Category: Candidate Attraction

Finance Recruiters: Finding Talent in the Modern Workforce

Posted on by edyson

For banks and financial services firms looking to build a robust workforce with the skills of the future, now is the time to develop a winning talent acquisition strategy. New highly specialized technical skills, coupled with the need to recruit talent from a diverse range of candidates, has made the task of recruiting in finance more challenging.

In this article, we cover the top challenges currently faced by finance recruiters and actionable advice on how to manage and overcome them.  

The Challenges of Recruiting in Finance

The finance industry is facing significant talent acquisition challenges. According to a PwC survey, 70% of financial services CEOs are concerned with the availability of talent with key skills. More alarming, a mere 33% of CEOs were willing to give their CFOs a passing grade for talent management.

So, why is this happening? For starters, the competition to attract and retain talent in financial services is no longer contained within the industry itself. It’s no longer feasible to view finance talent as bound to the industry because many of the new skills needed today transcend industries.

This is in large part due to the increasing use of technology and the emergence of new non-traditional roles within finance, such as data scientists, market makers and social and behavioral scientists. Many professionals with these skill sets have little to no experience in finance and may not have an interest in working in the field.

There is also a greater need to build a more diverse workplace, not only in the kind of skills your employees possess but also in terms of demographics, such as gender, age and ethnicity. PwC’s Female Millennial Report found that 85% of respondents felt that “an employer’s policy on diversity, equality and workforce inclusion was important when deciding whether or not to work for that employer.” Moreover, workplace cultures that embrace all backgrounds have been proven to build a more productive and engaged workforce.

Given these challenges, finance organizations need to rethink and re-conceptualize what it means to recruit candidates in the modern talent landscape.

Addressing the Digital Talent Gap in Finance

Financial institutions are in desperate need of IT talent and tech talent. A study conducted by Capgemini and LinkedIn found that 62% of senior leaders in the banking industry expressed a belief that the digital talent gap has been widening in the finance industry.

What’s more, 76% of financial institutions report that they have created new IT roles in the last two years, but they are having a hard time finding the talent they need. Below, we outline a few strategies that can help you bridge the digital talent gap in finance.

recruiting in finance

Add Technology into your Recruiting Mix

AI tools, such as those within PeopleScout’s proprietary platform Affinixtm, can help you quickly identify candidates who have a high probability of changing jobs. This is a crucial advantage in sourcing tech talent early and engaging with them before the competition. Recruiting technologies leveraging predictive analytics can help you evaluate the quality of your recruiting sources and forecast the results of tweaking certain job qualifications, such as required years of experience, job title, credentials and so on.

Revamp Your Job Postings

Typically, job postings in finance are heavy on listing credentials and years of experience. To effectively recruit digital talent, jobs postings on your career page and job boards should emphasize skills such as software proficiency, computer engineering, data management and data analysis. By revamping your job posts, candidates with tech skills will feel more comfortable applying to roles in finance.

Offer a Flexible Workplace

To attract tech talent, it will become increasingly important to offer a more flexible workplace. In the Q3 CFO Signals survey, 45% of respondents expected most finance work to likely be done in real or virtual shared services in three years. This provides an excellent opportunity to offer tech talent with flexible work arrangements, such as remote work and flexible scheduling. Flexible work arrangements not only benefit the employees, they also benefit employers by improving productivity and efficiency.

Attracting and Retaining Millennials in the Finance Industry

Retaining employees is a matter of vital importance in the financial services industry where, according to a PwC report, only 10% of millennials plan to work for the long-term. What’s more, it costs organizations an average of $4,129 to replace an employee according to the Society for Human Resource Management’s Human Capital Benchmarking Report.

The following are some of the top drivers for millennials when considering job opportunities.

Provide Mentorship and Feedback

Millennials tend to be more loyal to their managers than to their employers. This makes it imperative for finance organizations to develop a strong working relationship between leaders and millennial employees. Rather than practicing directive leadership, try to provide millennials with a more collaborative, mentor-oriented approach with one-on-one meetings that involve open discussions, feedback and career advice.

Provide Professional Development Opportunity

Millennials look for professional development opportunities to keep up with fast-paced changes in technology and industry standards, and they value employers that are willing to help pay for these opportunities. According to Gallup’s How Millennials Want to Work and Live, 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job.

By providing clear, structured professional development programs, your organization will be seen as more progressive and attractive in the eyes of millennial candidates. This can be a huge competitive advantage when recruiting in finance.

Values Matter

A Deloitte survey found that “61% of senior millennials (those with higher ranking job titles) chose not to undertake a task at work because it conflicted with their values.” Understanding what values matter most to millennials is vital in attracting them to positions in finance. If millennials feel the work they’re performing is for a greater good, is fair, and is meaningful, will be much more motivated to perform their best and stay with an employer longer.

You should consider your organization’s goals and match them with the values your millennial employees hold as important. Things like sustainability, integrity, community contribution, and customer care are all areas that could be reviewed.

Improving Diversity in Finance

As the makeup of the U.S. workforce continues to diversify, many organizations in the financial services industry have recognized the importance of recruiting and retaining minorities and women in key positions to improve business or organizational outcomes and better serve the needs of a diverse customer base.

Unfortunately, diversity in the finance industry is lacking–especially in leadership roles—and there’s a lot of room for improvement. Here, we highlight strategies to help attract candidates from diverse backgrounds and ways to promote diversity in your workplace more effectively.

Find the Right Diversity Program for Your Organization

There are many types of diversity and inclusion programs that are designed to address the special considerations that arise in a diverse workplace. For example, if your organization is looking to hire more women in management positions, creating an outreach program that seeks out top female finance talent and positions them for success in leadership positions can help achieve this goal.

Create a Culture of Diversity

Rather than simply convening a committee and setting diversity targets, you should create a workplace culture where leadership vocally and visibly supports the spirit of diversity in the workplace. People need to work in a culture that encourages them to bring their diverse skills and experiences to the table. Managers and leaders need to support growth, help raise awareness of opportunities and, as needed, invest in the professional development of employees from diverse backgrounds.

Encourage Individuality

Help employees build confidence in their capabilities and the value of their unique perspectives rather than asking them to conform to a mold. When building teams, look for employees with diverse viewpoints and encourage them to speak up. Employees need to believe that their perspectives are valued and respected.

Conclusion

Whatever individual talent acquisition challenges your organization faces in the recruitment of finance professionals, becoming more agile and flexible in your recruiting strategy is the first step to improving outcomes.

Whether that’s means using data to make smarter and faster hiring decisions or refining your employer branding, the best way to meet these challenges is by rethinking the status quo and being ready to adapt to the talent trends of recruiting in finance.

Talking Talent: Building an Employer Value Proposition and Employer Brand for the Future, Part Two

Posted on by nfuqua

This is the second Talking Talent episode in a two-part conversation about employer value propositions and employer branding. You can listen to the first part of our conversation here. 

After building a strong EVP and employer brand, employers face the challenge of effectively promoting and marketing that brand to candidates and employees. The roll-out and management of an employer brand platform are just as important as the care taken to research and craft that positioning.

For many organizations, it’s easy to show enthusiasm while developing a new EVP, but that same enthusiasm needs to continue through the internal and external launches.

To talk about this, joining us is Simon Wright, Managing Partner of Talent Advisory here at PeopleScout.

With more 20 years of experience in RPO and talent management consulting, Simon brings a global perspective to talent acquisition and engagement—having spent time living and working across the EMEA and Asia-Pacific regions.

As Managing Partner for our Talent Advisory practice, Simon is a trusted advisor to HR and talent leaders. Operating at a strategic level, Simon has a proven track record of building and driving creative and innovative strategic talent programs that positively impact business performance. 

Simon leads an industry-leading (and award-winning) multi-disciplinary team of subject matter experts across the talent lifecycle – including employer brand and EVP, assessment and development, and diversity and inclusion – who deliver impressive outcomes for clients across a range of industries and sectors.

In this episode, Simon explains the importance of an effective internal roll-out and he provides practical advice on how to manage sharing your EVP internally. Then, he explains how to infuse your EVP through every step of the candidate experience. Finally, Simon lays out how you can find a talent advisory partner to help you develop a strong EVP and employer brand for the future. You can listen to the first Talking Talent episode on EVP and employer brand here.

Talking Talent: Building an Employer Value Proposition and Employer Brand for the Future, Part One

Posted on by nfuqua

This is the first Talking Talent episode in a two-part conversation about employer value propositions and employer branding.

As employers face increasing competition for the best talent, a well-defined employer value proposition (EVP) and employer brand strategy have become more important than ever. In a candidate-driven market, employers need to stand out to their target talent audiences through a unified EVP and employer brand. High-quality candidates know what they want out of a future employer, and organizations that don’t effectively show their value to candidates risk losing them to the competition.

To talk about this, joining us is Simon Wright, Managing Partner of Talent Advisory here at PeopleScout.

With more than 20 years of experience in RPO and talent management consulting, Simon brings a global perspective to talent acquisition and engagement—having spent time living and working across the EMEA and Asia-Pacific regions.

As Managing Partner for our Talent Advisory practice, Simon is a trusted advisor to HR and talent leaders. Operating at a strategic level, Simon has a proven track record of building and driving creative and innovative strategic talent programs that positively impact business performance. 

Simon leads an industry-leading (and award-winning) multi-disciplinary team of subject matter experts across the talent lifecycle – including employer brand and EVP, assessment and development, and diversity and inclusion – who deliver impressive outcomes for clients across a range of industries and sectors.

In this episode, Simon makes the business case for investing in EVP and employer brand development. He explains what makes a strong EVP and what steps you need to take to build one at your organization. Simon also walks us through an EVP and employer branding platform built by his team for Linklaters, a global law firm, sharing the background and the impact it made for the organization.

You can listen to part two of this podcast here.

Openreach: Recruiting for Hard-to-Fill Engineer Roles at Scale

Posted on by skatz
Openreach: Recruiting for Hard-to-Fill Engineer Roles at Scale

Openreach: Recruiting for Hard-to-Fill Engineer Roles at Scale

Openreach approached PeopleScout to help recruit for hard-to-fill trainee engineer positions. Our postal code-by-postal code attraction and simplified recruitment process enabled Openreach to fill all roles and to increase applications from diverse candidates.

413 trainee engineer hires
70 % of applications were from diverse candidates
3 months to fill all vacancies

Situation

Openreach recruits 3,500 trainee engineers on an annual basis, with a large proportion of hires made in areas with strong candidate pipelines. However, hiring in Southern England and London proved challenging. So, they approached PeopleScout to support the delivery of 413 trainee engineer hires in these hard-to-fill locations in just three months.

Solution

SOLUTION HIGHLIGHTS

  • Microsite hub
  • Bespoke, postal code-tailored attraction program
  • Simplified application process
  • All roles filled with increased diversity interest

At a Glance

  • COMPANY
    Openreach
  • INDUSTRY
    Telecommunications
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    413 trainee engineers
  • LOCATIONS
    Multiple areas across Southern England and London
  • ABOUT OPENREACH
    Openreach is a subsidiary of BT Group providing phone, broadband and Ethernet services to homes and businesses across the UK.
Let’s Connect

MICROSITE HUB

We worked with Openreach to scope and build a microsite to act as the hub for trainee engineer hiring. 

TAILORING BY POSTAL CODE

Deploying a bespoke attraction program by specific postal codes allowed us to be highly targeted in driving candidate pipelines. All attraction materials drove candidates to the microsite. 

LIGHT-TOUCH PROCESS

In addition, we developed a light-touch simplified recruitment process, which included video interviews and a one-page online application. 

Results

FILLED IN THREE MONTHS

From sign-off to implementation, the service was set up, configured and ready to go live in six weeks—and all 413 roles were filled within three months. 

DIVERSITY BOOST 

Nearly 70% of applications in London postal codes were from diverse candidates, translating into a 53% offer rate. 

TRANSFORMATIONAL

Openreach has said that collaborating with us has been “transformational,” and we’re now working with them on 150 additional hires.

The AA: Ready for ANYTHING? An Experiential Event Drives More Applications

Posted on by skatz
The AA: Ready for ANYTHING? An Experiential Event Drives More Applications

Recruitment Events

The AA: Ready for ANYTHING? An Experiential Event Drives More Applications

The AA engaged PeopleScout to design and host big, bold recruiting events for their call center roles. Through a series of silly, messy tasks, we increased awareness of the AA’s roles and drove more applications.

2 recruitment events
60,000 career site visits
78 % increase in applications

Thousands more careers site visitors. Hundreds more applications. And how did we do it? With 64 fake spiders, 15 liters of custard and one tube of wasabi paste—among other things. This is the story of how we created a fun, conversation-sparking event that captured the essence of the AA employer brand, raised awareness of their call center roles and helped them make the successful hires they needed.

Situation

The AA has two large call centers in Oldbury (near Birmingham) and Newcastle, England. With ambitious hiring targets to meet, they’d used a range of attraction methods, from job boards and paid social media, to taxi wraps and ads at cinemas. They weren’t getting the results they needed, so it was time for something bigger and bolder.

Solution

We discussed and planned the objectives carefully with the talent attraction team and local stakeholders. We wanted to raise general awareness of the organization in local audiences and encourage them to spread the word, so we needed a way of reaching a large number of individuals easily, effectively and creatively. The AA also wanted us to showcase their fun and friendly culture.

Highlights

  • Raising awareness of roles
  • Reflecting a fun and friendly culture
  • Boosting social media activity
  • Increasing careers site visitors
  • Record-breaking application figures

At a Glance

  • COMPANY
    The AA
  • INDUSTRY
    Roadside Recovery Services
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • LOCATIONS
    2 call centers in England
  • ABOUT THE AA
    The Automobile Association (The AA) has been supporting motorists in the United Kingdom since 1905. With over 14 million members, breakdown cover is always their number one priority, but the AA has branched out into finance, insurance, leisure and lifestyle services.
Let’s Connect

A BRAND MESSAGING-ALIGNED EVENT

The “Ready for ANYTHING?” strapline is the central message in all of the AA’s recruitment communications activity, so it made sense to take this message and see just who was Ready for ANYTHING? among local audiences.

FUN TO TAKE PART IN. FUN TO WATCH.

With a big prize to incentivize contestants, the event was built around getting volunteers on stage to take part in a mystery challenge. We built The Random Challenge Generator—a big screen flashing through a series of silly, messy tasks. The contestant pushed a big yellow button to stop the screen, which brought up their challenge. We also engaged a celebrity host to help draw the crowds, engage with the audience and keep the fun moving. We ran two of these shopping center-based outdoor events—one in Newcastle, the other in Birmingham.

PROMOTING THE OPPORTUNITIES

Maximizing social media activity before, during and after the event, we also live-streamed the challenges. Filming on the day enabled us to create short videos for follow-up content to promote the AA’s call center roles. On the event days, we gave out flyers encouraging people to get involved and driving to the AA careers site, while digital screen and on-stage announcements also highlighted the AA’s local career opportunities.

Results

UNPRECEDENTED CAREERS SITE VISIT FIGURES

Social media and event build-up activity drove 60,000 career site visits across the weeks events were held. Before, 1,500 to 2,000 people visited the AA careers site each day. For the Newcastle event, this increased to 5,000 in just one day, with a record high of 7,100 in one day for Birmingham.

RECORD NUMBERS OF APPLICATIONS

While the AA saw a huge increase in applications for their call center in Oldbury, they had record breaking figures for Newcastle. With a month-over-month increase from 576 to 1,026—a 78% increase!

Delivering Diverse Early Careers Applicants in Financial Services

Posted on by akessler
Delivering Diverse Early Careers Applicants in Financial Services

Delivering Diverse Early Careers Applicants in Financial Services

A leading UK financial services group partnered with PeopleScout to improve the candidate experience in their early careers program, resulting in improved candidate diversity.

36 % Increased in Total Applications
39 % of Candidates Identified as Female
47 % Identified as Coming from an Underrepresented Group

Situation

PeopleScout is the long-time RPO partner for this client, supporting candidate management within their emerging talent program to attract more graduates and interns into the their workforce. As recognized leaders of employer brand and candidate experience, our client delivery team presented some recommendations to the organization to improve their hiring journey based on ad-hoc feedback received while interacting with early careers candidates.

Solution

Crafting a Better Candidate Experience

We started by creating a candidate experience audit to measure the informal comments we’d heard. Through a series of internal and external focus groups with graduates and interns who had recently been through the recruitment process, we identified gaps in the candidate communication schedule. Candidates revealed that they were often unsure of where they were in the process, what was coming next and how they should prepare.

With our client first, not process first philosophy, we created a customized plan to address these concerns. We produced a candidate journey guide to help the candidates understand each step of the process. To go along with this, we developed a content plan to provide candidates with the right information at the right time, keeping them informed about next steps.

Supporting the DE&I Directive

We also took the opportunity to boost candidate engagement by personalising email communications and adding visual content which promoted organizational program that would appeal to this young audience, like their well-being initiatives. In addition, to support the client’s DE&I directive, we chose to highlight stories about women and employees from minority backgrounds—especially those in finance and technology focused roles—to decrease the likelihood of these candidates dropping out of the funnel. 

Implementing Candidate NPS

Since we’re always focused on delivery, we implemented a new candidate Net Promoter Score® (NPS) survey to measure the candidate experience and uncover more opportunities for improvements going forward. All candidates, whether hired or not, are asked how likely they are to recommend the bank as a potential employer based on their recent experience with the early careers recruitment program.

Results

Since taking on the management of the Emerging Talent program for this client, we generated a 36% increase in total applications from the previous year, with 39% from female candidates and 47% from candidates from a underrepresented background.

The new candidate survey provided a candidate NPS of 57, which is considered excellent.

“The PeopleScout team are proactive in talking to us about new ideas and at the same time are brilliant at being reactive to business hiring needs. PeopleScout are a true trusted partner and have been fundamental to our hiring delivery and service over the last 20+ years.”

– Senior Resourcing Manager

At a Glance

  • COMPANY
    Leading UK financial services group
  • INDUSTRY
    Financial Services
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory
  • ANNUAL HIRES
    1,500
  • ABOUT THE CLIENT
    A leading UK financial services group has been partnering with PeopleScout for over 20 years, making it one of our longest-standing client relationships. What started as a Talent Advisory engagement has now expanded to include end-to-end volume Recruitment Process Outsourcing (RPO) services, with over 1,500 hires annually across 16 sites, 50 shift patterns and multiple banking brands.
Let’s Connect

Scottish Police: Securing the Future of Policing with Talent Assessment

Posted on by akessler
Scottish Police: Securing the Future of Policing with Talent Assessment

Talent Assessment

Scottish Police: Securing the Future of Policing with Talent Assessment

PeopleScout developed a bespoke assessment process for the Scottish Police Authority to identify top leadership talent.

Situation

The Scottish Police Authority (SPA) was faced with the challenge of hiring an elite group of leaders into the roles of Assistant Chief Constable (ACC) and Deputy Chief Constable (DCC) for Police Scotland. Police Scotland had undergone a wave of change, instability and uncertainty, and they needed a strong leadership team to work collectively and deliver a significant transformational agenda.

They wanted candidates who not only had the operational policing experience, but also the leadership capability to drive a challenging journey of accelerated growth, intense scrutiny and accountability.

The SPA engaged PeopleScout as a strategic talent assessment partner to help them do it.

Solution

A Robust Process

The SPA wanted our Assessment Team to design and deliver a robust process to recruit a number of ACCs and DCCs into Police Scotland. We measured each candidate’s strengths and potential areas of development against indicators from the College of Policing Competency and Values Framework.

A Two-Staged Approach

In stage one, candidates completed an online critical reasoning test and a series of personality assessments. This was followed by an in-depth validation interview with a highly experienced organizational psychologist.

For the second stage, all candidates were invited to attend an assessment center. They were tested by a team of independent, highly experienced assessors across four exercises.

Bespoke Reports

Our assessors collated all the candidate performance information and developed detailed reports on each individual. These also included a set of unique questions that the interview panel could use in the final stage interview to dig deeper and give candidates a final opportunity to demonstrate their capability in a specific competency.

Results

Successfully Appointed Leaders

This robust approach enabled the SPA to successfully appoint three individuals into ACC roles and two individuals into DCC roles as key players in the Police Scotland leadership team.


Confidence in the Future

Our tailored, best practice-based assessment process gave the SPA confidence that the selected individuals would make a significant contribution to the development of policing in Scotland in the years ahead.

At a Glance

  • COMPANY
    Scottish Police Authority (SPA)
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ABOUT SPA
    Scottish Police Authority (SPA) is the independent governing body for policing in Scotland, created to promote, support and oversee improvement in policing.
Let’s Connect

Surrey Police: A Video Call to Action for Detective Constables

Posted on by akessler
Surrey Police: A Video Call to Action for Detective Constables

Recruitment Video

Surrey Police: A Video Call to Action for Detective Constables

PeopleScout created a compelling call to action to attract Detective Constables for Surrey Police with documentary-style video.

Situation

With Surrey bordering the Greater London area, Surrey Police are often in the shadow of The Metropolitan Police in the capital. There’s a perception that only detectives serving in the big city get the chance to work on big cases and solve serious crimes, and that Surrey is quiet and boring. The truth is that Surrey offers that opportunity, plus the training, career progression and work-life balance detectives looking for.

It’s complex. It’s challenging. And it’s rewarding.

Surrey Police needed to recruit experienced Detective Constables from other forces. They engaged PeopleScout and our industry-leading in-house creative team to challenge perceptions about crime fighting in Surrey.

Solution

Surrey Police asked us to create a video that would show experienced Detective Constables from other forces that they could have the career and development they wanted while reassuring the public that Surrey is a safe place to live.

A Research-Based Proposition

Conducting research to understand why detectives worked for Surrey Police, we developed the underlying proposition, “Be the detective you have always wanted to be.”

Compelling Visual Approach

We wanted something that would stand out and resonate with our target audience, inspiring them to uncover the truth in Surrey. So, adopting a compelling TV documentary trailer style, we worked with the filmmaker behind the groundbreaking BBC2 series The Detectives to shoot it—making the result truly cinematic.

Authentic Content

It was crucial to involve real detectives in the video, and at every stage, we worked with the detective team to ensure our film was as close to reality as possible. By conducting audio interviews with the detectives, we were able to match powerful, authentic, statements with the visuals.

Results

The video and accompanying campaign were highly successful in attracting Detective Constables to the Surrey Police.

Significant Increase in Hires

Surrey Police hadn’t expected the campaign to be so successful—they thought a handful of people might apply. But, with 24 hires in 9 months (up from 5 hires in 13 months), the results have really impressed them.

Cost Effective Campaign

With the typical cost to train a new starter as much as £100,000, this campaign built around attracting experienced detectives proved dramatically cost effective at £1,250 per hire.

At a Glance

  • COMPANY
    Surrey Police
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • ABOUT SURREY POLICE
    Surrey Police fights crime and protects communities in the country of Surrey, the third most densely populated county in SE England.
Let’s Connect

Providing a Scalable Solution to Boost Recruiting Capabilities

Posted on by Kate
Providing a Scalable Solution to Boost Recruiting Capabilities

RPO Recruiting for Financial Services

Providing a Scalable Solution to Boost Recruiting Capabilities

A major national financial institution approached PeopleScout to supplement its internal recruiting functions. PeopleScout’s RPO solution provides the client with the scalability and flexibility it needs during high and low-volume hiring periods.

200 Scaling up to 200 recruiters to meet fluctuating demand.
90 % of SLAs met
Dedicated military veteran hiring resources
Dedicated military veteran hiring resources

Scope and Scale

Positions in scope cover a mix of specialist and volume roles including tellers, personal bankers, IT, risk, compliance, audit, finance, mortgage, wealth management and call center representatives.

Situation

The client enlisted PeopleScout as an overflow RPO solution to handle cyclical hiring alongside its in-house recruitment teams in specific lines of business. PeopleScout supports the client with full-cycle RPO, including post-offer acceptance and pre-hire compliance checks. PeopleScout works with the client’s internal recruiters to support the sourcing and screening of candidates and to provide administrative support.

Solution

SOLUTION HIGHLIGHTS

  • Scalable full-cycle support for cyclical hiring needs
  • Consultative support and market intelligence
  • Innovative sourcing solutions
  • Dedicated military hiring resources
  • Project scope expanded

SCALABLE RECRUITING RESOURCES

PeopleScout’s team scales according to the client’s needs, fluctuating in size from approximately 90 members to over 200, helping manage costs while ensuring hiring demands are met.

FULL-CYCLE SUPPORT

PeopleScout acts as full-cycle recruiters, executing each phase of the recruitment process from identifying quality candidates to on-boarding new hires.

A CONSULTATIVE APPROACH

We provide the client with consultative services including market intelligence and innovative sourcing solutions.

Results

8,000 ANNUAL HIRES

Facilitate an average of 8,000 hires per year.

ADAPTED TO CLIENT PROCESSES

Successfully navigate the client’s complex processes and company hiring practices.

EXCEEDED CLASS HIRING GOALS

Exceed the goal for 90% of new hires starting on the same day, as part of a class.

MILITARY HIRING

Help the client achieve annual military hiring goals, dedicating two PeopleScout team members solely to military hiring.

SERVICE EXCELLENCE

Meet 90% of SLAs over the course of the engagement.

At a Glance

  • COMPANY
    Major national financial institution
  • INDUSTRY
    Financial Services
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    8,000
Let’s Connect

HM Treasury: Building Inclusion into the Candidate Experience

Posted on by akessler
HM Treasury: Building Inclusion into the Early Careers Candidate Experience

Early Careers

HM Treasury: Building Inclusion into the Early Careers Candidate Experience

PeopleScout boosted inclusion in the HM Treasury early careers recruitment process to improve diversity.

Situation

Every year His Majesty’s Treasury (HMT) recruits up to 150 graduates for their Graduate Policy Adviser program, offering the chance to shape policies that affect a nation. A popular proposition, they sought PeopleScout’s help to identify the very best candidates from almost 2,500 applications. While well-subscribed, delivering a satisfactory candidate journey had historically proved to be a challenge, and they were keen for our help to improve the application experience.

A key objective was to attract a more diverse range of candidates, reflecting the the UK population they serve. Specifically, they wanted to engage a wider socio-economic, gender, ethnic and disability community. Understanding—and addressing—any adverse impacts on these groups was essential.

Solution

Our goal was to shift the perception that HMT roles are primarily financial when, in fact, communication and analytical skills are the most important abilities. Understanding this helped us to broaden the sweep of our attraction strategy while also developing a strategy to target specific talent groups.

We reviewed all of HMT’s assessment materials to establish their fairness and to ensure they represented best practice. We also monitored every stage of the recruitment process for any adverse impact.

We established a structured schedule of nurture emails, regularly updating candidates on their application status. Our recruitment team supported candidates throughout their entire recruitment journey.

We also applied a reasonable adjustment process, making sure that every candidate with a disability-related request was personally contacted to assess their requirements. For example, a disabled candidate was unable to complete the online test, so we worked with the test provider to replicate the evaluation in Microsoft Excel, and allowed the candidate to complete the test at our offices in London. The candidate was successful and progressed to the next stage.

“The attraction campaign generated 49% of all applications and increased applications from key target audiences—particularly women, those from underrepresented groups and state schools.”

Results

All hiring targets were achieved. The attraction campaign generated 49% of all applications and increased applications from key target audiences—particularly women, those from underrepresented groups and state schools.

HMT was thrilled with the results—so much so that they have asked us to take on further campaigns.

At a Glance

  • COMPANY
    His Majesty’s Treasury (HMT)
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ABOUT HMT
    HM Treasury is the UK government’s economic and finance ministry, maintaining control over public spending and setting the direction of economic policy.
Let’s Connect