Tag: #total-workforce-feature

PeopleScout Named a 2019 Leader and Star Performer in Recruitment Process Outsourcing by Everest Group

Posted on by skatz

Chicago – April 3, 2019 – PeopleScout, a TrueBlue (NYSE: TBI) company and leading global provider of talent solutions, has been named a Leader in Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix™ Assessment 2019. PeopleScout was also named one of five Star Performers based on year-over-year positive movement on the PEAK Matrix.

Arkadev “Arko” Basak, Vice President at Everest Group, noted, “PeopleScout’s continuous investments, both organic and inorganic, are testament to its forward-looking plan and vision. Investment in the end-to-end talent technology platform, Affinix, combining multiple digital elements, and the recent acquisition of TMP Holdings LTD (TMP) strengthening its European presence and expanding its services portfolio to include value-added services, are good examples. Investments such as these position PeopleScout well for the next level of growth.”

Everest Group classifies RPO service providers into three ascending categories of Aspirants, Major Contenders and the highest designation, Leaders. RPO providers are positioned against their peers on the PEAK Matrix. Everest Group’s PEAK Matrix framework assesses the market success and overall delivery capability of RPO service providers.

“As we continue to invest in our industry-leading talent technology, Affinix, and the expansion of our geographic capabilities and service offerings, we remain focused on our mission to find, engage and deliver the best talent for our clients,” said PeopleScout President Taryn Owen. “Being recognized for our partnership-oriented approach and being named a Leader and Star Performer by Everest Group is important validation of our strategy and ongoing commitment to meeting our clients’ unique talent needs now and in the future.”

Everest Group’s research is based on three key sources of proprietary information: their database of approximately 3,000 RPO deals, the operational capability of the 26 ranked RPO service providers, and ongoing buyer surveys and interactions. To be named a Leader, RPO providers must have the highest maturity levels in market impact, vision and capability.

Highlights of Everest Group’s assessment of PeopleScout on this year’s PEAK Matrix:  

  • Everest Group reports that “buyers lauded PeopleScout for the partnership-oriented approach in understanding and catering to their requirements.”
  • “PeopleScout’s recent acquisition of TMP Holdings LTD (TMP), strengthened its European presence.” The acquisition also expanded and strengthened PeopleScout’s employer branding practice and added to its delivery capabilities through its Bristol global delivery center.
  • Affinix was recognized as an end-to-end technology platform leveraging various advanced technologies including AI. Everest Group states that Affinix “offers a one-stop shop value proposition to its clients.”
  • “PeopleScout continues to strengthen and demonstrate superior capabilities in the healthcare market.”
  • Everest Group also reports that PeopleScout is “expanding its offerings to the mid-market with an aim to evolve as a holistic service provider capable of serving all the buyer types.”

PeopleScout continues to be recognized as a leader in RPO, MSP and Total Workforce Solutions by industry analysts. In 2018, PeopleScout was recognized as an Enterprise RPO Leader on HRO Today’s 2018 Baker’s Dozen Customer Satisfaction Ratings. PeopleScout was also ranked the No. 1 RPO provider in the Size of Deal category, a Healthcare RPO Leader and an RPO Leader in APAC. The company was recognized as a Total Workforce Solutions Leader and the No. 2 overall provider on HRO Today’s 2018 Baker’s Dozen Customer Satisfaction Ratings. Additionally, in 2018, PeopleScout was named the No. 1 MSP on HRO Today’s Baker’s Dozen Customer Satisfaction Ratings for the second consecutive year, and PeopleScout’s proprietary talent technology platform, Affinix, won the 2018 HRO Today TekTonic Award in the Candidate Experience category. Affinix also won the gold award in the Brandon Hall Group’s 2018 Human Capital Management (HCM) Excellence Awards program.

To learn more about the Recruitment Process Outsourcing (RPO) – Service Provider Landscape PEAK Matrix Assessment 2019 visit the Everest Group website.

Everest Group Peak Matrix Logo

About PeopleScout
PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent solutions that span the global economy, with end-to-end MSP and talent advisory capabilities supporting total workforce needs. PeopleScout boasts 98% client retention managing the most complex programs in the industry. The company’s thousands of forward-looking talent professionals provide clients with the edge in the people business by consistently delivering now while anticipating what’s next. Affinix, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience with one-point ATS and VMS integration and single sign-on. Leveraging the power of data gleaned from engaging millions of candidates and contingent associates every year, PeopleScout enhances talent intelligence for clients across more than 70 countries with headquarters in Chicago, Sydney and London and global delivery centers in Toronto, Montreal, Charlotte, Bristol, Krakow, Gurgaon and Bangalore. For more information, please visit www.peoplescout.com.

Press Contact:
Caroline Sabetti
Global VP of Marketing and Communications
312-560-9173

PeopleScout Ranked as Total Workforce Solutions Leader in HRO Today’s 2018 Baker’s Dozen Customer Satisfaction Ratings

Posted on by epadmin

Chicago – Dec. 19, 2018 – PeopleScout, a TrueBlue (NYSE: TBI) company and leading global provider of talent solutions, was recognized as a “total workforce solutions” leader and the No. 2 overall provider in HRO Today’s 2018 Baker’s Dozen Customer Satisfaction Ratings.


This is the first time HRO Today has evaluated total workforce solutions (TWS) providers, and the rankings come as PeopleScout is seeing increased interest in TWS from employers looking for a more holistic approach to managing their talent needs.


“Organizations that are interested in implementing a total workforce solution should put PeopleScout at the top of their consideration list,” said Elliot Clark, CEO and chairman of SharedXpertise and HRO Today. “With so few organizations truly ready for what’s next, PeopleScout stands out as an innovative provider that is ready to meet clients wherever they are on their journey to total workforce solutions. PeopleScout is well-positioned to provide access to the best talent, regardless of worker type.”


Total workforce combines recruitment process outsourcing (RPO) and managed service provider (MSP) services. Rather than separating talent acquisition into permanent hires, contingent workers and project fulfillment, companies are increasingly interested in taking a comprehensive view of all the talent in their community enterprise-wide, regardless of worker type.


“We are honored to have PeopleScout recognized in HRO Today’s inaugural Total Workforce Solutions Baker’s Dozen Customer Satisfaction Ratings,” said Taryn Owen, president of PeopleScout. “While each company is at a different stage in their progress toward total workforce management, we are excited to work with our clients at whatever point they are today.”


Earlier this year, PeopleScout was recognized as an enterprise RPO Leader on HRO Today’s 2018 Baker’s Dozen Customer Satisfaction Ratings. PeopleScout was also ranked the No. 1 RPO provider in the “size of deal” category and a “healthcare RPO leader” in this year’s survey. Additionally, PeopleScout was named the No. 1 MSP on HRO Today’s Baker’s Dozen Customer Satisfaction Ratings for the second consecutive year, and PeopleScout’s proprietary talent technology platform, Affinix, won the 2018 HRO Today TekTonic Award in the “candidate experience” category.


“PeopleScout is focused on what’s next to meet changing talent needs,” Owen added. “We are continually enhancing our Affinix technology, expanding our talent advisory capabilities – such as our June 2018 acquisition of TMP Holdings LTD – and we’ve aligned our RPO, MSP and talent advisory offerings to best serve our clients now and in the future.”


You can view the full Total Workforce Solutions 2018 Baker’s Dozen Customer Satisfaction Ratings here.


About PeopleScout
PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent solutions that span the global economy, with end-to-end MSP and talent advisory capabilities supporting total workforce needs. PeopleScout boasts 98 percent client retention managing the most complex programs in the industry. The company’s thousands of forward-looking talent professionals provide clients with the edge in the people business by consistently delivering now while anticipating what’s next. Affinix, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an artificial intelligence (AI)-driven, consumer-like candidate experience with one-point applicant tracking system (ATS) and vendor management system (VMS) integration and single-sign-on. Leveraging the power of data gleaned from engaging millions of candidates and contingent associates every year, PeopleScout enhances talent intelligence for clients across more than 70 countries with headquarters in Chicago, Sydney and London and global delivery centers in Toronto, Ontario; Montreal, Quebec; Charlotte, North Carolina; Bristol, England; Krakow, Poland and Gurgaon and Bangalore, India. For more information, please visit www.peoplescout.com.


About HRO Today and HRO Today Global
HRO Today and HRO Today Global are the properties of SharedXpertise Media and offer the broadest and deepest reach available anywhere into the HR industry. Our magazines, web portals, research, e-newsletters, events and social networks reach over 180,000 senior-level HR decision-makers with rich, objective, game-changing content. Our No. 1 strength is our reach.  HR leaders rely heavily on the HRO Today’s Baker’s Dozen rankings across six different categories when selecting an HR service provider.


Press Contact
Caroline Sabetti
Global VP of Marketing and Communications
312-560-9173

PeopleScout Featured as Total Workforce Solutions Thought Leader by HRO Today

Posted on by epadmin

HRO Today quoted PeopleScout Global Leader of Growth and Strategy Michael Yinger in its recent article, Seeing 20/20. The article covers the growing trend toward total workforce solutions.


“A total talent strategy provides companies with a broad view of the workforce across different labor classifications and departments,” Yinger told HRO Today. “That level of visibility allows organizations to gain consolidated intelligence into their workforces and helps them evolve in the competitive talent landscape.”


PeopleScout’s Total Workforce Solutions blend MSP and RPO capabilities in one integrated program to increase efficiency and visibility into an organization’s talent acquisition program. Total Workforce Solutions take a more holistic approach to workforce planning and strategy, helping organizations reduce agency spend and improve strategic procurement to meet workforce demands.


“By evaluating the current workforce mix and costs, leaders can understand cost discrepancies through different functions of the organization,” Yinger told HRO Today. “For example, an organization may discover it has long-term contractors with bill rates that are double the cost of a permanent hire.”


Here’s an excerpt from the article:


Today’s talent ecosystem offers more options for employees than ever before. From online freelancing platforms to crowdsourcing efforts and traditional contract engagements, the contingent labor market is experiencing a revolution—and businesses are struggling to keep up.


According to Ardent Partners’ 2017-2018 State of Contingent Workforce Management study, 40 percent of today’s total global workforce is comprised of non-employee talent and that number is only expected to rise. However, 68 percent of this talent is unaccounted for in the average organization’s budgeting, planning, and forecasting.


How can companies seize these opportunities and embrace the workforce of the future head-on? One approach is to adopt a total workforce solution (TWS).


Read more of Seeing 20/20 on HRO Today’s website.

Drivers and Benefits of Total Workforce Solutions

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Total workforce solutions are a growing trend for organizations grappling with the changing talent landscape. A total workforce solution provides a central view and way to manage all talent at an organization – both employees and contingent workers, including independent contractors, freelancers and statement of work (SOW) workers.

What is a Total Workforce Solution?

Under a total workforce solution, both talent acquisition and workforce management come together. The most complex issue when transitioning to a total workforce solution is determining where decisions will be made regarding full-time, part-time employees and contingent workers. In many organizations, those decisions have traditionally been made by different parts of the business.

Reconciling the decision-making and budgeting process to one central decision point with many inputs is essential in creating a successful, holistic talent program. A centralized decision-making process is also critical in ensuring that hiring managers receive guidance on determining the best way to fill a role – with either permanent or contingent workers.

Therefore, implementing a total workforce solution is a complicated and long-term project that needs to be continually evaluated. It’s best to think of total workforce as an evolution. In this blog post, we will cover the drivers for and benefits of total workforce and what to look for in a total workforce solutions partner.

Drivers of the Total Workforce Evolution

There are several factors driving the total workforce evolution. Currently, the growth of total workforce is primarily in the U.S. and Canada due to favorable labor laws and economic conditions. The following drivers combine to create a competitive environment, one where employers need to be able to attract and hire the best talent regardless of whether the worker is a permanent employee or a contingent worker.

Low unemployment

The U.S. has seen years of economic growth that has resulted in low unemployment. The unemployment rate has hovered near or below 4 percent for about a year which creates more competition for talent. Organizations need to find creative ways to attract and retain talent in this economic climate, including optimizing their balance of employees and contingent workers.

Generational shifts and the gig economy

Baby boomers, who were for years the largest generation in the workforce, are starting to retire. Now, millennials make up more than one-third of all workers. This divide and the shortage of experienced workers is especially visible in the healthcare industry.

The generational shift had another impact – the rise of the gig economy. As the number of millennials in the workforce ballooned, contingent work also grew in popularity. A Staffing Industry Analysts study estimates that about 44 million Americans, or about 29 percent of the U.S. workforce, has taken part in the gig economy. The study reports that many chose contingent work for greater flexibility or higher wages. Organizations need to adapt quickly to this generational shift and the growing popularity of this type of work to find and attract talent in a way that reflects the way that talent wants to work. Understanding the mix of full-time and contingent workers across different departments is a good place to start.

Evaluating your workforce mix will allow you to begin to plan for how to find and deploy top talent. It’s also critical to remember that as the workforce evolves, your strategy must evolve with it to stay competitive.

Talent shortages

Automation is changing the way we work. Currently, organizations are facing a shortage of candidates with the skills of the future. To overcome these challenges, organizations are implementing innovative solutions including reskilling. Employers are turning to total workforce solutions, so they can adapt more quickly to changes. In a total workforce solution, decision making is centralized and based on how to best secure the talent which enables increased agility and helps stakeholders see the benefit of making strategic decisions about how their workforce is procured.

A desire for greater insight to the total talent picture

Leaders are looking for a better view of the entire talent picture. By looking at permanent employees and contingent workers together, organizations can create a coherent strategy that takes into account the pressures of low unemployment, generational shifts and talent shortages and adapt more quickly.

Benefits of a Total Workforce Solution

Cost savings

A well-managed total workforce solution should drive increased cost savings compared to MSP and RPO programs operating separately. An integrated program simplifies the management, reporting and recruiting resources – reducing costs and increasing effectiveness. Through a TWS, organizations can find savings opportunities by making more strategic decisions about how to use their labor.

A full view of the entire workforce

A total workforce strategy provides companies with a broad view of the workforce, across different labor classifications and departments. That level of visibility allows organizations to gain consolidated intelligence into their workforces and helps them evolve in the competitive talent landscape. A total workforce solution provides enhanced metrics across the entire workforce—including time-to-fill, hiring manager satisfaction, candidate satisfaction, performance and cost metrics. This enables leaders to make informed, strategic business decisions, setting the organization up for success.

Centralized decision making

A total workforce solution centralizes decision making by ensuring the right mix of both permanent employees and contingent workers. A centralized decision-making process helps programs run more effectively by identifying whether a role should be temporary, permanent, short-term or long-term as soon as a need is identified.

Increased agility

A total workforce solution provides increased agility as organizations can see the trends impacting their workforce earlier and respond to them more quickly. A total workforce talent approach combines talent acquisition and workforce management, so strategic initiatives can be more easily implemented from the top down. Under a traditional, siloed approach, leaders have a more difficult time spotting these trends because they are only looking at a portion of the workforce. Additionally, strategic initiatives require more buy-in and more complex implementation because they involve two separate parts of the business. As technology accelerates the rate of change in the way we work, agility is an increasingly important trait for businesses.

A unified employer brand

When permanent and contingent labor are managed together, it is easier for organizations to portray a cohesive employer brand. Rather than representing one image of the organization to contingent workers and another to full-time employees, a total workforce solution enables HR to develop an employer branding strategy that speaks to all workers. Employer branding is an important tool for organizations to attract top talent.

Greater ability to recruit talent regardless of worker type

These benefits combine to provide organizations with a greater ability to recruit talent regardless of worker type. With the full view of talent, leaders can see how different types of talent want to work and then designate the position as permanent or contingent to meet those worker expectations. Then, the unified employer brand speaks to all workers in the same way, so candidates get the same positive impression whether they are applying for a full-time job, looking for a contract position or working through a temp agency. As organizations deal with the skill shortage and competitive talent landscape, the ability to recruit both employers and contingent workers effectively is necessary.

Total Workforce Solutions in Practice

A smooth transition from a segmented talent strategy to a total workforce solution comes down to the fundamentals of change management – planning, communication and implementation. Seamless program implementation ensures business continuity throughout the process, from formulating objectives for the overall program to transitioning it to the team who will manage the program on a daily basis. Once a program is in place, a purposeful governance strategy ensures the program can adapt, scale and respond to changes that impact talent and staffing needs.

Learn more about what total workforce solutions looks like in practice, including finding the right technology solution in our next blog post.