Solution: Total Workforce Solutions

Talent Trends: 2024 In Review 

Posted on by akessler

At the start of 2024, we highlighted eight key areas that would impact how companies attract, retain and develop talent. As the year comes to a close, we’re revisiting these critical topics to examine what transpired in the talent landscape and explore what may be on the horizon for 2025.  

This year brought a complex mix of challenges and opportunities for HR leaders. Economic uncertainty forced many to re-evaluate talent acquisition strategies, with approaches like modular talent solutions and direct sourcing gaining traction. The ongoing skills gap, intensified by business transformation and the rise of new technologies like AI, highlighted the need for upskilling, reskilling and proactive talent pipelining. Meanwhile, employees continued to reevaluate their relationship with work, demanding greater flexibility, wellbeing support and personalized experiences. Navigating these shifts required HR leaders to become more agile, data-driven and employee-centric, often relying on technology to streamline processes, enhance the candidate experience and gain valuable talent market intelligence. 

In the following review, we trace how our 2024 predictions played out and offer insights for the path ahead. 

1. New Models Help Organizations Ride the Economic Waves 

What We Said:

Talent acquisition teams have experienced significant fluctuations over the past few years—from pandemic-driven downsizing to rapid growth and recent cutbacks—making it critical for talent acquisition leaders to develop strategies for managing through economic uncertainty. Rather than continuing the cycle of boom and bust, organizations should adopt agile approaches to workforce planning, with flexible RPO solutions offering stability during unpredictable times. 

What We Saw:  

Market conditions shifted the recruitment landscape to favor employers in 2024. Year-over-year hiring rates are stabilizing, with a moderation in the hiring slowdown, especially in the tech industry. While hiring rates across many industries were down, healthcare and energy sectors saw continued strength despite the general economic downturn. With continued labor shortages, shifting skills requirements and changing employee expectations, immense pressure remains on employers and their talent strategies.   

Modular talent solutions are gaining traction as a strategic response to economic uncertainty, providing a flexible approach to workforce management that allows employers to adapt to fluctuating demand and optimize costs. As 91% of hiring managers say they’re experiencing hiring challenges, and 45% indicate they’re struggling to find qualified workers for open roles, Modular RPO (recruitment process outsourcing) has proven to be a cost-effective strategy for augmenting internal recruitment capabilities. 

Employers also turned to direct sourcing as a key strategy for tackling staffing shortages. According to Everest Group, 46% of enterprises are actively exploring ways to combine approaches for contingent and permanent talent acquisition management, and 74% see direct sourcing as the best strategy for doing so. By building a talent pool of qualified candidates—including independent contractors, freelancers and other contingent workers—companies can hire faster, reduce costs and fill specific skills gaps within their organization. Leveraging contingent labor helps organizations gain the flexibility and scalability necessary in today’s dynamic market. 

As you consider implementing direct sourcing in your organization, remember that technology is a crucial enabler, and the human touch remains invaluable. Partnering with an RPO provider can provide you with AI-powered, cutting-edge technology, backed by expert talent curation and engagement strategies.  

2. Focus on Internal Mobility 

What We Said: 

Employee retention will remain a top priority for HR professionals in 2024, with 36% identifying it as crucial, leading to an increased focus on internal mobility and skill development. Following the labor hoarding trend of 2023, organizations are emphasizing the transformation of existing workers’ skills to prepare for future needs. Career paths are becoming more fluid, moving away from traditional linear progression to cross-departmental moves, which requires hiring managers to evaluate candidates based on their overall organizational value rather than just role-specific fit. 

What We Saw:   

Internal mobility is on the rise as hiring rates stabilize. According to LinkedIn, internal mobility has increased 6% year-over-year as companies discover how leveraging internal hiring can accelerate organizational agility, employee engagement and retention, and career development. According to LinkedIn’s 2024 Workplace Learning Report, 41% of companies plan to fill more than 30% of their open roles with internal talent. Internal mobility does more than help employers fill critical gaps—93% of employees stay at a company longer if it invested in their career development, and internal hires reach competency 20% faster than external hires.  

Internal mobility programs are more successful when combined with upskilling and reskilling initiatives. As business needs evolve, internal mobility allows employees to move into new roles, and upskilling and reskilling provide the necessary training to close skills gaps and ensure employees are successful in their new roles. By offering these development opportunities, employers expand the pool of qualified internal candidates while boosting employee engagement. 
 
By effectively integrating upskilling and reskilling with internal mobility programs, companies can create a more engaged, agile and resilient workforce, helping them overcome current and future hiring challenges in a dynamic business environment. An RPO partner can help create a robust internal mobility program that leverages best practices to support continuous learning, career growth and workforce planning to retain top talent and swiftly adapt to changing business needs.  

3. AI Becomes a Reality…Slowly 

What We Said: 

While talent acquisition continues to evolve with the growth of new technologies like Generative AI (GenAI)—particularly in streamlining tasks from screening to interview scheduling—organizations are advised to take a measured, principled approach to AI implementation. The key is to start with small projects to identify where AI can add genuine value while maintaining human oversight—which remains central to recruitment processes. 

What We Saw:  

Following the widespread discussion tools like ChatGPT, we thought we’d see organizations move beyond ethical debates to actively integrate GenAI into their talent acquisition strategies. Indeed, eight in 10 global executives see at least one way GenAI will help their employees, yet only one in 10 organizations have “broad leadership alignment, comprehensive tools and strong processes in place for GenAI adoption.” 

While adoption rates vary, AI is transforming talent acquisition. We’ve seen increased use of AI tools for résumé screening and initial candidate assessment, driving recruiter efficiencies, reducing potential unconscious bias and improving quality of hire. Natural language processing tools can ingest thousands of résumés and CVs, and analyze the content, context and trends across the talent pool within seconds. AI tools can be trained to recognize specific skills, experiences and competencies that are required for open roles and then score and rank applicants automatically. 

Some employers have integrated AI-powered chatbots into their recruitment process to create a conversational experience for candidates using natural language processing, offering candidates support 24/7. These mobile-friendly, text interview tools automatically screen candidates using predetermined questions that gauge their interest and qualifications. Based on the responses, the chatbot can instantly determine the next step for each specific candidate. This frees up recruiters to focus on more strategic tasks. 

Adoption of AI-powered skills assessment platforms has also increased, providing an objective and accurate evaluation of candidates’ abilities through data-driven insights. New tech platforms test and measure candidates for skills mastery, personality traits and cognitive abilities. As with all AI-powered efficiencies, the tech-enabled assessments should augment, not replace human expertise.  

Partnering with an RPO provider is an excellent way to ensure careful, diligent and compliant use of AI tools throughout your recruitment process. Above all, AI should not be seen as a replacement for the talent acquisition strategy you’ve already built, but rather a set of tools to make your teams better at tasks both mundane and meaningful. 

4. Business Transformation Impacts Workforce Planning 

What We Said: 

The demand for new types of jobs, particularly in areas like data analytics, software development and green skills (which saw a 677% increase from 2019 to 2023), has grown significantly, with McKinsey noting that one-third of new U.S. jobs created in the past 25 years were previously non-existent roles. While this transformation creates exciting opportunities, organizations face a critical challenge as workforce development systems struggle to keep pace with rapidly changing skill requirements, resulting in a shortage of qualified talent. To address this gap, talent acquisition leaders must focus on proactive workforce planning and employee development.  

What We Saw:  

The demand for tech talent, particularly in areas like AI, machine learning, cybersecurity and software development continued to outpace supply in 2024. The transition to sustainable practices and renewable energy sources also fuelled growth of green jobs in areas like environmental engineering, sustainable agriculture and renewable energy technologies. Across industries, the ability to collect, analyze and interpret data became critical for decision-making, leading to higher demand for data analysts, scientists and engineers.  

The World Economic Forum predicts that 23% of global jobs will change in the next five years due to industry transformation, including AI. According to LinkedIn, employees skilled at using GAI are 5x more likely than others to develop skills like creative ideation, design thinking and emotional intelligence. So, with 79% of CEOs accelerating their post-crisis business strategy, the pressure is on HR leaders to achieve the vision of a tech savvy workforce.  

HR leaders must take an active approach in the C-Suite to achieve strategic business outcomes with an edge in human capital by assessing the current state of the workforce and developing a roadmap for optimizing employee value and identifying hidden potential to close skills gaps. Yet, according to Gartner, while 87% of HR leaders agree that shifting business needs requires continuous HR transformation, only 28% say that the HR strategic planning process is fully integrated with the business planning process. 

Collaboration between the C-Suite and HR is essential for successful talent acquisition in today’s dynamic business environment. HR must be deeply involved in business discussions to understand the organization’s goals to anticipate future needs, identify potential skills gaps and develop proactive strategies to attract and grow the right talent. 

5. Growth in Skills-Based Practices  

What We Said: 

Organizations are adopting a comprehensive approach to workforce adaptation by investing in upskilling programs and partnering with RPO providers to secure talent with future-proof skills. The trend is moving towards skills-based recruitment, with companies like Google leading the way by eliminating degree requirements, which not only expands candidate pools but also promotes workplace diversity and inclusion. Companies are shifting their assessment practices to focus on actual skills rather than traditional credentials, recognizing this as a more effective way to identify qualified candidates in today’s evolving job market. 

What We Saw:  

In adapting to the changing skills landscape, employers are rightly focusing on specific skills rather than traditional credentials and talent leaders are increasingly recognizing the value of experience and learnability over degrees. Alternative credentials like certifications, badges, micro-credentials and other qualifications earned outside of traditional degree programs are also gaining acceptance, as they often focus on specific skills or knowledge areas, a natural fit for skills-based hiring strategies. Recognizing these credentials helps employers expand their talent pools, hire faster and improve quality of hire.  

Recent estimates of the impact of large language models (LLMs) by the International Labour Organization estimate that 24% of clerical tasks should be considered highly exposed to automation effects with an additional 58% having medium-level exposure, while another report suggests that 80% of U.S. workers could see at least 10% of their tasks automated. The International Monetary Fund estimates that AI would affect 40% of jobs and worsen inequality, while Goldman Sachs predicts that up to 25% of the work currently done by humans could soon be automated by generative AI.  

As AI increasingly takes on the less complex, more repeatable tasks being done by the workforce, companies will need to hire talent with broader, uniquely human skills. Skills like problem-solving, adaptability, and collaboration—all skills that spur organizational agility—will continue to rise in demand. In fact, 69% of U.S. executives say they plan to prioritize hiring candidates with soft skills, especially transferrable skills that will allow candidates to move nimbly across roles. 

While making the shift to skills-based hiring practices takes time and effort, an RPO provider can accelerate your transition by offering strategic guidance around talent assessment design to embed skills at the core of your talent practice and build a future-fit workforce. 

6. Stalled Momentum in HR Tech Upgrades  

What We Said: 

As the HR technology market grows ever bigger, 2024 is set to be a pivotal year for recruitment technology upgrades, with organizations increasingly leveraging AI-powered features to automate routine tasks and enhance the candidate experience. Talent acquisition leaders are focusing on using technology to augment human interactions and analyze data for more agile resource management, while simultaneously proving their ability to deliver digital transformation and demonstrate clear ROI on these investments. This push towards technological advancement presents an opportunity for TA leaders to dispel past criticisms about HR’s ability to drive meaningful technological change. 

What We Saw:   

Economic uncertainty impacted our predictions for HR tech upgrades in 2024. While the drive for technological advancements in HR remained strong, budgetary constraints and cautious spending impacted the pace of adoption. According to Gartner, when asked about priorities and expected challenges in 2025, 55% of HR leaders say their current technology solutions do not cover current and future business needs. HR leaders are increasingly seeking tools to gather and analyze data to inform their talent strategies and enhance the candidate experience. Uncertainty about the economic outlook led some companies to postpone major HR tech implementation, opting for smaller-scale upgrades or maximizing the value of existing systems.  

The shift to cloud-based HR systems continued, offering scalability and flexibility despite budget constraints. Companies also focused on integrating their existing HR systems to improve data flow and drive efficiencies. Under budget scrutiny, a greater emphasis was placed on demonstrated ROI of HR tech solutions.  

A Gartner survey identified HR technology as the top priority for HR investment for three consecutive years. So, while economic challenges may persist, there’s reason to be optimistic that HR tech investments will increase in 2025 as companies recognize the long-term benefits of building the ultimate tech stack. One of the biggest value-adds an RPO partnership brings is experience with and access to the latest in talent technology. An RPO provider can help you assess your current solutions, show you how emerging technologies like AI, machine learning and predictive analytics can boost your ability to attract top talent and customize a technology ecosystem to meet your needs now and into the future.  

7. Employee Expectations of Work Have Changed 

What We Said:

Talent acquisition leaders must act as strategic market listeners, continuously adapting their employer value proposition (EVP) to align with evolving candidate expectations. As employees increasingly demand more personalized experiences, organizations need to move beyond traditional one-size-fits-all EVP approaches to embrace a human-centric strategy that acknowledges employees’ full personhood. This more holistic approach, focusing on creating exceptional life experiences and positive emotional connections, will be crucial for both attracting top talent and improving retention rates in 2024. 

What We Saw:   

2024 saw a significant shift in how employees view their work, requiring employers to adapt. While compensation remains important, employees are increasingly prioritizing work-life balance, flexibility, purpose and wellbeing, and are seeking employers with a demonstrated concern for their employees—The Executive Development Network reports that 86% of employees would leave their current job if there was no obvious support for employee wellbeing.  

While many companies expanded flexible work options, including remote work, hybrid models and flexible schedules, return-to-office mandates were still prevalent with the likes of Amazon doubling down on their in-person stance. The power play between employers and employees is expected continue into 2025, and not just regarding hybrid work. Employers will continue to face increased pressure to integrate wellbeing into the workplace, as 62% of candidates say they only apply for jobs that meet the majority of their EVP requirements according to Gartner’s Q2 2024 Voice of the Candidate Survey.  

To attract and retain top talent, employers will need to actively listen to their employees’ needs and preferences to create a human-centric workplace and prioritize authenticity and transparency in communicating their values with candidates and employees. As the relationship between employers and employees will continue to evolve, organizations can benefit from leveraging data and analytics to understand employee behavior to tailor their experiences, and utilizing technology to support flexible work, personalize benefits and offer wellbeing programs. 

8. Data Remains Key 

What We Said:

The labor market faces significant challenges due to Baby Boomers’ retirement creating a brain drain, coupled with a smaller upcoming workforce that lacks certain soft skills and the growing impact of long-term illness, including COVID-19 complications, which has sidelined over 2.5 million people in the UK alone. To combat this talent scarcity, organizations must focus on attracting and training Gen Z while leveraging data analytics as a strategic tool. Talent acquisition leaders need to elevate talent intelligence to the C-Suite level, using data-driven insights to understand talent pools and optimize recruitment and retention strategies for maximum ROI. 

What We Saw:   

Effective use of data remains crucial in navigating talent scarcity and building a future-ready workforce. Savvy talent leaders are using real-time market intelligence such as salary trends, skills demand and competitor activity to make informed decisions about their recruitment and retention strategies.  

With increased adoption of AI tools across the recruitment process, machine learning models are providing predictive and prescriptive hiring insights. AI can assess candidate interest, motivations, likelihood to accept an offer and even predicted tenure, empowering recruiters to prioritize and personalize their outreach efforts. When it comes to early careers recruitment, data revealing the preferences, values and career aspirations of Gen Z is essential in developing recruitment strategies that resonate with these jobseekers.  

A key benefit to partnering with an RPO provider is the comprehensive reporting tools and data insights they can provide. PeopleScout’s Affinix® Analytics business intelligence suite offers a holistic view into the recruiting process—from job seeker data and operational metrics to campaign analytics and market intelligence.   

These insights will remain paramount in 2025—armed with the right data, employers can proactively identify and attract top talent ahead of their competitors and drive business outcomes. 

The Future is Bright with the Right Talent Partner  

The future of work holds exciting potential, but also some uncertainty. However, while individual trends are difficult to predict, TA leaders that embrace agility, skills practices and tech innovation will find themselves in a strong position to prove their value in driving business performance. As your talent partner, PeopleScout will be ready to support, challenge and inspire you for whatever lies ahead.  

By staying on top of key shifts like these and working with an expert talent solutions provider like PeopleScout, companies can build workforces with the skills, mindsets and diversity of experiences to thrive in the next era of business. 

7 Direct Sourcing Best Practices in Talent Acquisition

Posted on by akessler

Direct sourcing is a pivotal strategy in talent acquisition that empowers organizations to proactively identify, attract and engage top talent. With the growth of the gig economy and blurring of lines between full-time and temporary employment, workers who traditionally seek full-time employment are increasingly willing to take up temporary placements—and vice versa. Organizations that create and nurture blended talent pools of both permanent and contingent workers through direct sourcing best practices can bypass traditional recruitment channels and connect with top talent in a more personalized and efficient manner.  

Here are seven direct sourcing best practices to successfully implement direct sourcing as part of your talent acquisition strategy: 

1. Focus on Your Employer Brand 

A strong employer brand showcases what makes your company unique and appealing, serving as a powerful magnet for skilled professionals seeking temporary, project-based and full-time work. Investing in your employer brand pays dividends in direct sourcing by reducing time-to-hire, improving the quality of candidates and enhancing candidate engagement. Moreover, it helps build trust and credibility with potential workers, making them more likely to choose your organization over competitors. 

To build an effective employer brand, start by developing a compelling employer value proposition (EVP) that highlights the distinct advantages of working with your organization. This should encompass your company’s values, culture and the unique opportunities you offer. Consider factors such as flexible work arrangements, challenging projects and professional development opportunities. Communicate these elements clearly and consistently across your website, social media platforms, email nurture campaigns and other channels to create a cohesive brand image. 

With 41% of companies expecting to increase their use of contingent workers, it’s important to ensure that your EVP applies to both your temporary and permanent employees. Have you formally defined the value proposition for contractors? Contingent workers are a part of your cultural DNA and deserve the same experience as full-time workers. It may help to shift from using the term EVP, which implies the value is only experienced by those you employ directly, to using Worker Value Proposition (WVP) to make it more inclusive. Direct sourcing can help that drive that connection to the employer brand —regardless of classification. 

2. Implement Robust Technology 

Technology forms the second cornerstone of successful direct sourcing, providing the essential infrastructure for implementing and optimizing sourcing strategies. In fact, the effectiveness of most of our direct sourcing best practices hinges on the availability and proper utilization of advanced technology tools.  

Look for solutions that offer AI-powered matching capabilities, which can dramatically improve the speed and accuracy of candidate selection. For example, PeopleScout’s Direct Sourcing is a tech-powered solution that helps you rediscover candidates who are already in your candidate database with the use of AI. Affinix®, our proprietary total talent suite, compares your job description against profiles in your database and identifies a list of the best candidates—whether they’re previous applicants, individuals who have filled out an expression of interest form for the role, or silver/bronze medalists from previous requisitions. You receive a weighted score for each candidate (based on previous job titles and experience, skills profile and management experience) along with a written summary. Your hiring manager can then determine which candidates they want to pursue immediately, and which to add to a talent pool, where they’ll receive additional outreach before being invited to apply.  

We can also use our AI smart search technology to tap into 1.3 billion candidate profiles across multiple external talent databases. This vastly expands your access to talent by identifying strong candidates within seconds of opening a new job requisition.  

In addition to outbound channels, PeopleScout’s Direct Sourcing offers technology solutions for inbound sourcing channels including custom careers sites, internal job portals, expression of interest forms and programmatic advertising.  

In addition to sourcing capabilities, prioritize platforms with robust automation to reduce manual tasks and free up your team to focus on strategic initiatives. Don’t forget comprehensive analytics to help you continually refine your sourcing strategies, identify trends and measure your efforts.  

3. Create Segmented Talent Pools 

Creating segmented talent pools is a crucial strategy in effective direct sourcing, allowing organizations to target their efforts more precisely and efficiently. By developing and maintaining pools of both permanent and contingent talent based on skills, experience levels and job types, companies can quickly identify and engage the best candidates for specific roles or projects.  

This targeted approach allows for more personalized engagement strategies, tailored communication and faster matching of candidates to opportunities. Through analytics you can develop an understanding of each talent segment’s unique needs and motivations, allowing you to refine your value proposition for different groups. Ultimately, segmented talent pools build stronger connections with candidates, improving the quality of hires and the efficiency of your direct sourcing program. 

4. Develop Talent Engagement Strategies 

Once you’ve established distinct talent segments, it’s essential to develop and implement engagement approaches that resonate with each group’s unique characteristics and preferences. This personalized approach ensures that your communication is relevant, timely and effective, increasing the likelihood of attracting and retaining top talent for your organization. 

Implement a robust CRM and recruitment marketing engine to streamline and automate these engagement processes, allowing for consistent and personalized interactions at scale. Regularly provide updates, feedback, and relevant information to keep candidates engaged and interested, fostering a sense of connection with your organization even before a specific opportunity arises. Your engagement strategy should also span social media, networking events, relevant online platforms, industry associations and SMS to keep your talent pools informed about opportunities and foster connection. 

This approach not only helps you cultivate a diverse pool of specialized talent but also positions your organization as an attractive option for skilled professionals. By maintaining active engagement with passive talent, you create a ready pipeline of qualified candidates, enabling you to quickly scale your workforce and access a broad spectrum of skills and expertise when needed. 

5. Focus on the Candidate Experience 

In the realm of direct sourcing best practices, a positive candidate experience not only enhances your organization’s reputation but also increases the likelihood of successful placements and repeat engagements. Regardless of whether a candidate is up for a permanent or contingent role, they’ll be expecting a mobile-first, streamlined, informative and engaging process from initial outreach through placement. 

Focus on transparency and communication throughout the sourcing process. Provide clear, detailed job descriptions and requirements, offer insights into your company culture and set realistic expectations regarding timelines and next steps. A tech-powered solution will feature automation that ensures candidates receive timely responses to their applications and inquiries.  

By prioritizing a positive candidate experience, you not only improve your chances of securing top talent but also build a strong employer brand that attracts high-quality candidates to your talent pools over time. 

6. Optimize Direct Sourcing Performance 

Measuring and optimizing the performance of your direct sourcing program is crucial for long-term success and continuous improvement. To effectively gauge the impact of your efforts, it’s essential to track key metrics that provide insights into various aspects of your sourcing strategy such as time-to-fill, quality of hires, cost per hire, candidate engagement rates and source of hire. Additionally, monitor the size and quality of your talent pools, the effectiveness of your engagement strategies, and the overall satisfaction of both candidates and hiring managers.  

Regularly analyzing these metrics will provide a comprehensive view of your direct sourcing program’s performance and highlight areas for improvement. For instance, if you notice a particular talent pool consistently yields high-quality candidates with shorter time-to-fill rates, you might allocate more resources to cultivating that segment. Similarly, if certain engagement tactics result in higher response rates, you can refine your communication strategies accordingly.  

Continuously refining your approach based on performance data ensures that your direct sourcing program remains agile and effective, adapting to changing market conditions and organizational needs. Remember, the goal is not just to collect data, but to translate these insights into improvements. 

7. Consider Outsourcing to a Talent Partner 

While implementing a successful direct sourcing strategy can yield a competitive edge, it requires substantial resources, expertise and ongoing management. This is where a total talent solutions partner can be a game-changer for organizations.  

Outsourced total talent solutions providers who offer recruitment process outsourcing (RPO) and managed service programs (MSP) have the advantage of scale and specialization. They continuously invest in the latest sourcing technologies, stay abreast of market trends and refine their strategies based on data from multiple clients across various industries. This expertise enables them to build and manage segmented talent pools more efficiently, implement sophisticated engagement strategies and deliver an outstanding candidate experience.  

Moreover, a partner brings consultation to a direct sourcing solution. By evaluating the skills gaps in your organization in line with your anticipated demand, a talent partner can help you develop more formal workforce planning to keep you ahead of the curve. Direct sourcing can play a major role in pipelining talent so you can tap into it at the right time. 

This approach not only saves time and costs from staffing agencies, but it also provides access to a broader and more diverse talent pool, enhances employer branding efforts and improves the quality of hires. Ultimately, partnering with a provider to help execute direct sourcing best practices enables organizations to achieve better results faster, positioning them to combine approaches for contingent and permanent talent acquisition management and take steps toward total workforce management. 

Direct Sourcing

Posted on by akessler

Direct Sourcing by PeopleScout

PeopleScout’s Direct Sourcing is a tech-powered solution for engaging top talent for permanent and contingent roles, while leveraging the power of your employer brand. We lay the framework for a sustainable total talent strategy by proactively creating a pipeline of freelance, temporary and permanent talent from your existing database combined with our global reach of 1.3B candidate profiles.

Download this fact sheet to learn more.

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Learn more about PeopleScout’s Direct Sourcing solution.

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7 Direct Sourcing Best Practices in Talent Acquisition
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7 Direct Sourcing Best Practices in Talent Acquisition

Direct sourcing is a pivotal strategy in talent acquisition that empowers organizations to proactively identify, attract and engage top talent. With the growth of the gig economy and blurring of lines between full-time and temporary employment, workers who traditionally seek full-time employment are increasingly willing to take up temporary placements—and vice versa. Organizations that create…

Direct Sourcing
Fact Sheets

Direct Sourcing

Direct Sourcing by PeopleScout PeopleScout’s Direct Sourcing is a tech-powered solution for engaging top talent for permanent and contingent roles, while leveraging the power of your employer brand. We lay the framework for a sustainable total talent strategy by proactively creating a pipeline of freelance, temporary and permanent talent from your existing database combined with…

Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing
Case Studies

Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

Situation  This Australian radiology network operates in 270 clinics, employs over 350 doctors and 4,000 staff and performs over six million patient procedures a year, making them one of the largest medical imaging providers in the world. The organization needed to hire high-volume, critical healthcare roles across both metropolitan and regional locations, but they were…

Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

Posted on by akessler
Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

Direct Sourcing

Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

An Australian radiology network sought PeopleScout’s Direct Sourcing solution after two acquisitions expanded their geographical footprint, making it increasingly difficult to fill critical skilled healthcare roles amidst a talent shortage and an imbalanced distribution of practitioners across regions.

401 roles filled in just 5 months
112 roles filled in remote locations
83 % engagement rate on doctor campaign

Situation 

This Australian radiology network operates in 270 clinics, employs over 350 doctors and 4,000 staff and performs over six million patient procedures a year, making them one of the largest medical imaging providers in the world. The organization needed to hire high-volume, critical healthcare roles across both metropolitan and regional locations, but they were struggling because of the talent shortage across their newly expanded regional footprint. In addition to the unique talent challenges facing the healthcare sector globally—including employee burnout, widening skills gaps and rising demand among the aging population—the diagnostic imaging sector in Australia faces the additional challenge of ensuring staff distribution across metropolitan, regional and rural areas is proportionate to the population. Historically, most radiology workers have resided in metropolitan areas, creating a gap in rural locations. 

Prior to engaging PeopleScout, the client used disparate, short-term solutions and lacked a single view of the skills within their existing workforce. They did not have a talent technology platform, but instead managed requisitions and candidate outreach efforts using Excel spreadsheets. Our team developed a Direct Sourcing solution to help the client overcome the healthcare talent shortage and meet their workforce goals in all locations. 

Solution 

PeopleScout augmented the internal recruitment team with Direct Sourcing for both contingent and permanent roles ranging from medical receptionists to radiographers, sonographers to IT personnel, by developing and implementing 360-degree talent sourcing and engagement strategy that included:  

  • Multi-Channel Sourcing: We deployed Smart Search, an Affinix® tool that simultaneously scours multiple external databases, capturing and saving profiles that match desired skills and experience. 
  • AI-Powered Talent Rediscovery: Using artificial intelligence, we matched job descriptions to all candidates in the platform, generating a list of recommended candidates that were scored for suitability, based on industry experience, skills, previous job titles and management experience. 
  • Cutting-Edge Recruitment Marketing: Leveraging Affinix’s capabilities, we built an internal career site and external job portal. These engagement hubs allowed employees and candidates to explore openings, learn about different roles or submit expression of interest forms for hard-to-fill positions. 
  • Sophisticated Talent Nurturing: Candidates were segmented into talent pools by role and region, then added to customized, automated nurture campaigns. This allowed our client to engage or re-engage with active and passive candidates, alumni and referrals effectively. 
  • Data-Driven Insights: Custom Affinix dashboards provided real-time insights on the most active candidates, enabling the team to build automated drip campaigns that kept jobseekers engaged and interested. 

Results 

The impact of our tech-powered Direct Sourcing solution was swift and substantial. In the first five months following program launch, PeopleScout filled 401 roles for the radiology network across 33 locations, including every state and territory where the organization operates.  

Some campaign messaging was role-specific—the campaign targeting 800 doctors had an engagement rate over 80%.  

Other messages focused on the benefits of working in the more remote locations, highlighting the “perfect combination of a vibrant city life in a rural setting.” Of the roles filled, 112 were within these regional locations, where recruitment had historically been more difficult.  

At a Glance

  • COMPANY
    Radiology network
  • INDUSTRY
    Healthcare
  • PEOPLESCOUT SOLUTIONS
    Total Talent, Affinix
  • LOCATIONS
    33 locations across Australia and New Zealand
Let’s Connect

What is Direct Sourcing? Why It Could Open the Door to Total Talent Acquisition

Posted on by akessler

The evolution of remote work has resulted in the growth of the gig economy and the blurring of lines between full-time and temporary employment. Workers who traditionally seek full-time employment are increasingly willing to take up temporary gigs—and vice versa. Organizations that create and nurture blended talent pools of both permanent and contingent workers can be more intentional with workforce planning to address skills gaps and diversity goals. Enter direct sourcing—a game-changing strategy that’s reshaping how companies approach talent acquisition.  

By integrating direct sourcing into your total talent acquisition strategy, you can turn these talent pools into your strongest channel for growing your workforce, bringing forward pre-engaged talent. This results in faster hiring and improves overall organizational productivity. With direct sourcing, you can uncover hidden talent and gain a competitive edge in attracting top-tier candidates. 

But what is direct sourcing, and why should talent acquisition leaders pay attention? In this article, we’ll delve into the importance of direct sourcing, it’s role in total talent management, its benefits, and the crucial role of technology in a direct sourcing solution.  

What is Direct Sourcing? 

First things first, what is direct sourcing anyway? Direct sourcing is a recruitment approach that leverages an organization’s employer brand and existing talent database to build and manage talent pools for both permanent and contingent positions. This method allows organizations to engage directly with potential hires, including former employees, retirees, referrals, interns, and even “silver medalists” and candidates who were runners-up in previous hiring processes. Unlike traditional methods that rely heavily on staffing agencies, direct sourcing creates a pipeline of freelance, temporary and permanent talent, reducing costs, improving hiring efficiency and allowing employers to take control of their hiring needs. 

At its core, direct sourcing involves: 

  • Utilizing your employer brand to attract talent 
  • Creating and managing exclusive talent pools 
  • Proactively engaging with potential candidates 

Direct Sourcing: The First Step to Total Talent Acquisition? 

According to Everest Group, 46% of enterprises are actively exploring ways to combine approaches for contingent and permanent talent acquisition management, and 74% see direct sourcing as the way to do it. By sharing people, processes and technology across vacancy types through direct sourcing, organizations gain efficiency and get closer to total workforce management.  

So, it’s no surprise that more and more organizations are choosing to outsource their direct sourcing program, either coupled with their Managed Service Program (MSP) or through a Recruitment Process Outsourcing (RPO) provider.  

Partners like PeopleScout excel at direct sourcing, as their specialty lies in seamlessly integrating with client teams, leveraging the client’s employer brand to attract top talent. Plus, with a partner, you gain access to specialized technology for managing and curating talent pools, ensuring a streamlined and efficient process while still maintaining the benefits of direct engagement with potential hires. 

The Benefits of Direct Sourcing 

Direct sourcing offers numerous benefits that are driving its adoption among forward-thinking organizations. Let’s explore the top advantages: 

  • Faster Hiring Cycles: With always-on talent pools, direct sourcing can significantly reduce time-to-hire. By eliminating the need for a staffing agency and leveraging candidates who already exist in the ATS and CRM (and are familiar with your employer brand), direct sourcing puts engaged candidates at your fingertips. Having regular access to qualified candidates, referrals and former employees allows you to easily adjust to changing workforce needs. 
  • Greater Cost Savings: Direct sourcing can significantly reduce recruitment costs by minimizing reliance on staffing agencies and their associated fees. An RPO partner who can offer AI-powered sourcing and innovative ways to ensure smarter media spend can reduce your costs and maximize your ROI for direct sourcing.  
  • Higher Quality of Candidates: By leveraging your employer brand and creating curated talent pools, direct sourcing allows you to attract higher-quality candidates who are better aligned with your organization’s culture and needs. Through personalized engagement with candidates, RPO providers can gain a deeper understanding of their skills, experiences and motivations. Additionally, direct sourcing allows companies to build lasting relationships with top talent, creating a talent pool that can be tapped for future openings. 
  • Enhanced Candidate Experience: Direct sourcing means more personalized and human interactions, which improves the candidate experience. By engaging proactively with potential hires, you can provide a smoother, more informative process that reflects positively on your brand. 
  • Employer Brand Attraction: In a direct sourcing engagement, your RPO partner is an extension of your team, transforming your employer brand into a powerful tool in attracting top contingent and permanent talent. Direct sourcing allows you to showcase your company culture, values and opportunities through relevant and engaging touchpoints, helping you become an employer of choice.  
  • Access to Data & Insights: With extensive experience across job families and regions, RPOs are well suited to evaluate your unique recruitment metrics against market trends to enable data-driven decision making for your direct souring program. Detailed analytics help decode top talent behaviors and predict cultural fit, willingness to change companies and future tenure potential to improve hiring speed and accuracy over time. 
  • Improved Diversity: The targeted nature of direct sourcing means you can identify, select and engage candidates from various audiences to meet diversity goals.  
  • Improved Hiring Manager Experience: Direct sourcing provides hiring managers with better access to high-quality and diverse talent pools, freeing them up to focus on leading their teams instead of recruiting. 

The Role of Technology in Direct Sourcing 

While the concept of direct sourcing is powerful on its own, technology unlocks its true potential. Modern direct sourcing solutions leverage AI, multi-channel sourcing, communication automation and analytics to supercharge the approach. 

When deciding on a direct sourcing solution, consider the following technologies: 

  • AI and Machine Learning: These technologies enable superior skills matching, connecting the right candidates with the right opportunities more efficiently than ever before. PeopleScout Direct Sourcing helps you rediscover candidates who are already in your applicant tracking system (ATS) with the use of AI. Affinix®, our proprietary total talent suite, compares your job description against profiles in your database and identifies a list of the best candidates—whether they’re previous applicants, individuals who have filled out an expression of interest form for the role, or silver/bronze medalists from previous requisitions. You receive a weighted role suitability score for each candidate (based on previous job titles and experience, skills profile, and management experience) along with a written summary. Your hiring manager can then determine which candidates they want to pursue immediately, and which to add to a talent pool, where they’ll receive additional outreach before being invited to apply. 
  • Smart Search: In addition to your existing ATS, consider a direct sourcing solution that enables you to search across multiple external talent databases—such as LinkedIn and Indeed—simultaneously and save relevant candidate profiles into your own database. This helps you beat your competitors to hard-to-find talent and source more efficiently with a seamless experience for your hiring managers. AI can be applied to these candidates as well to identify strong candidates—passive or active, known or new to you—within seconds of opening a new job requisition. 
  • Multi-Channel Sourcing: To truly capitalize on your employer brand with your direct sourcing program, a multi-channel approach that leverages recruitment marketing to reach top talent is crucial. This includes custom career site and microsite development, for both internal and external job portals, expression of interest forms and programmatic advertising. This holistic approach will re-engage talent and excite them about your opportunities. 
  • Personalization at Scale: Your direct sourcing solution should feature recruitment marketing technology that helps you develop a series of automated targeted communication touchpoints to engage or re-engage with passive candidates, silver/bronze medalists, contractors, alumni and referrals. Personalized emails and automated drip campaigns will keep your brand top-of-mind. Use analytics from communication and nurture campaigns to access insight into which candidates are engaging most with your content and whether the content you’re distributing resonates with the candidate pool. 
  • Data-Driven Insights: For your direct sourcing program, insist on robust reporting and analytics capabilities. However, according to Everest Group, 52% of organizations who are considering direct sourcing cite the lack of technology integration between permanent and contingent tools as a challenge they are currently facing or anticipate facing. Integrating your existing VMS and ATS into one analytics platform is a must for total talent management in order to gain insight into both your permanent and contingent openings.  

Conclusion 

As the world of work continues to evolve, direct sourcing is poised to play an increasingly important role for organizations aiming to streamline their total talent acquisition processes and attract the best candidates.  

As you consider implementing direct sourcing in your organization, remember that while the human touch remains invaluable, technology is a crucial enabler. Industry leading direct sourcing solutions are AI-powered, combining cutting-edge technology with expert talent curation and engagement strategies. 

By embracing this approach, organizations can position themselves at the forefront of talent acquisition innovation, ready to attract and engage the best contingent and permanent talent in an increasingly competitive landscape. 

PeopleScout Empowers Employers to Uncover Hard-to-Find Talent with AI-Powered Direct Sourcing Solution

Posted on by akessler

New solution leverages leading tech and automation to identify, engage and hire in-demand permanent and contingent talent, fast.

CHICAGO – August 15, 2024 – PeopleScout, a TrueBlue (NYSE: TBI) company and global talent solutions leader, today announced the launch of its Direct Sourcing solution, powered by their proprietary talent technology, Affinix™. This innovative, AI-driven offering addresses one of the most critical challenges facing employers today: uncovering hard-to-find talent ahead of the competition.

PeopleScout’s Direct Sourcing solution helps employers identify and engage both active and passive qualified candidates, for permanent or contingent roles, to meet their immediate hiring needs while building a sustainable talent pipeline for the future.

With PeopleScout’s Direct Sourcing, employers can:

  • Hire faster. Always-on talent pools provide on-demand access to qualified and engaged candidates to fill talent gaps quickly.
  • Cut costs. AI-powered sourcing enables smarter media spending and eliminates the need for staffing agencies.
  • Improve hire quality. Custom matching criteria ensures candidate fit for both the role and organizational culture.
  • Gain flexibility. Regular access to qualified candidates, referrals and former employees enables easy adjustments to changing workforce needs.
  • Improve the candidate experience. Direct, personal and meaningful interactions with candidates give them the experience they’ve come to expect as consumers, foster transparency and trust throughout the hiring process, and reduce candidate drop-out.
  • Gain data-driven insights. Detailed analytics help uncover top talent behaviors to predict cultural fit, willingness to change jobs and future tenure potential.
  • Meet diversity goals. Identify, select and engage candidates with targeted efforts to increase workforce diversity.
  • Build brand loyalty. Organizations showcase their company culture and values, and become an employer of choice, through relevant and engaging employer brand touchpoints.

“At PeopleScout, we continue to elevate the way our clients connect with top talent by developing tech-enabled solutions that address their unique total talent needs,” said Rick Betori, President of PeopleScout. “Our Direct Sourcing solution drives unparalleled value for employers by empowering them to discover, engage and hire the talent they need today, while laying the framework for a more agile, future-proof workforce.”

PeopleScout’s Direct Sourcing offers a 360-degree approach to quickly uncovering and effectively engaging talent—helping employers cut costs, gain flexibility and improve candidate quality—all while leveraging the power of their own brand. PeopleScout’s Direct Sourcing features:

  • Omni-Channel Sourcing: Allows employers to engage top talent through multiple channels, including custom career sites, programmatic advertising and expression of interest forms.
  • Smart Search: Simultaneously searches across more than 25 global job sites, like LinkedIn and Indeed, using AI to identify strong passive and active candidates among more than 1.3 billion jobseeker profiles—all within minutes of a new job requisition being opened.
  • Talent Rediscovery: AI-powered tools automatically compare open job descriptions with existing candidate profiles—from silver and bronze medalists to contractors and alumni—rediscovering qualified candidates already in an employer’s database.
  • Nurture Campaigns: Targeted communication touchpoints re-engage passive candidates, alumni and referrals—keeping the employer brand top-of-mind.

PeopleScout’s Direct Sourcing is tailored to meet the specific needs of individual organizations—regardless of size, talent requirements or recruitment budget. It can also be integrated with existing vendor management systems (VMS) for contingent talent recruitment.

PeopleScout’s Direct Sourcing solution is powered by the company’s proprietary talent technology suite, Affinix. Affinix is a mobile-first, cloud-based platform that creates a consumer-like candidate experience, delivering speed and scalability through its use of artificial intelligence, recruitment marketing, machine learning, predictive analytics and other emerging tech.

Elevate your connection to top talent and learn more about PeopleScout Direct Sourcing here.

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

Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment 

Posted on by akessler

Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment 

The future of work isn’t coming—it’s already here, and it’s powered by Generation Z.

Born into a world of uncertainty, Gen Z isn’t just adapting—they’re rewriting the rules. These digital natives are bringing fresh perspectives, unmatched tech-fluency and a hunger for meaningful work. But they’re also demanding authenticity, flexibility and a real commitment to social impact.

Can your organization keep up?

From TikTok-worthy employer branding to creating a workplace that balances purpose with work-life harmony, this ebook, Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment, is your roadmap to successfully recruiting and retaining the Gen Z powerhouse.

In this ebook, you’ll discover:

  • What makes Gen Z tick: Understand their unique values and career expectations
  • Why your outdated recruitment tactics are falling flat with this generation
  • Strategies to align your early careers program with Gen Z’s values and expectations

Download your copy today for expert tips for reimagining your early career recruitment program to become a Gen Z magnet.

TrueBlue’s PeopleScout Named a Global Leader in Everest Group’s 2024 Recruitment Process Outsourcing Services Peak Matrix® Assessment

Posted on by lloftus

TACOMA, Wash., June 17, 2024 /PRNewswire/ — TrueBlue (NYSE: TBI), a leading provider of specialized workforce solutions, today announced that its global talent solutions brand, PeopleScout, has been named a global Leader in leading research firm Everest Group’s 2024 Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment for the sixth consecutive year.

“PeopleScout’s steady geographic expansion and expertise in hiring for a wide variety of roles across healthcare, retail, and manufacturing industries have enabled it to develop a comprehensive value proposition for RPO buyers,” said Arkadev “Arko” Basak, Partner, Everest Group. “Its recent launch of tech-driven agile and modularized RPO solutions, as well as continued investments in its talent advisory and proprietary Affinix technology platform, have helped it to maintain its position as a Leader in Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2024 – Global.”

Everest Group classifies RPO service providers into three categories: Aspirants, Major Contenders and Leaders, the highest designation. The firm’s proprietary PEAK Matrix® characterizes Leaders as being ahead of the curve in “demonstrating strong vision and capability to support their clients” and at the forefront of “investing in developing emerging capabilities, including consulting, value-add services, skill-based support and generative AI.” Leaders are also selected for their multi-regional capabilities and significant global presence.

“We are honored to again receive a Leader distinction from Everest Group, which is a direct reflection of the continued dedication and best-in-class service our team delivers every day,” said Rick Betori, President of PeopleScout and EVP of TrueBlue. “As we forge stronger connections throughout the talent ecosystem with our best-fit technology, scalable offerings and unrivaled in-house talent advisory expertise, we remain unwavering in our commitment to building sustainable talent strategies that drive results and improve business outcomes for our clients.”

Everest Group’s assessment of PeopleScout on this year’s PEAK Matrix® highlighted the following key strengths:

  • PeopleScout has significant global capabilities, with proven expertise supporting large and mid-size enterprises across a variety of sectors, with solutions rooted in their partnership-led approach.
  • PeopleScout recently launched two agile RPO offerings in response to evolving buyer demands:
    • PeopleScout Accelerate™, a tech-enabled, quick implementation RPO solution.
    • PeopleScout Amplifiers™, a suite of modular talent solutions, providing customizable and stand-alone services for talent mapping, talent sourcing, Recruiter On-Demand™, candidate assessments, and onboarding and retention.
  • PeopleScout continues to invest in its proprietary and cloud-based technology platform Affinix™, which offers functionality across the talent acquisition spectrum, from candidate sourcing and matching to customized reporting and analytics.
  • PeopleScout’s talent advisory services include consulting and value-added services across employer branding, recruitment marketing strategy and activation, talent insights and workforce planning, DE&I strategy and candidate assessments.
  • By capitalizing on its contingent talent acquisition capabilities and technology, PeopleScout successfully delivers total talent solutions, and helps buyers with early careers hiring and high-volume recruitment.

Everest Group’s research is based on three key sources of information, updated annually: its database of approximately 6,400 RPO deals, the operational capability of the 50+ assessed RPO service providers, and buyer references interviews and ongoing buyer surveys and interactions. The analyses in the report are presented at two levels: overall market analysis and current market trends based on deal activity in the last five years.

To learn more about the RPO Services PEAK Matrix® Assessment 2024, visit the Everest Group website.

About PeopleScout 
PeopleScout, a TrueBlue (NYSE: TBI) company, is a global talent solutions leader that provides unmatched scalability to meet the hiring needs of organizations of all sizes. It connects clients with top talent through Recruitment Process Outsourcing (RPO), Managed Service Provider (MSP), Total Workforce Solutions, and talent and technology advisory services. PeopleScout is helping talent leaders harness the power of data, drive decisions and exceed expectations through tech-charged solutions founded on machine learning and AI. PeopleScout’s legacy of service and partnership has led to consistent recognition as a leader by industry analysts. For more information, visit peoplescout.com.

About TrueBlue
TrueBlue (NYSE: TBI) is a leading provider of specialized workforce solutions that help clients achieve business growth and improve productivity. In 2023, TrueBlue served 67,000 clients and connected approximately 464,000 people to work. Its PeopleReady segment offers on-demand, industrial staffing; PeopleScout offers recruitment process outsourcing (RPO) and managed service provider (MSP) solutions to a wide variety of industries; and PeopleManagement offers contingent, on-site industrial staffing and commercial driver services. Learn more at trueblue.com.

Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution

Posted on by akessler
Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution

MSP for Manufacturing

Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution

PeopleScout helped a leading door and window manufacturer achieve a $500K cost savings within twelve months of launching an effective MSP program. Plus, PeopleScout introduced Recruiter On-Demand™ to support an increase in demand for permanent recruitment, as part of a total talent solution.

1,500 Annual contingent hires
$ 500,000 Dollars in cost savings in the first year
250 Full-time hires over 11 months

Situation 

PeopleScout has partnered with this door and window manufacturer since 2017, providing Managed Service Provider (MSP) support for contingent talent solutions in the areas of light industrial, technology and professional roles. Initially, PeopleScout supported locations in the U.S. only, but in 2021 expanded into Canada, playing a key role in supplier vetting, contract negotiations, data collection and manager and supplier trainings.  

The organization was also having challenges filling full-time roles, providing the opportunity for PeopleScout to supplement their contingent staffing support with our Recruiter On-Demand™ solution.

Solution

Over the course of this partnership, PeopleScout’s MSP team has made several technology and process improvements, including a vendor management system (VMS) transition, streamlined documentation requirements, a new approach for managing and improving supplier performance, and a candidate experience assessment.

The team also collaborated with PeopleScout’s Recruiter On-Demand™ (ROD) team to conduct a discovery session to understand the primary areas of increasing demand for full-time roles. Together, the teams developed and implemented an ROD strategy, focused on ten primary locations. The ROD solution included a daily applicant tracker for client visibility into the talent pipeline, and marketing and employer brand support. PeopleScout’s recruiters sourced qualified candidates, who were then interviewed by the client’s hiring managers.

The candidate experience assessment, conducted by PeopleScout’s technical solutions architects, identified opportunities to improve the look and feel of the organization’s careers site, particularly to appeal more to full-time candidates.

Results

The updates PeopleScout has made to the client’s technology and documentation processes have eliminated administrative burdens on both suppliers and hiring managers. The MSP solution achieved cost savings of more than $500,000 in the first year alone.

PeopleScout also seamlessly integrated a Recruiter-On-Demand™ program to support full-time hiring needs, as part of a total talent solution for the door and window manufacturer. The ROD program generated 250 hires over just 11 months across the selected 10 locations.

At a Glance

  • COMPANY
    Door and Window Manufacturer
  • INDUSTRY
    Manufacturing
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Managed Service Program, Total Talent
  • ANNUAL HIRES
    1,500 contingent hires and 250 full-time hires
  • LOCATIONS
    U.S. and Canada
Let’s Connect

PeopleScout Named a Leader on HRO Today’s 2024 MSP Baker’s Dozen 

Posted on by lloftus

PeopleScout ranked No. 5 overall, and No. 3 for Breadth of Service 

CHICAGO — May 28, 2024 — PeopleScout has been recognized as a leader in Managed Service Provider (MSP) solutions on HRO Today’s annual MSP Baker’s Dozen Customer Satisfaction Ratings. In addition to being named an overall leader, PeopleScout was ranked No. 3 in the Breadth of Service category and No. 5 in the Quality of Service category. 

“PeopleScout has once again earned its place as a leader on our MSP Baker’s Dozen list” said Elliot Clark, CEO and Chairman of SharedXpertise and HRO Today. “Their high-touch approach delivers insights and creative problem-solving, making them a valuable partner for employers looking to optimize their MSP program.” 
 
For 30+ years, PeopleScout’s industry-leading reputation for customer satisfaction has come from their 24/7 concierge-level service, client-first approach and vertically aligned teams. PeopleScout’s MSP capabilities support everything from requisition to invoicing and payment for temporary, temp-to-hire, direct hire, independent contractor (1099) administration, statement of work (SOW) engagements and other complex services across all skill categories and geographies. 

“In today’s market, many organizations are looking to contingent talent to fill skills gaps. Our MSP solutions are proven to drive workforce agility and create successful business outcomes,” said Rick Betori, President of PeopleScout and EVP of TrueBlue. “We are grateful to our valued clients, who trust us to elevate their connection to contingent talent with solutions that are grounded in our staffing and supplier management expertise, boosted by technology and fueled by diversity.” 

PeopleScout’s MSP solutions are powered by Affinix™ Analytics, which integrates with any Vendor Management System (VMS) to provide real-time data on supplier performance, spend and contingent workforce management. Built-in AI enables decision making through market intelligence and competitive benchmarking data. Over 30% of PeopleScout’s supplier community is certified diverse and the company’s proprietary scoring system and supplier dashboard provides detailed reporting to ensure diversity goals and spend requirements are met.  

PeopleScout has been named an industry leader on HRO Today’s MSP Baker’s Dozen Customer Satisfaction list every year since its inception. The list ranks the top 13 MSP providers based on feedback collected through a buyer survey. Providers are evaluated in three sub-categories: breadth of service, size of deal and quality of service. Learn more on the HRO Today website.  

About PeopleScout  
PeopleScout, a TrueBlue (NYSE: TBI) company, is a global talent solutions leader that provides unmatched scalability to meet the hiring needs of organizations of all sizes. It connects clients with top talent through Recruitment Process Outsourcing (RPO), Managed Service Provider (MSP), Total Workforce Solutions, and talent and technology advisory services. PeopleScout is helping talent leaders harness the power of data, drive decisions and exceed expectations through tech-charged solutions founded on machine learning and AI. PeopleScout’s legacy of service and partnership has led to consistent recognition as a leader by industry analysts. For more information, visit www.peoplescout.com.    

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