3,000 total hires made leveraging a data-driven approach
3.36 days time-to-offer achieved on average

Situation

In late 2021, Merivale was formally awarded the contract to manage the hospitality venues in the Sydney Cricket Ground (SCG) and the Sydney Football Stadium (SFS). This opportunity represented a new approach to dining at Sydney’s major sporting venues, moving away from the traditional fast food stadium experience toward more refined dining that will enhance the stadium experience.

However, the Sydney hospitality market was facing a crisis. After two years of border closures, the hospitality workforce was decimated. Plus, the uncertainty around the lifting of lockdown restrictions meant that Merivale received confirmation of their appointment to the stadium contract with only six weeks to prepare before the Ashes test would be held at the SCG.

Merivale came to PeopleScout with a challenge—to source over 800 roles in one of the tightest talent markets in a generation.

Challenge accepted!

Solution

PeopleScout needed to act fast. We quickly mobilised Affinix®, our proprietary talent acquisition suite, to capture expressions of interest from potential applicants. We built an online application form and campaign page that would educate applicants on the opportunities at Merivale, and through the dynamic application form, automatically categorized candidates into Merivale’s role streams of:

  • Bar staff
  • Wait staff
  • Cashiers

PeopleScout knew that speed was essential due both to our short timeframe and the highly mobile nature of hospitality candidates—we had to act fast! PeopleScout implemented a tech-powered talent acquisition solution through which eligible applicants were immediately invited to complete a video interview following their application. If applicants had not completed the video interview within 24 hours of submitting their application, our Center of Excellence team followed up to conduct a live phone interview. The PeopleScout Center of Excellence vetted all video interviews and phone screens, and successful candidates were handed over to Merivale for offer and onboarding.

Evolution

The PeopleScout team worked tirelessly in the lead-up to the New Year’s Ashes test, and we were able to fill the 800 roles for the Merivale stadium launch—in just six weeks.

Following the success of the first phase of the hospitality launch, Merivale engaged PeopleScout to source the talent they required to support the hospitality venues across both the SCG and SFS for the remainder of the year. Merivale needed a total talent pool of 3,000 skilled hospitality workers including those with fine dining experience, like chefs and front of house staff and retail personnel.

Following the Ashes pilot, Merivale had a better understanding of the candidate profiles they needed, so PeopleScout worked closely with the Merivale team to profile nine job categories across three job families. Candidate responses were screened using AI-powered tools in Affinix to dynamically filter them into qualified roles.

PeopleScout leveraged Affinix to build real-time analytics dashboards which helped us build the insight gained through the first round of recruiting into the decision-making process. In Affinix, we tracked candidate sources and engagement levels and fed this insight back to the Merivale marketing team so they could direct their activities to the channel which yielded the greatest results. Leveraging the CRM tool in Affinix, we also encouraged referrals from current Merivale staff and alumni.

PeopleScout maintained the same high-touch approach and fast turnaround for video and phone screening. We collaborated closely with the Merivale team to assess our results completing, spot audits throughout the process to ensure the team maintains high-quality hires and achieves the best possible outcome.

Results

PeopleScout was able to generate so much trust from Merivale that they gave our team permission to make direct offers to candidates without validation from the Merivale team.

In an extremely challenging talent market, PeopleScout achieved a time-to-offer of just 3.36 days and a time to fill of 5.5 days. PeopleScout is on track to source the volume of candidates Merivale needs, and with the SFS launching in late 2022, this requirement continues to grow.

At a Glance

  • COMPANY
    Merivale
  • INDUSTRY
    Hospitality
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES
    3,000+
  • ABOUT MERIVALE
    Merivale is a pioneer within the Australian hospitality industry. With over 70 brands and venues, it is synonymous with delivering unique and memorable experiences.
Let’s Connect

Talent Attraction in the Building and Construction Industry in Australia

Posted on by akessler

PeopleScout has over 10 years of experience working in partnership with our clients in the building and construction sector. Our Australian footprint covers metropolitan, regional and remote locations supporting multi-national clients with varied requirements including:

  • National infrastructure and transport projects
  • Property development
  • Telecommunications
  • Remote site construction
  • Building and construction materials distribution
  • Renewable energy development

PeopleScout is an end-to-end recruitment process outsourcing (RPO) provider delivering strategic talent acquisition solutions across the building and construction sector. Our deep understanding and insight led approach to the delivery of project-based workforces will allow us to transform your approach to talent acquisition. We can partner with your existing team or deliver standalone projects to provide surge capacity and allow you to gain the competitive edge in the acquisition of talent.

The Talent Attraction Recipe for Success

The building and construction industry has weathered an incredible amount of change and challenges over the past decade and PeopleScout has been a trusted and strategic talent partner with a number of tier 1 and tier 2 industry leaders throughout this period, taking on lessons and continually refining our process. Over this time there are a few standout learnings we can share which have made a major impact on securing talent in this sector.

Industry Insights – Project Driven Forecasting for Balancing Skilled Labour

We have developed a deep understand of project-based recruitment across the building and construction industry, which includes the development of candidate source and attraction strategies aligned to project cycle and location. PeopleScout recruitment teams is involved from the bid stage of our client’s major infrastructure projects which allows us to start forecasting when the demand for certain skill sets is due to pick up and when there will be available workers ready to start planning for their next engagement.  

Workforce Partnership Planning – Forecast Planning

We partner closely with our clients to workforce plan against their project pipeline and the phases of the projects currently in play. One of the most impactful workforce planning tools is the forward mapping of your internal and external pipeline talent pools to your client’s future workforce requirements. PeopleScout’s CRM technology, Springboard allows our team to proactively manage our talent pools and keep them informed of opportunities on the horizon. Springboard helps our team to keep talent engaged with our clients and facilitates a seamless application, screening and onboarding process to ensure we maintain momentum with our talent and have them ready to start as soon as a project receives the green light.  

Employer Value Proposition – Including Community Engagement

Construction projects do not happen in isolation from the community they operate within and leveraging your EVP to build your brand within the local community is an integral sourcing strategy for this sector. Even more so when the projects you are sourcing for are based in regional and remote locations. PeopleScout works with our innovative Talent Advisory team to design sourcing campaigns that will resonate with the local communities our clients are working within. Our recruitment teams work directly with community groups, educational institutions, and industry partners to promote local pathways to work and support the diverse needs of our communities.

Talent Sourcing Insights

PeopleScout is an insights-led business, we use the data gathered via our business intelligence platform Springboard to analyse every aspect of the recruitment process both retrospectively and in real-time to ensure our campaigns are as effective as possible. Our insights tool interfaces with all the leading ATS platforms used by our clients and is fully integrated with our proprietary Talent Solution technology – Springboard. which allows your teams:

  • Access the real-time ROI on advertising and social media campaigns allowing your team to immediately pivot from avenues that are not yielding results and ramp up investing into the strategies delivering the greatest impact.
  • Access data analytics has been instrumental in achieving our client’s diversity goals; we enable your team will monitor the progress of applicants throughout the recruitment process and our data analytics will identify any key dropout points in the process. The PeopleScout team will assess what is causing applicants from certain demographics, to not proceed with the application and redesign the application process to stop this in its tracks.
  • Access to a dedicated talent insights team who conducts candidate market deep dives, to understand what the candidates career motivators are and where the best talent is for your organisation. We use these Market Benchmark Insights to develop candidate personas which we validate and use to design our go-to-market strategy.

As an example, PeopleScout partnered with a client, who is a leader in technology, industry, infrastructure and transport for over 11 years. Our solution features an onsite strategic sourcing business partner whose role is to source the hard-to-fill positions and provide overflow recruitment capability for the in-house team.

The Result?

PeopleScout is one of the leading outsource talent partners in the building and construction sector. We have over 10-year knowledge on how to support clients in the mobilise workforces for major infrastructure projects across ANZ. If your current talent solution is not meeting the demands of your project pipeline, PeopleScout as the technology, skills and experience to transform your talent acquisition team. The outcome of which will be a strategic function aligned to project and workforce needs. that decreases time to mobilise and provides you the competitive advantage you need in a tight talent market.