Solution: Technology

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.

Delivering Cost Savings and a Healthy Return on Investment for a Rural Healthcare System

Posted on by nfuqua
Delivering Cost Savings and a Healthy Return on Investment for a Rural Healthcare System

Delivering Cost Savings and a Healthy Return on Investment for a Rural Healthcare System

A major rural healthcare system turned to PeopleScout for technology-powered healthcare RPO enhanced by a recruitment marketing campaign, resulting in a $4+ million cost savings.

77 % reduction in nursing recruitment spend, totaling $4+ million in savings to date
97 % new hire retention
98 % hiring leader satisfaction score

Situation

This healthcare provider was having trouble sourcing and hiring for nursing roles in North Dakota, a rural state heavily impacted by ongoing nursing shortages, forcing the client to rely on travel nurse staffing providers to deliver talent to support rural healthcare recruitment. The reliance on these staffing providers proved expensive, with the client paying an average of $73 an hour per locum nurse in contrast to paying $34 an hour on average per full-time nurse. Traveling nurses also work on 13-week contracts, meaning that the client receives temporary talent and less value for their recruitment spend.

To improve talent acquisition costs and attract hard-to-hire candidates, the client needed a full-cycle healthcare RPO partner that could streamline the hiring process and build a strong recruitment marketing program. PeopleScout’s RPO program started with nursing hires and now spans 90% of the client’s clinical and non-clinical hiring, including aides, clerical workers, interns, leadership positions, RNs, LPNs, professional services, technical roles and therapists.

Solution

Build a Local Recruiting Team

PeopleScout built a local recruiting team balanced with virtual support. This enables PeopleScout to work directly with the client on-site with the increased efficiency of a virtual team.

Develop Improved Employer Branding and Location Branding

PeopleScout partnered with the client to understand their employer value proposition and employer brand and then built out recruitment marketing materials to showcase the strong culture and cutting-edge medical facility. The recruitment marketing campaign also included messaging on the benefits of working in the rural area, like the strong university presence, short commute, low crime and sense of community.

Target Recent Graduates

The client partnered with PeopleScout to focus their efforts on hiring recent graduates from local universities. This helped the client get ahead of the competition and train new employees in their RN Residency Program.

Implementing Hiring Bonuses

PeopleScout advised the client to implement a $10,000 hiring bonus for new nurses to ensure their employment offers were competitive based on industry data and research.

Implementation of Affinix and Streamlining Recruiting Processes

PeopleScout implemented our proprietary total talent suite, Affinix® which helped the client streamline recruiting processes through tools that supported management of direct sourcing, panel interviewing and an expedited offer process—decreasing time-to-fill rates.

Results

Cost Savings

After implementing PeopleScout’s full-cycle healthcare talent acquisition solution, the client reduced its nursing recruitment spend by 77%, totaling $4+ million in savings to date. 

Lowest Nurse Vacancy Rate

PeopleScout helped the client achieve their lowest nurse vacancy rate ever — 1.3%. The client also achieved a 136% increase in hiring new graduate registered nurses. The client reduced its use of traveling nurses by 68%, and for the first time, was able to hire nurses willing to relocate for the position.

Process Improvement

With PeopleScout’s expertise, the client achieved 97% new hire retention and 98% hiring leader satisfaction scores for exceptional performance. The client was so impressed with PeopleScout’s results hiring nurses that the client now outsources 90% of their hiring to PeopleScout.

Enhanced Employer Branding

PeopleScout leveraged the client’s strong employer value proposition and was able to partner with the healthcare provider to create an enhanced suite of employer branding materials that feature real employees. PeopleScout also used a comprehensive approach to reach candidates, including social media, campus recruiting and paid search ads.

Client Feedback

“We are so impressed with this partnership, and it’s a significant improvement from our past recruitment practices. We feel so confident working with a partner who ‘gets it,’ and we are excited about the quality of our candidate pool.”

Client Feedback

“Out of the three nursing jobs I have obtained in the past, this was by far the most professional and friendly hiring process that I have been through. It was a pleasant change.”

New Hire Feedback

At a Glance

  • COMPANY
    Rural healthcare system
  • INDUSTRY
    Healthcare
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory, Affinix
  • ABOUT THE CLIENT
    This American nonprofit healthcare system has served portions of the Midwest for more than 130 years. It employs over 3,500 health professionals and support staff.
Let’s Connect

[On-Demand]: Data and Diversity: Using Technology to Achieve Your DE&I Goals

Posted on by edyson

[On-Demand]: Data and Diversity: Using Technology to Achieve Your DE&I Goals

Leading talent professionals understand that creating an inclusive, equitable and diverse workplace is more than just the “right” thing to do. In fact, implementing an effective diversity and inclusion program can change the game by challenging the status quo and creating a vibrant and more productive workplace culture. Positioning DE&I at the heart of your talent acquisition and management program now will equip your organization for long-term success.

But how do you know if you’re making progress against your goals? Do you have the data to fine-tune and optimize your recruitment process?

Join PeopleScout’s Elizabeth Karkula, associate product manager, and Jason Kaplan, business intelligence manager, for our on-demand webinar Data and Diversity: Using Technology to Achieve Your DE&I Goals.

Elizabeth and Jason will discuss practical and immediately applicable strategies that have the potential to transform your organization’s DE&I program.

This webinar will cover:

  • Three smart ways to leverage data for DE&I success
  • How to accurately measure your DE&I program’s progress and goals
  • How to optimize your sourcing channels for candidates from diverse groups
  • Real-world DE&I success stories and more

Three Potential Pitfalls of High-Volume Hiring and How to Avoid Them

Posted on by akessler

A fairly large handful of colleagues and clients are aware that my family and I are having some fairly extensive renovation work done on our home. Partly because I have moaned about it on a weekly basis since January. Partly because the endless background sounds of drills, hammers and circular saws— and on one particularly fraught occasion, a builders exposed backside descending from a loft ladder behind me—have all permeated some of my Zoom video calls. 

Now that the work is 90 percent finished, I look back on the project, and there are some aspects of it that I wish we had done differently. In doing such a lot of work at one time, we inevitably compromised on our standards in some small ways when faced with the size of the project ahead. 

Hopefully, you can see where the analogy is leading. When we, or our clients, are faced with a mountain to climb in terms of the complexity or scarcity of required talent in big numbers, it’s easy to deviate away from best practice. And this is never more common than now. 

As organisations switch from hiring freezes to acute growth mode, we are seeing a dramatic shift back towards a candidate-driven market. As the next 12 months play out, I personally believe this will prove to be one of the most dramatic shifts in several decades, and employers will be scratching their heads at just how they are going to close the hiring gap. 

During these impending and inevitably large-scale campaigns, there are three potential risks that stand out to me:

1. Introducing new people will impact the company culture.

Firstly, hiring lots of new people can present a risk to the company culture you’ve spent a lot of effort crafting. This may be more prevalent within smaller organisations or for those hiring at the leadership level, but no organisation is truly immune. With any hiring that significantly impacts a team, you must consider not only the skills and competencies match, but also how the existing cultural makeup of that group will be affected. One way to counter this is through thorough training to help align old and new employees on the same cultural path. This should be led by leadership and serve as a catalyst for people—old and new—to embrace your organisation’s mission and values. 

2. High-volume hiring can increase the risk of compromising on quality.

When it comes to high-volume hiring, hiring managers are more inclined to drop their standards on quality-of-hire. Not so much in terms of matching skills and experience, which tends to be a more objective. Plus, a deviation away from the requisite profile can be harder for the hiring manager to justify in their own mind. However, I’ve seen a “lowering of the bar” when it comes to the softer skills—the personality traits and competency matches which are naturally more subjective. One effective antidote here is robust candidate assessment practices. Backing up your gut feel with a bespoke or even “off the shelf” assessment package can help make your judgement more objective. 

3. Diversity amongst new hires suffers.

Thirdly, there is naturally a risk to diversity in your hiring. We’re all hopefully well-versed on the myriad benefits that fostering a diverse and inclusive workforce can bring. But, what is a valid, primary consideration when hiring one or two team members can begin to feel like an added challenge when filling a large number of openings starts to weigh down on a manager. Is there a temptation to let diversity standards slip if the challenge of filling critical gaps on your team already feels impossible? Is one allowed to be pragmatic in the circumstances and just hire, regardless of the diversity credentials? 

I would argue that you wouldn’t hire someone who has the wrong skills for your team, so you shouldn’t be any more inclined to lower standards on diversity. As we all know, the wrong hiring decision now, only costs us in the long-term when we have to re-hire down the line. Better to get it right first time, whether that be a diversity match or a skills match. 

Ultimately, any short-term concessions we might be tempted to make under pressure to hire at the time will be a source of regret. So, don’t lower your standards and suffer from these pitfalls. Take it from me—the decision not to fit underfloor heating in our family bathroom will likely haunt me for the next decade or two!

Leveraging Technology to Improve Recruiting Efficiency and Candidate Experience

Posted on by jpatel
Leveraging Technology to Improve Recruiting Efficiency and Candidate Experience

Candidate Experience | RPO in Manufacturing

Leveraging Technology to Improve Recruiting Efficiency and Candidate Experience

This multinational manufacturing company turned to PeopleScout for full life-cycle recruiting support and a technology-based solution to hire of hundreds of retail store and service positions across the U.S. and Canada.

4,400 Total Annual Hires
77 % Increase in Annual Hires Across Commercial Service Centers
232 % Increase in Annual Hires Across Manufacturing Plants

Situation 

The client experienced less than desirable outcomes from their previous RPO provider and chose PeopleScout as a partner because of our exemplary reputation and proven winning record in volume hiring in their industry. In addition, PeopleScout provided what had been lacking in their talent acquisition strategy: technology-based solutions, market intelligence and analytics, talent consultation, and standard reporting and compliance protection precautions.

Solution 

Even with a stellar recruiting process, it would take the power of an integrated candidate management technology stack to make sure that hiring targets were being met with fewer human administrative tasks. 

PeopleScout’s proprietary talent technology, Affinix® was implemented to accelerate recruiter efficiency and enhance the candidate experience. The recruiting team leveraged Affinix’s automation capabilties to do much of the repetitive heavy lifting in the process and relied on robust analytics that turned historical data into actionable insights to identify opportunities for process optimization. 

Affinix End-to-End Process 

The Affinix experience begins with a requisition feed from the client’s HRIS, where all hiring needs are approved. 

The jobs are integrated into the Affinix Applicant Tracking System which provides: 

  • An interface to edit the job to prepare it for posting/advertising 
  • The platform that posts the job to the client’s career website built through Affinix and creates a job description and job page to post the job to media 
  • The platform for recruiters to manage all candidates during the hiring journey 

Once posted, jobs are live on the client’s Affinix career website which allows candidates to:  

  • Quickly find the job they are looking for based on keyword, location or job family through intelligent and responsive search technology 
  • Join the talent community by quickly submitting their profile information if they are not ready to complete a job application  
  • Apply for a job through Affinix’s quick apply feature, which captures all required candidate information and consent on one continuous and seamless page 
  • Automatically create a candidate dashboard to update their information, upload a new resume or change their communication preferences   

The Affinix Quick Apply application sends the candidate data to the Affinix ATS and CRM which creates a candidate record. With knockout questions built into the application, Affinix processes candidates who are qualified and sends a text or email message to the candidate inviting them to complete a pre-screen. 

Affinix Digital Interview Managment then sends pre-screen questions by text and email. With hundreds of requisitions open concurrently, the power of automation saves the recruiter the time it takes to pre-screen a candidate before the interview process. Having the option for candidates to answer pre-screen questions by SMS improves submission rate. Additionally, the recruiting team created a sophisticated scoring rubric for the technology to score the candidate based on their response.

Affinix Digital Interview then automatically advances the candidate to be invited to a phone interview if they meet or exceed the score threshold. The event scheduling functionality in the Affinix Digital Interview platform gives invited candidates the opportunity to choose a time on their own from the recruiter’s calendar availability.
Candidate information, activity and status automatically flow through to Affinix CRM. Because of the volume of qualified candidates who do not get hired, recruiters can classify candidates as silver or gold medalists, manage them in pipeline folders, and engage them with robust email campaigns. Some markets or jobs are urgent and when candidate traffic does not happen organically, the recruiters leverage Affinix Talent Matching, a sourcing platform built in the CRM.

Sourcing from hundreds of social and lifestyle sites, Talent Matching unleashes the requisition out on the open web to find relevant candidates whose profiles match the job requirements.

Since this sourcing tool is built into the CRM, sourced candidates can be added directly to pipeline folders. The recruiting team can also quickly build landing pages from Affinix CRM to be used as destination pages for pipeline-building campaigns like diversity and inclusion or new grads.

Affinix Analytics gives visibility to the historic recruiting performance by job class, requisition, location and hiring manager. Most importantly, it provides predictive analysis so that the recruiting team can take action and make corrections if needed.

Results 

The PeopleScout recruiting team meets and exceeds the client’s hiring targets because of how they masterfully leverage Affinix and its one mission—to improve candidate experience and recruiter efficiency. With Affinix:  

  • Candidates find jobs and complete job applications faster 
  • Candidates feel they are being given proper attention by getting quick responses with pre-screen questions and interview invitation, all swiftly done with automation 
  • Recruiters do less administrative tasks with Affinix managing the screening and scheduling process 
  • Recruiters can source, pipeline and engage candidates in the CRM to boost requisitions that are getting slow candidate traffic 

Affinix Success with the Client: 

  • 4,400 Total Annual Hires
  • At 265 Commercial Service Centers:
    • 1,300+ Annual Hires—77% increase from 2019 to 2020 
    • 16,000 Annual Applicants—14% increase from 2019 to 2020 
  • At 19 Manufacturing Plants Across North America:
    • 1,300+ Annual Hires—232% increase from 2019 to 2020 
    • 25,000 Annual Applicants—48% increase from 2019 to 2020 
  • Time from interview to offer decreased from 9 days to 3.4 days 

At a Glance

  • COMPANY
    Tire manufacturer
  • INDUSTRY
    Consumer Goods
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES
    4,400
  • LOCATIONS
    265 retailer service centers and 19 manufacturing plants
  • ABOUT THE CLIENT
    This multinational manufacturing client specialized in rubber and tire manufacturing. It has multiple manufacturing plants across the U.S. and Canada as well as hundreds of retail service centers.
Let’s Connect

 

Women in Manufacturing

Posted on by suhlarik
Women in Manufacturing

Women in Manufacturing

A leading manufacturer turned to PeopleScout for a unique, technology-powered candidate attraction campaign to increase women in their workforce.

A PeopleScout manufacturing client operates in an industry that has historically been male-dominated, but the client wants to change that perception. The manufacturer partnered with PeopleScout with the goal of increasing the number of female applicants and hires.

PeopleScout worked with the client to develop the Women in Manufacturing campaign. PeopleScout interviewed nearly 20 women who work in roles across the company and who love their jobs. Using this information, PeopleScout built out candidate personas to target women interested in the industry, and created a campaign featuring real women who work for the client.

Using Affinix®, we built a dedicated landing page and talent community for female candidates. On International Women’s Day, the four-week campaign, Women in Manufacturing, launched to showcase the woman-friendly, inclusive culture at the company. The campaign features employee spotlights, videos and stories to showcase how women are integrated into the culture of the company and integral to the company’s success.

The campaign features profiles of women who work in a range of manufacturing positions.
Employee profiles feature advice and insights for female job candidates.
The customized, targeted landing page was created with Affinix. 
The campaign is featured on the company’s social media accounts.

“To make a lasting change, you need to consider both your stakeholders and the sustainability of your effort. Throughout the process of brainstorming, designing, and executing our Women in Manufacturing recruiting campaign, the team has balanced the technological, brand consistency, and tactical challenges to produce a thoughtful program of materials to support us. Through rapid, data-based decision making, they have quickly adapted to the fluid needs on an ongoing end-to-end recruiting campaign.”

– Matt W.

Director – HR Strategy, Analytics, & Talent Acquisition

At a Glance

  • COMPANY
    Manufacturer
  • INDUSTRY
    Manufacturing & Industrial
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory, Affinix
Let’s Connect

Building a Tech-Enabled Internal Mobility Platform for a Government Agency

Posted on by jpatel
Building a Tech-Enabled Internal Mobility Platform for a Government Agency

Government Talent Solutions

Building a Tech-Enabled Internal Mobility Platform for a Government Agency

This government agency in Australia partnered with PeopleScout to develop and launch a technology platform that facilitates internal mobility for government workers.

Employees manage their profiles showcasing employee demographics, education, work history, skills and competencies 
Employees manage their profiles showcasing employee demographics, education, work history, skills and competencies 
AI technology matches candidates to open opportunities across the government and provides alerts to candidates on open job opportunities
AI technology matches candidates to open opportunities across the government and provides alerts to candidates on open job opportunities
Employee engagement increased, while the use of expensive contingent labor resources went down 
Employee engagement increased, while the use of expensive contingent labor resources went down 

Situation  

As a result of COVID-19, the client was operating with a lean workforce and limited resources. They required a solution that allowed them to leverage the skills and competencies of their existing workforce so they could save the time, cost and resources it takes to access the external candidate market. 

They partnered with PeopleScout to develop and launch a platform which facilitates internal mobility for workers who are potentially impacted by the economic downturn due to COVID-19 or looking to move within their department or other government agencies. This allowed the client to engage their workforce through enhanced workforce mobility, skills development and career opportunities within the department and across the government. 

Solution

PeopleScout created an internal mobility platform using our proprietary talent technology, Affinix®, to give the client insight into the scope and experience of their internal talent. By utilizing candidate profiles, hiring managers are not only able to see employee demographics, education and work history, but also specific skills and competencies.  

When an employee creates their profile, they have the opportunity to rate their own competencies and leaders within the organization can rate and leave comments about their performance as well. This gives recruiters a strong sense of what other positions may be a good fit for internal employees, based on hard and soft skills—such as strong cross-functional collaboration abilities. 

PeopleScout’s Affinix Internal Mobility platform gives the client a holistic view of candidates, and when a requisition is posted within the platform, Affinix automatically looks for employees who may be a good fit and proactively recommends candidates based on their profile. 

At a Glance

  • COMPANY
    Australian government agency
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Affinix
Let’s Connect

PeopleReady: Increasing Reach, Candidate Engagement, Conversion and Automation

Posted on by jpatel
PeopleReady: Increasing Reach, Candidate Engagement, Conversion and Automation

Talent Acquisition Technology

PeopleReady: Increasing Reach, Candidate Engagement, Conversion and Automation

PeopleReady, one of the top industrial staffing agencies in North America, required a digital recruitment solution powered by PeopleScout’s proprietary talent technology, Affinix®, to attract and engage candidates.

Direct sourcing solutions with increased reach via SEO 
Direct sourcing solutions with increased reach via SEO 
100 % automated application, selection and onboarding process
Mobile-first, easy application complying with all North American state and province laws
Mobile-first, easy application complying with all North American state and province laws

Situation 

PeopleReady, a TrueBlue company (NYSE: TBI), specializes in quick and reliable on-demand labor and highly skilled workers. PeopleReady supports a wide range of industries, including construction, manufacturing and logistics, retail and hospitality. Leveraging its game changing JobStack staffing app and presence in more than 600 markets throughout North America, PeopleReady served approximately 83,000 businesses and put approximately 226,000 people to work in 2022.

PeopleReady has invested heavily in innovative, mobile-first work scheduling and dispatching technologies but lacked a digital online sourcing solution to attract and engage candidates. 

PeopleReady selected PeopleScout’s Affinix® recruitment technology platform to replace its existing solution. Affinix enhances the online candidate experience and increases conversion rates by solving the following challenges:  

  • Simplify the previously complicated job posting process by distributing job openings to multiple sourcing channels immediately by creating just one post in Affinix  
  • Implement direct sourcing to channels such as Indeed, Google for Jobs and niche platforms 
  • Improve email integration with assessment vendors that previously had high drop off rates 

Solution 

  • An engaging, mobile-optimized apply experience that guides candidates through application, online selection, employment form completion, WOTC, W4 and I9 processes via a safe, remote process 
  • Direct integration with four external vendors to ensure the entire application process can be completed within the browser, with no interruptions from external emails or links 
  • Highly localized job recommendations 

Results

TARGET LAUNCH ACHIEVED

Solution launched within 15 weeks, on time and under budget

RECEIVED MAJORITY OF MOBILE APPLICATIONS

80% of candidates apply via a mobile device

INCREASED CONVERSION RATES

15% increase in conversion rates within the first two weeks of go-live

“The PeopleScout team allowed us to design a candidate flow that met the needs of our business. The team was quick to pivot and solution as areas of opportunity were identified for improving the candidate experience. Launching a solution with operational reporting allowed us to immediately monitor candidate flow to allow for quick adjustments of sourcing strategy. Very positive partnership with the entire implementation and technology teams.” 

Tina Radosti, VP Talent Acquisition, PeopleReady 

At a Glance

  • COMPANY
    PeopleReady
  • INDUSTRY
    Business Services
  • PEOPLESCOUT SOLUTIONS
    Affinix
  • ANNUAL HIRES
    1 million candidates for staffing and short-term labor positions
  • ABOUT PEOPLEREADY
    PeopleReady, a TrueBlue company (NYSE: TBI), specializes in quick and reliable on-demand labor and highly skilled workers. PeopleReady supports a wide range of industries, including construction, manufacturing and logistics, retail and hospitality. Leveraging its game changing JobStack staffing app and presence in more than 600 markets throughout North America, PeopleReady served approximately 83,000 businesses and put approximately 226,000 people to work in 2022.
Let’s Connect

[On-Demand]: Hello, Is Anyone There?: Great Candidate Experience Needs Communication

Posted on by edyson

[On-Demand]: Hello, Is Anyone There?: Great Candidate Experience Needs Communication

Candidates want feedback, so why do so few employers provide it?

Employers want to provide a better candidate experience, so why do so few actually ask candidates what they think about the process?

Candidate experience is the core of employer branding. Research by HRO Today and PeopleScout shows that employer branding is still top of mind in 2020, but employers still have plenty of room for improvement.

Join PeopleScout Executive Leader, Group Managing Director of EMEA & APAC Andrew Wilkinson for our Talking Talent webinar, Hello, Is Anyone There? Great Candidate Experience Needs Communication. Andrew will break down the latest research from PeopleScout and HRO Today about how employers are adjusting their strategies and provide best practices for success.

You’ll also hear from a panel of employer branding experts, including Neil Daly, the Global Employer Brand Lead at Baker Hughes, Craig Morgans, the Global Head of Talent Acquisition at IWG plc and Vanessa Hawes, PeopleScout Senior Employer Brand and Communications Strategist.

In this webinar you’ll learn:

  • How employers are shifting their employer branding strategies in 2020
  • Best practices for communicating with candidates
  • How to approach employer branding from a strategic rather than tactical perspective
  • How to build an employer brand that focuses on retention
  • And more!

McKesson: High-Volume Veteran-Focused Hiring Solution

Posted on by jpatel
McKesson: High-Volume Veteran-Focused Hiring Solution

Life Sciences RPO

McKesson: High-Volume Veteran-Focused Hiring Solution

As one of the world’s largest life sciences and healthcare companies, McKesson required a high-volume hiring solution to fill positions across multiple departments. PeopleScout delivered an RPO solution with a special emphasis on boosting diversity and the client’s veteran hiring initiatives.

10 + Year Partnership
95 % of All Requisitions Have Diverse Candidates
8 % Over 8% Veteran Hiring Achieved, Up from 3.3%

McKesson has engaged with PeopleScout for 10 years. Over the course of our partnership, PeopleScout has managed hiring for a variety of positions including professional, managerial, sales, finance and administrative roles. PeopleScout’s engagement includes a specific focus on hiring veterans in all positions to support McKesson’s goal to become known as a top employer for veterans and military spouses.

Solution

VETERAN TALENT COMMUNITY

PeopleScout created a Veteran Talent Community which provides McKesson with access to thousands of active and passive veteran job candidates and opens the door to additional job opportunities for veterans.

IMPROVED WEB DESIGN

PeopleScout helped to administer a customized McKesson veteran careers webpage to attract and process veteran candidates.

RECRUITMENT MARKETING

Veteran-targeted marketing and sourcing strategies were developed including improving relationships with more than 800 military organizations, posting jobs on veteran job boards and social media marketing.

ONGOING TRAINING

PeopleScout provides ongoing training and education for members of the recruiting team to ensure military resumes are matched with civilian job requirements.

SCREENING PROCESSES

A veteran priority screening process was created to identify and prioritize veteran candidates.

DIVERSITY & INCLUSION

PeopleScout hired a Navy veteran to lead the D&I initiative on the recruiting team.

Results

HIRING SUPPORT

In 2019, PeopleScout managed more than 3,000 hires across North America.

DIVERSITY IMPROVEMENT

PeopleScout provides a diverse slate of candidates on 95% of all requisitions.

INCREASED VETERAN HIRING

Veteran hiring improved from 3.3% to 8.6%.

STRONGER EMPLOYER BRAND

Targeted veteran recruitment and marketing strengthens McKesson’s veteran employment brand, resulting in McKesson being recognized as a leader in veteran hiring by national media outlets.

McKesson’s Veteran Talent Community, veteran landing page and recruitment marketing strategy are supported by PeopleScout’s proprietary talent technology, Affinix.

At a Glance

  • COMPANY
    McKesson Corporation
  • INDUSTRY
    Life Sciences, Pharmaceuticals, Healthcare
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory, Affinix
  • ANNUAL HIRES
    3,000
  • ABOUT MCKESSON
    McKesson Corporation is a diversified life sciences and healthcare services leader dedicated to advancing health outcomes for patients everywhere. The organizaiton partners with biopharma companies, care providers, pharmacies, manufacturers, governments and others to deliver insights, products and services to help make quality care more accessible and affordable.
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