Category: Candidate Attraction

Bridging the Gap: Modular RPO for Hard-to-Fill Positions 

Posted on by akessler

The competition for skilled talent continues to intensify, with LinkedIn’s Global Talent Trends reporting that 76% of hiring managers struggle to find qualified candidates for their most challenging positions. This talent shortage affects organizations across industries, particularly when recruiting for roles requiring specialized knowledge, rare skill combinations, or experience in emerging fields. 

Many internal recruitment teams excel at handling standard hiring needs but face significant challenges with specialist or hard-to-fill positions. According to a recent McKinsey survey, 68% of talent acquisition leaders acknowledge limitations within their teams when tackling these difficult searches. Even well-resourced internal teams may lack the specialized networks, market insights and targeted approaches needed to successfully attract candidates for these positions. 

This is where modular RPO solutions offer strategic value. Unlike traditional full-service RPO (recruitment process outsourcing) models, modular RPO allows organizations to selectively outsource specific components of their recruitment process. This targeted approach enables companies to augment their in-house capabilities with external expertise precisely where they need additional support, while maintaining control over their broader recruitment strategy and employer brand. 

Build vs. Buy: The Case for Modular RPO  

Building in-house capabilities to handle all recruitment challenges involves substantial investment that may not deliver optimal returns. Organizations must consider whether dedicating internal resources to occasional hard-to-fill roles makes financial sense, especially when these specialized recruitment needs fluctuate. 

Modular RPO solutions provide a flexible alternative that complements existing recruitment teams. Benefits include: 

  • On-demand access to specialized expertise without increasing permanent headcount 
  • Scalable support that adjusts to hiring volume fluctuations 
  • Predictable fee structures for better budget management 
  • Ability to keep in-house recruiters focused on positions where they excel 

For challenging recruitment needs—particularly those that are intermittent or require specialized approaches—modular RPO delivers compelling value through faster hiring, higher-quality candidates and a cost structure that aligns with actual business demands. 

Use Cases for Modular RPO 

Understanding which roles or parts of your recruitment process would benefit most from modular RPO interventions, like PeopleScout Amplifiers™, is the first step toward an effective talent acquisition strategy. Here are just a few areas where an RPO partner can deliver value: 

In-Demand Technical Roles & Emerging Skill Sets with Limited Talent Pools 

Modular RPO solutions excel when it comes to sourcing positions in high-demand technical domains like software development, cybersecurity, data science and cloud architecture. This approach is particularly valuable when recruiting for emerging specialties with limited talent pools like quantum computing specialists, blockchain developers or AI ethics experts. 

These specialized roles require targeted sourcing strategies and access to niche communities. Rather than having your in-house recruiters spend extensive time finding and engaging passive candidates, consider outsourcing the sourcing stage through a modular RPO engagement. For example, PeopleScout’s Talent Sourcing solution provides dedicated recruitment specialists who identify qualified candidates and generate excitement about your opportunities. This delivers a personalized candidate experience while providing you with a curated list of qualified, enthusiastic applicants. 

Positions with Compliance Requirements 

Industries like healthcare, financial services and pharmaceuticals operate under strict regulatory frameworks that add complexity to the hiring process. Beyond finding qualified talent, recruiters must navigate industry-specific regulations and compliance requirements, as well as ensuring candidates have necessary certifications. Even in less regulated industries and high-volume hiring scenarios, recruiters are required to ensure confirm background checks and right-to-work document verification has been completed.  

Modular RPO solutions can target these specific administrative compliance tasks without requiring a full-scale outsourcing engagement. PeopleScout’s Recruiter On-Demand™ solution allows you to supplement your team with experienced project-based recruitment professionals. This solution can be implemented quickly for short-term needs, giving you targeted RPO benefits precisely where they’re needed in your recruitment process. 

Roles Requiring Specialized Assessment Solutions 

Positions that require unique assessment approaches—such as technical roles requiring coding tests or roles demanding simulation exercises—benefit from RPO providers with expertise in designing and delivering custom talent assessment solutions. These partners can create evaluation protocols that effectively measure both technical competencies and cultural fit. 

Assessment-focused modular RPO services can help organizations implement tailored evaluation methods. For example, PeopleScout’s Assessment Transformation helps organizations deploy talent assessments that not only enhance the recruitment experience for candidates but also accurately assess candidate capabilities. By outsourcing just this component of the recruitment process, you can enhance your ability to identify truly qualified candidates with the right skills and aptitudes. 

Strategic Advantages of Modular RPO 

Organizations that strategically leverage modular RPO gain a significant advantage in securing hard-to-find talent. By selectively enhancing your recruitment capabilities with specialized expertise exactly where needed, you can overcome persistent hiring challenges while maximizing the effectiveness of your internal team. 

Ready to transform your approach to hard-to-fill roles? Explore PeopleScout’s Amplifiers™ suite of modular RPO solutions, designed to provide targeted expertise exactly when and where you need it most.  

The Essential Guide to Employer Branding From Concept to Competitive Advantage 

Posted on by akessler

The Essential Guide to Employer Branding 

From Concept to Competitive Advantage

In today’s competitive talent landscape, your employer brand isn’t just nice to have—it’s essential for survival. Our comprehensive ebook delivers actionable strategies to revolutionize how candidates perceive your organization.

 

Why This Guide Matters to Your Organization:

  • 82% of candidates research your reputation before applying
  • Companies with strong employer brands see a 43% decrease in cost-per-hire
  • Yet only 8% of HR leaders have dedicated employer branding budgets

 

What You’ll Discover:

  • Proven frameworks to align your employer brand with business objectives
  • Practical strategies to authentically showcase your culture across channels
  • Step-by-step approaches to measure and optimize your employer brand ROI
  • Real-world case studies from organizations that transformed their talent attraction

 

While your competition invests in employer branding, can you afford to fall behind? Download our guide today and build the magnetic employer brand your organization deserves.

Beyond Intuition: Data-Driven Employer Branding for the Modern Talent Landscape 

Posted on by akessler

With the research today’s candidates do before applying, a strong employer brand is no longer a nice-to-have—it’s essential. Your employer brand directly impacts your ability to attract and retain top talent, yet for many talent acquisition leaders, demonstrating the value of employer branding remains challenging.  

How do you quantify something that often feels intangible? How do you translate employer brand sentiment into metrics that resonate with stakeholders outside HR? 

The Employer Branding Paradox 

Despite 80% of HR leaders believing employer branding significantly impacts their recruiting efforts, only 8% report having a dedicated budget for these initiatives. This disconnect highlights a fundamental challenge: without concrete metrics and benchmarks, employer branding can be relegated to a “nice-to-have” rather than recognized as the strategic driver of recruitment success that it truly is. 

The reality is that today’s candidates approach job searches with consumer-like behavior. They research, compare and evaluate potential employers with unprecedented thoroughness.  

Your employer brand is front and center whether you’re actively managing it or not. 

From Gut Feel to Data-Driven Strategy 

For too long, employer branding has relied on subjective assessments and anecdotal evidence. Leaders might know intuitively that their brand needs improvement, but without comparative data, it’s difficult to: 

  • Identify specific areas requiring attention 
  • Prioritize investments for maximum impact
  • Demonstrate ROI to key stakeholders 
  • Track progress over time 
  • Understand how you stack up against competitors 

This is precisely why we’ve developed the Outthink Index—a proprietary benchmarking tool designed to transform employer branding strategy from an art to a science. 

Introducing the Outthink Index by PeopleScout 

The Outthink Index by PeopleScout provides comprehensive analysis across nine critical components of employer branding: 

  1. Search: Are your job openings easy to find in digital spaces? 
  2. Social Reach: What’s the breadth of your social media footprint? Are you achieving significant reach through interactions and engagement across audiences? 
  3. Social Authority: How much of the conversation does your brand own compared to competitors? How influential is your voice in the talent marketplace? 
  4. Social Impact: How effectively does your content engage your audience? Are you interacting with your talent audience on social media or just posting? 
  5. Values & Proposition: How clearly articulated and differentiated is your EVP? Are your values clear, authentic and evidenced? 
  6. Employee Experience: Can candidates get a clear understanding of what life is like within your organization?  
  7. Content: How compelling and relevant is your employer brand content? How authentically does it showcase your organization and your employees? 
  8. User Experience: How seamless and intuitive is your career site and application process?   
  9. Candidate Experience: How transparent, consistent and innovative is your recruitment process? 

Built by our in-house talent advisory experts and leveraging data from hundreds of employer brands, the Outthink Index delivers actionable insights with just a few clicks. 

Translating Insights to Action 

One of the most valuable aspects of the Outthink Index is its comparative nature. While self-assessment can identify obvious gaps, true optimization comes from understanding how you measure against both industry benchmarks and specific competitors. 

The real power of data-driven employer branding isn’t just in the metrics—it’s in what you do with them. The Outthink Index is designed to facilitate more productive conversations with stakeholders by providing concrete evidence of: 

  • Current employer brand strengths and weaknesses 
  • Competitive positioning within your industry 
  • Specific improvement opportunities with the highest potential ROI 
  • Progress tracking over time 

The Outthink Index helps companies to transcend gut instincts and harness concrete insights to maximize their employer brand. It provides organizations with precise visibility into how their brand measures up against competitors, highlights specific enhancement opportunities, and ultimately strengthens their capacity to attract and retain exceptional talent. 

Armed with these insights, talent leaders can make more strategic decisions about where to invest resources, how to refine messaging and which touchpoints in the candidate journey need the most attention.  

The Future of Employer Branding is Data-Driven 

Employer branding isn’t a one-time project but an ongoing strategic initiative. The Outthink Index provides both a snapshot of current performance and a framework for optimizing and measuring progress over time. By establishing clear benchmarks today, organizations can track the impact of their employer branding initiatives, demonstrate concrete ROI and continuously refine their approach. 

As the competition for talent continues to intensify, organizations that take a data-driven approach to employer branding will gain a significant advantage. The Outthink Index by PeopleScout equips talent leaders with the tools they need to transform employer branding from an intangible concept to a measurable business driver. 

Want to see how your employer brand stacks up? Explore the Outthink Index or contact us to receive your custom report. 

Wates: Reconstructing Industry Perceptions Through Vibrant Employer Branding

Posted on by akessler
Wates: Reconstructing Industry Perceptions Through Vibrant Employer Branding

Early Careers

Wates: Reconstructing Industry Perceptions Through Vibrant Employer Branding

PeopleScout helped Wates to attract and engage a wider range of candidates to the male-dominated construction industry through a vibrant and inclusive employer brand and assessment center.

7,918 applications generated (30% from women)
343 candidates assessed
1 / 3 of offers went to women despite being underrepresented in the industry

Situation

The construction industry’s image has remained virtually unchanged for years—dominated by hard-hats, high-vis, and steel beams rather than stories highlighting inclusion, innovation, collaboration or opportunity.

When Wates, a UK development, building and property maintenance company, needed to recruit 81 trainees across 21 roles and 28 locations, our priority was to stand out meaningfully in a crowded market. Despite its impressive 125-year legacy as an industry leader, Wates suffered from limited brand awareness.

Our objectives were clear:

  • Raise overall awareness of the Wates organization
  • Encourage a shift in industry perception
  • Attract a more diverse range of candidates

Solution

With these hard-to-fill roles distributed nationwide, we needed a targeted approach. Based on research, we developed four distinct audience personas that represented our target demographics, which then informed our channel strategy and creative approach.

Authentic Messaging

We crafted a new compelling, narrative that brought together everything Wates stands for:

Creating tomorrow together.

Headlines embodied Wates’ core values, speaking directly to the impact individuals would have on the company’s legacy while highlighting key benefits of joining the organization.

Distinctive Visual Identity

We developed bold, vibrant visuals that stood apart from industry norms. Our creative approach demonstrated how professional and personal lives intertwine, visually representing work-life balance and inclusivity. A dedicated photoshoot allowed us to not only capture images but also collect employee stories that inspired a bespoke set of illustrations.

Inclusive Assessment Process

We redesigned the video interview process to ensure accessibility for all candidates. While maintaining a standardized process to ensure fairness, each of the 21 roles required careful manual shortlisting based on performance metrics. With 343 candidates advancing to assessment, we conducted virtual assessment centers over three weeks, with each role getting a dedicated day.

Results

The campaign generated exceptional engagement:

  • 518,000 impressions (40% from TikTok)
  • 7,918 applications
  • 2,022 candidates invited to video interview
  • 343 candidates progressed to assessment centers
  • 30% female representation at application stage, increasing to 34% at offer stage
  • 117 offers extended

“We’re delighted with the quality of candidate applications and how much the collaborative work ethic stood out.”

– Annette, Wates

At a Glance

  • COMPANY
    Wates
  • INDUSTRY
    Building & Construction
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • ABOUT WATES
    The Wates Group was established in 1897 and is one of the leading privately-owned, construction, development and property services companies in the UK. They employ almost 6,000 people, working with a range of clients and partners from across the public and private sectors.
Let’s Connect

Digital Sourcing Strategy and Centralization Reduced Time-to-Hire by 20%

Posted on by akessler
Digital Sourcing Strategy and Centralization Reduced Time-to-Hire by 20%

Retail RPO

Digital Sourcing Strategy and Centralization Reduced Time-to-Hire by 20%

A leading retailer needed to remake its application process, which was long and difficult for candidates. PeopleScout implemented a shortened, mobile-first application process and expanded the client’s sourcing strategy.

6,800 annual hires
85 % application conversion rate, up from 35%
20 % reduction in time-to-hirereduction in time-to-hire

Situation

A leading retailer engaged with PeopleScout to improve their application process. Despite having a well-known and well-loved consumer brand, the retailer relied on job boards to bring in candidates. The client’s application took 30 minutes to complete, and could not be completed on a mobile device, alienating or inconveniencing many job candidates.

The client knew it was losing a large portion of applicants because of its cumbersome application process. To apply, candidates needed access to a computer to fill out a 30-question application that took half an hour to complete—even for part-time positions.

The client engaged with PeopleScout, looking for a partner with technology and candidate experience expertise to remake the entire recruitment process in order to place the candidate at the center.

Solution

Expanded Sourcing Strategy

PeopleScout worked with the client to carefully craft an expanded sourcing strategy, including targeted digital recruitment marketing centered on attracting, engaging and converting candidates in online spaces. The strategy was focused on people who have an affinity for the client’s brand but may not be actively looking on job boards. Then, PeopleScout was able to drive those candidates to a quick, easy mobile apply process.

Mobile-first Apply

PeopleScout developed a mobile-first application designed to work easily through a smartphone and reduce candidate fall out. The new application is completed by all candidates, regardless of role.

Shortened Application

The new application includes just 11 questions on one page and takes less than eight minutes to complete. The client worked with PeopleScout to reduce the amount of information asked from candidates during the application stage in order to streamline the process.

Results

Half of Candidates Now Apply on Mobile

Nearly two-thirds (65.9%) of all candidates applying to this client now apply through a mobile device. Before working with PeopleScout, the client was excluding or at the very least inconveniencing a large portion of its talent pipeline.

Application Time Reduced From 30 Minutes to Less Than Eight

Applicants can consistently complete the application in eight minutes or less, with some candidates able to complete it in as little as six minutes.

Application Conversion Rate

The application conversion rate rose to 85% with the new shortened mobile application process. The rate for a traditional application is around 35%.

Broadened Talent Pipeline, Improved Candidate Quality and Shortened Time to Hire

The client no longer relies solely on job boards to build their pipeline and relies on a variety of sourcing strategies. This led to hiring of quality candidates, improving the slate-to-hire to one candidate hired for every 1.3 presented and shortened time-to-hire by more than 20%.

At a Glance

  • COMPANY
    Leading retailer
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES
    6,800

AI Candidate Sourcing: How AI Is Transforming Talent Discovery

Posted on by akessler

With today’s skills shortages, recruiters are facing a more and more daunting challenge of identifying and engaging qualified candidates efficiently. Artificial intelligence (AI) has emerged as a game-changing technology in the recruitment process, particularly in talent sourcing. AI candidate sourcing represents a significant advancement, helping organizations go from manual database searches, job board postings and referral networks to fast, automated processes. 

According to a survey by Workable, 63% of organizations now use some form of AI in recruiting. But only 8% use AI for candidate sourcing. By thoughtfully integrating AI into sourcing strategies, talent acquisition teams can spend less time searching for candidates and more time building meaningful connections.  

This article explores how AI sourcing tools are transforming recruitment strategies and offers practical insights for organizations looking to enhance their talent acquisition efforts. 

The Evolution of AI Candidate Sourcing 

The digital transformation of recruitment began with the advent of applicant tracking systems and online job boards, but AI has taken sourcing capabilities to unprecedented levels. AI excels at scale. By analyzing a massive data set of millions of pieces of information including online candidate profiles, AI can identify candidates within minutes. For example, Affinix®, PeopleScout’s proprietary total talent suite of AI-powered tools, accesses over 1.3 billion public profiles of passive candidates across 23 of the top global job sites within seconds of a requisition opening.  

Key Capabilities of AI Candidate Sourcing 

AI sourcing has revolutionized talent discovery, empowering organizations to identify, assess and engage talent with remarkable precision and efficiency. Here a few of the benefits of AI sourcing tools. 

1. Advanced Candidate Matching 

AI algorithms excel at pattern recognition and can analyze vast datasets to identify candidates whose skills, experience and potential align with job requirements, including passive candidates who may not be actively job searching but have the right qualifications. These individuals rarely respond to traditional job postings, making them invisible to conventional recruitment methods. AI candidate sourcing excels at identifying hidden gems based on their digital footprints and professional activities, enabling recruiters to engage with talent that would otherwise remain undiscovered. 

Unlike traditional keyword matching, modern AI sourcing tools leverage skills matching with sophisticated natural language processing and machine learning algorithms to comprehensively analyze candidate profiles. By understanding semantic relationships between skills, experiences, and job requirements, leading technologies can create nuanced candidate rankings, allowing recruiters to rapidly filter through candidates and automatically generating a prioritized shortlist of top talent that precisely matches the role’s requirements. Recruiters can now focus their valuable time on engaging with the most promising candidates, rather than getting bogged down in manual screening processes.  

2. Expanded Talent Pool Access 

AI candidate sourcing dramatically expands recruiter reach by continuously scanning multiple sources simultaneously, creating a comprehensive talent mapping solution that would be impossible to achieve manually. Professional networking sites like LinkedIn represent just the beginning. AI sourcing extends to portfolio platforms like Behance and Dribbble for creative roles, GitHub repositories for technical talent, specialized industry forums where experts engage, academic publications that showcase research credentials, and even carefully analyzed social media profiles that reveal professional interests and accomplishments. In addition to external candidate profiles, Affinix also searches your existing talent database to support direct sourcing, internal mobility and redeployment. 

AI sourcing tools look at qualifications and experiences across industries, opening doors to talent that might otherwise be missed. For example, AI sourcing might identify that project management experience in healthcare could translate effectively to similar roles in education or technology, despite the different industry contexts. This cross-industry perspective is particularly valuable in today’s market where career pivots are increasingly common, and skills transferability is highly valued. 

3. Reduced Bias with AI Candidate Sourcing 

AI tools can help mitigate unconscious bias in sourcing by helping you create objective evaluation frameworks that focus on skills and qualifications, regardless of demographics. By emphasizing capabilities and potential over education, pedigree, or other factors that can trigger unconscious bias in humans, these systems help create a more equitable initial candidate pool.  

By ensuring that every potential hire is assessed against the same objective benchmarks and that hiring managers review qualified candidates from varied backgrounds, AI sourcing tools widens the lens through which talent is viewed, helping companies build more diverse and innovative teams while reducing adverse impact. 

Ethics & Bias Prevention in AI Candidate Sourcing 

Continuous bias detection and mitigation have become fundamental to implementing AI sourcing tools to neutralize potential discrimination in candidate selection. TA teams must collaborate with legal and IT teams to conduct detailed examinations of candidate recommendations and conduct regular audits. Cross-functional collaboration will help organizations navigate the complex legal landscape of AI for recruiting while creating more objective, inclusive talent acquisition strategies. 

How AI Candidate Sourcing is Impacting Recruiters 

The advent of AI sourcing tools has fundamentally reshaped the recruiter’s role, shifting their focus from administrative task management to high-value activities. Where recruiters once spent countless hours manually searching and screening résumés and CVs, AI now handles these time-consuming processes, elevating the recruiter’s role to that of a strategic talent advisor. Recruiters now invest their energy in complex negotiation, relationship building and deep candidate engagement.  

AI Candidate Sourcing & RPO 

Recruitment process outsourcing (RPO) providers are at the forefront of leveraging advanced AI sourcing technologies. By leveraging AI candidate sourcing through our proprietary tech suite, Affinix, PeopleScout can process vast amounts of candidate data, identify top talent, and create highly targeted talent pools that would be impossible to develop through traditional recruiting methods. Affinix has a proven track record of dramatically reducing time-to-hire and creating cost savings for our clients. As organizations continue to face complex talent challenges in a rapidly evolving global marketplace, AI-powered RPO solutions represent a critical strategic approach to building agile, competitive workforces that can adapt to emerging business needs. 

Apprenticeship Recruitment in the UK: The Key to Future-Proofing Your Talent Pipeline? 

Posted on by akessler

Apprenticeship recruitment has taken on more importance in early careers programs in recent years. According to UK Government data, the most recent academic year saw a 7% increase in apprenticeship starts and 10% increase in apprenticeship achievements. Organizations and employees alike are waking up to the fact that many skills can be learned on the job—and that it’s often more relevant training than a university degree.  

Whether for workers just starting out or those changing careers, apprenticeships help people gain valuable skills and on-the-job experience as they move toward a career in their field. For employers, field and business apprenticeships are one of the best ways of engaging early careers talent or career changers. Whilst providing opportunities for hands-on experience and training, apprenticeships help businesses to develop a talent pipeline that is equipped with future-ready skills. 

In this article, we’ll explore how designing and offering apprenticeship programs can be a smart way for organizations to create their own talent pipeline, close their skills gaps and diversify their workforce. 

What is an Apprenticeship? 

An apprenticeship is paid employment that offers on-the-job training and is often accompanied by classroom-based learning. Some employers may offer their own in-house training while others offer it in association with a college, university or other training provider. An apprenticeship must last at least a year but can go as long as 5 years. Through in-depth, job- and industry-specific skills training, apprentices gain a nationally recognized qualification or certification upon completion. 

Apprenticeship programs are a great choice for individuals who are early on in their careers, who are looking to upskill or who are exploring a career change. Employers are responsible for ensuring that apprentices work with experienced staff, learn job-specific skills and receive time off from work to complete their classroom training. 

Different countries have different laws and regulations around apprenticeships including wages and working hours. There are also various funding programs and government schemes available to encourage both workers and employers to embrace apprenticeships. For example, the UK Government introduced the (controversial) apprenticeship levy in 2017 which uses business taxes to fund apprenticeship training.  

Apprenticeship recruitment in the UK is on the rise with the most recent academic year showing a 7% increase in apprenticeship starts and 10% increase in apprenticeship achievements.

Types of Apprenticeships 

A common misperception is that apprenticeships are just for manual or skilled trade jobs. Whilst there are many apprenticeship programs in the skilled trades, there are also apprenticeship opportunities for all kinds of careers from actuaries to arborists. For example, our client, National Highways, offers apprenticeship opportunities for project management, business administration, legal, surveying and data analysis. Organizations are increasingly embracing corporate apprenticeships and traineeships as a means of diversifying their workforce and creating opportunities for social mobility. 

There are different levels of apprenticeship including degree apprenticeships which correspond to an equivalent education level. Completing a Level 2 apprenticeship is the equivalent of completing a GCSE, and a Level 7 apprenticeship is the equivalent of completing a master’s degree.  

Benefits of Apprenticeship Recruitment for Employers 

Apprenticeship recruitment can be an effective way of growing and upskilling your workforce. Here are just a few of the benefits for employers.   

Building a Talent Pipeline 

Companies in a variety of industries can build their own apprenticeship programs to help talent see the rewarding career opportunities available within their sector. As apprentices gain experience, organizations establish a pipeline of prospective employees. 

Early careers employees see apprenticeship programs as proof of an organization’s investment in their success and are more likely to stay with an organization after completing the program. In fact, 80% of apprentice employers say they have seen a significant increase in employee retention. Clearly, apprenticeship recruitment is an excellent way to “grow your own talent” and reduce attrition. 

80% of apprentice employers say they have seen a significant increase in employee retention

Closing Skills Gaps 

According to McKinsey, a whopping 87% of organizations are aware they already have a skills gap within their workforce or will experience one in the next few years. Apprenticeships offer a way to develop a new generation of workers to help your organization succeed into the future. A structured apprenticeship is an effective way to get a leg up in recruiting and retaining sought-after talent like software developers, data analysts and engineers. Indeed, 86% of employers said that investing in apprentices helped to develop relevant skills for the organization. 

The digital skills gaps alone could cause 14 G20 countries to miss out on a staggering $11.5 trillion USD in cumulative GDP growth. In the UK, companies like Dyson are partnering with the University of Warwick to offer apprenticeship training in engineering, data science and machine learning.  

86% of employers said that investing in apprenticeship recruitment helped to develop relevant skills for the organization

Boosting Diversity & Social Mobility 

A third of employers agree that apprenticeships have helped improve diversity within their business. They are particularly effective for creating career opportunities and boosting earnings for workers from disadvantaged socio-economic backgrounds. 

As more people struggle financially with student loans and education costs, apprenticeships have become an accessible career path for workers of all ages and backgrounds and give participants a shot at career success. They allow workers from underrepresented groups to increase their earnings potential—to work and earn money in the field while they learn. If your company cares about being a catalyst for sustained change in the community, apprenticeships are a great way to achieve this. 

RPO + Apprenticeship Recruitment 

As a leading recruitment process outsourcing (RPO) provider, PeopleScout helps organizations to obtain the talent and skills they need to succeed into the future through early careers recruitment solutions covering interns, graduates and apprenticeship programs. Unlike apprenticeship recruitment agencies, as an RPO partner, our expertise in talent acquisition strategy and workforce planning means we’re better equipped to successfully integrate apprentice programs into your overall talent attraction and training strategy. Plus, we have experts on staff that can design an assessment center that evaluates apprentice candidates against your organization’s values, culture and other requirements.