Category: Candidate Experience

Protecting Recruitment Integrity in the AI Era 

Posted on by akessler

Generative AI (Gen AI) is disrupting the job-seeking landscape, offering powerful tools that transform CVs, résumés, cover letters and interview preparation. Despite this technological shift, our research, The AI-Enabled Applicant: How Candidates Are Really Using Gen AI in Recruitment, indicates a surprising adoption gap—only one in five UK job seekers currently leverage these AI capabilities. Nevertheless, employers remain concerned about candidates potentially using AI to embellish or misrepresent their qualifications and experience. 

This article marks the third installment in our series examining the implications of our research findings on Gen AI’s role in recruitment. As these technologies continue to reshape hiring practices, organisations must evolve their approaches to preserve assessment integrity while efficiently identifying exceptional talent. Drawing from our research, we’ve developed several actionable strategies for navigating this new reality: 

Set Clear Expectations on AI Usage 

Be transparent about your stance on Gen AI usage throughout the application process. Rather than implementing blanket bans that may be impossible to enforce, consider: 

  • Providing specific guidelines on acceptable AI use (e.g., “Gen AI may be used to help with formatting and improving your CV but not in a way that falsely represents your skills or experience”) 
  • Explaining the rationale behind restrictions to encourage candidate adherence 
  • Including explicit statements in job descriptions and application platforms about AI usage policies and potential consequences for use of Gen AI to create inauthentic applications or assessments 

Clear communication and transparency about how you expect candidates to use (or not use) Gen AI not only helps encourage appropriate candidate application approaches but also demonstrates organisational integrity in an increasingly AI-influenced world. 

Resist Abandoning Proven Methods 

Despite vendors claiming to offer “ChatGPT-proof” and “bias free” online assessments, our assessment psychology experts say caution is warranted: 

  • There is currently limited evidence supporting the effectiveness of many new “AI-proof” assessment methods.
  • Hastily implemented solutions may introduce new biases or inefficiencies—doing more harm than good. 
  • Completely abandoning traditional methods could disrupt established recruitment pipelines. 

Instead, maintain a balanced approach. Focus on strengthening existing processes with strategic modifications that address specific vulnerabilities to Gen AI manipulation. Regularly evaluate and update your processes to respond to emerging AI capabilities. 

Make Application Questions Personal 

Generic questions are particularly vulnerable to AI-generated answers. Design questions that elicit unique, authentic responses, like:  

  • Asking candidates to draw from own unique experience 
  • Requesting concrete examples of how they’ve demonstrated particular skills or values 
  • Incorporating questions about personal motivation and alignment with organisational culture that require genuine self-reflection 

Questions that require candidates to draw from their unique backgrounds and perspectives are inherently more difficult for Gen AI to generate strong and credible answers. 

Develop Unique Questions 

Create bespoke evaluation components. Standard questions are easily accessible online and therefore vulnerable to Gen AI assistance. Instead: 

  • Develop application questions specific to your organisation’s values, challenges and opportunities 
  • Design scenario-based questions that relate directly to the unique aspects of the role 
  • Request detailed responses that demonstrate depth of understanding rather than surface-level knowledge 

Questions that are specific to your organisation and the role push candidates to think beyond any scripted answers. Not only does this reduce the effectiveness of Gen AI, but it’s also better at uncovering candidates’ genuine interest and cultural fit.  

Implement Verification Strategies 

Consider validating CV and application content by: 

  • Referencing and discussing application content during face-to-face interviews
  • Asking candidates to elaborate on or defend specific points from their CV or written applications 
  • Implementing a verification process for all candidates or for a sample 

Informing candidates in advance that verification will occur can itself serve as a deterrent to Gen AI misuse. 

Prioritise In-Person Interviews and Assessments 

Maximise the value of human interaction. While resource-intensive, in-person interviews and assessments remain among the most reliable methods for evaluating candidates in the Gen AI era: 

  • Design high-quality, job-related interview questions with clear evaluation criteria. 
  • Train interviewers to probe for authenticity and consistent understanding of claimed experiences. 
  • Incorporate practical demonstrations or simulations that require candidates to apply skills in real-time. 

The combination of well-designed questions and simulations, and skilled interviewers and assessors, creates an environment where assistance from Gen AI provides minimal advantage. 

Apply Caution with Detection Technologies 

Evaluate AI detection tools critically. While numerous AI detection solutions have emerged, their effectiveness remains questionable. Our assessment psychology experts warn: 

  • We see little to no evidence that they work effectively. 
  • Implementation can be costly and complex. 
  • There are potential fairness concerns, particularly for candidates from diverse backgrounds. 

If considering detection tools, thoroughly evaluate their accuracy and review potential biases. Ensure there is a robust defence case in place to protect against any legal claim made by someone rejected due to assumed detection of Gen AI use.  If the decision is made to use them, consider them as just one element of a comprehensive strategy, in line with new restrictions emerging from the new EU laws around Gen AI use, rather than a standalone solution. 

Conclusion 

By implementing these practical strategies, organisations can navigate the evolving landscape of AI in recruitment while maintaining the integrity of their selection processes. The goal is not to eliminate Gen AI usage from the recruitment process entirely, but rather to ensure that human capabilities and potential remain at the centre of hiring decisions. 

To help organisations make more informed decisions, PeopleScout’s Assessment Design & Delivery team offers a Gen AI Opportunity & Risk Assessment Audit. This comprehensive review of the recruitment process identifies both vulnerabilities and opportunities related to generative AI throughout the candidate journey. Our assessment psychologists give you evidence-based recommendations to help you focus resources on critical vulnerability points, protecting your selection accuracy and diversity outcomes. 

For more Gen AI insights, download the full The AI-Enabled Applicant: How Candidates Are Really Using Gen AI in Recruitment report. 

You May Also Be Interested In:

Employer Value Proposition: Building a Winning EVP Strategy That Attracts Top Talent 

Posted on by nfuqua

Developing a compelling employer value proposition (EVP) has become the cornerstone of successful talent acquisition strategies. Organizations that master their employer value proposition framework consistently outperform competitors in attracting, engaging, and retaining top-tier talent. This comprehensive guide explores how to build an employer value proposition strategy that resonates with candidates and drives measurable recruitment success. 

What is an Employer Value Proposition? 

The employee value proposition, or EVP, is a clear articulation of why your target talent should work for your company over competitors. It captures the essence of your uniqueness as an employer, the “give and get” between you and your employees. 

Once defined, this proposition is a powerful tool and the foundation of any employer brand management strategy. We think of the EVP as a guiding “north star” for all employer brand activities.  

Employer Value Proposition Framework

Key Components of an Employer Value Proposition Framework 

A well-crafted employer branding value proposition should be: 

1. Authentic 

Your EVP should reflect the true culture and values of your organization. If it lacks authenticity—if the employee experience doesn’t match up to your promise—you’ll start to suffer from high attrition and credibility issues when those employees share their experiences. 

2. Aspirational 

Organizations are constantly evolving and striving to grow and achieve their purpose. Your employee value proposition should reflect the vision of the future that your organization imagines for itself and call out the behaviors you are seeking in employees to help you reach that destination. 

3. Unique 

Let’s not forget that you are in competition for talent. So, it’s critical that your brand narrative stands out and is memorable. Generic statements about excellence or respect don’t tell a candidate why they should join you specifically. It’s important to understand what makes a career at your organization distinctive versus your competition. 

4. Compelling 

Find the overlap between what you uniquely offer and what motivates talent in their career choices. Aim for strong alignment between their personal values and ambitions and those of your organization.  

5. Dynamic 

Your current employees are not one homogenous group. They have different roles and responsibilities and come from different backgrounds. As such, your EVP must speak to the diverse group of candidates you want to attract. The messages needed to attract a candidate into a high-volume, entry-level role are very different from those needed to entice a highly specialist senior role. Think about how to nuance your employee value proposition with specific messaging that speaks directly to the concerns and interests of each talent audience.  

Understanding the Difference between Employer Brand and Employer Value Proposition 

EVP and employer branding serve distinct but complementary functions in your talent strategy: 

Employer Brand: Your employer brand encompasses the sum of perceptions and lived experiences of what it’s truly like to work for your organization. 

👉 What is Employer Branding? 

Employer Value Proposition (EVP): Your employer value proposition encapsulates the unique essence of your organization as an employer, outlining the distinct “give and get” between you and your employees. It’s the core promise of working for your company. 

Employer Brand Platform: The internal and external creative and communications you develop and distribute based on your employer value proposition. These materials guide the perception of your employer brand in the marketplace. 

👉 Get Your Essential Guide to Employer Branding

Why Your Employer Value Proposition Matters More Than Ever 

A strong employer value proposition more critical than ever before. Several key factors drive this increased importance: 

Emerging Roles and Critical Talent Shortages 

The rapid pace of technological advancement and digital transformation has created entirely new job categories while simultaneously creating acute shortages in specialized skill sets. From AI engineers and data scientists to cybersecurity specialists and digital marketing experts, organizations are competing for talent in roles that barely existed a decade ago. These emerging professionals often have multiple opportunities and can be highly selective about their employers.  

Additionally, traditional roles are evolving to require new competencies, creating talent gaps even in established fields. Organizations with weak or unclear employer value propositions find themselves unable to attract these high-demand professionals who prioritize purpose, growth opportunities and alignment with their career aspirations. 

Multi-Generational Workforce Dynamics 

Today’s workplace spans multiple generations, each with distinct expectations and motivations. Gen Z candidates prioritize social impact and mental health support, while Millennials seek career advancement and work-life integration. Generation X values stability and recognition, while Baby Boomers appreciate respect and flexibility. Your employer value proposition must speak to these diverse priorities simultaneously. 

Digital-First Candidate Experience 

Job seekers research potential employers extensively online before applying. Your employer value proposition must translate effectively across digital channels, from your careers page to social media presence, online reviews, and employer branding content. 

Remote and Hybrid Work Revolution 

The shift toward remote and hybrid work models has redefined what candidates expect from employers. Your EVP must address location flexibility, digital collaboration tools, home office support and virtual team building initiatives. 

Purpose-Driven Career Decisions 

Many professionals increasingly seek employers whose missions align with their personal values. Your employer value proposition should clearly articulate your organization’s purpose, social responsibility initiatives, and community impact. 

The Problem with Traditional EVP Strategies 

Many organizations continue to rely on outdated EVP approaches that fail to resonate with modern candidates. Traditionally, an employer value proposition strategy can suffer from several critical limitations: 

Static, One-Size-Fits-All Messaging 

Historically, employer value propositions were developed as static documents, created at a single point in time with a “set it and forget it” mentality. This approach has left many organizations with EVPs that haven’t kept pace with rapid technological advancements, evolving workplace expectations, and changing candidate behaviors. 

Limited Stakeholder Input 

Traditional employer value proposition development often relied solely on executive perspectives, neglecting invaluable insights from employees throughout the organization. This top-down approach frequently resulted in EVPs that didn’t accurately reflect the authentic employee experience. 

Generic, Broad-Appeal Messaging 

Conventionally formulated employer value propositions tend to be generalized, aiming to appeal to the broadest possible audience. The unintended consequence is often messaging that feels generic and meaningless to candidates seeking authentic, specific value propositions that address their unique motivations and career aspirations. 

Lack of Differentiation 

Many EVPs rely on similar language and benefits, failing to differentiate the organization from competitors. Phrases like “competitive salary,” “great benefits,” and “collaborative culture” appear in countless EVPs without providing specific, compelling reasons for candidates to choose one employer over another. 

Insufficient Integration Across Touchpoints 

Traditional EVP strategies often exist in isolation, failing to integrate seamlessly across all candidate and employee touchpoints. This disconnect between the employer value proposition and actual candidate experience creates credibility gaps that undermine recruitment efforts. 

How to Develop your Employer Value Proposition  

Developing a compelling employer value proposition requires a systematic, research-driven approach that authentically reflects your organization’s unique strengths while addressing candidate motivations. Here’s a comprehensive framework for creating an effective EVP: 

Step 1: Conduct Comprehensive Research and Analysis 

  • Benchmark Your Employer Brand: Use the Outthink Index to see how your current employer brand stacks up against other organizations in your industry. The Outthink Index is an interactive tool that lets you compare your employer brand across critical touchpoints—from social presence to candidate experience and employee engagement. It’s the perfect starting point for understanding your employer brand. Contact us to receive your custom Outthink Index report. 
  • Employee Listening Sessions: Engage current employees across all levels and departments to understand what they value most about working for your organization. Use surveys, focus groups, and one-on-one interviews to gather authentic insights about the employee experience. 
  • Exit Interview Analysis: Review exit interview data to identify common themes about why employees leave and what could have retained them. This information helps identify gaps in your current employer value proposition. 
  • Candidate Feedback Assessment: Analyze feedback from recent candidates, including those who accepted offers and those who declined. Understanding why candidates choose or reject your organization provides valuable EVP insights. 
  • Competitive Intelligence: Research competitor employer value propositions and employer branding strategies to identify opportunities for differentiation. Analyze job postings, careers pages, and employee testimonials to understand the competitive landscape. 
  • Market Research: Stay informed about broader talent market trends, candidate expectations, and industry-specific considerations that should influence your employer value proposition strategy. 

Step 2: Define Your Unique Value Drivers 

Based on your research, identify the specific benefits, experiences and opportunities that differentiate your organization. Your EVP should highlight authentic strengths rather than aspirational goals that don’t reflect current reality. 

  • Tangible Benefits: Document concrete offerings like compensation packages, benefits programs, professional development opportunities, and workplace amenities that set your organization apart.
  • Intangible Experiences: Identify cultural elements, work environment characteristics, leadership styles, and team dynamics that create unique value for employees. 
  • Growth and Development: Articulate specific career advancement opportunities, skill-building programs, mentorship initiatives, and learning resources available to employees. 
  • Purpose and Impact: Define how employees contribute to organizational success and broader societal impact through their work. 

Step 3: Segment Your Audience 

Different candidate segments value different aspects of the employee experience. Develop targeted employer value proposition messaging for key talent segments: 

  • Role-Based Segmentation: Tailor your EVP messaging for different functions (engineering, sales, marketing, operations, etc.) based on role-specific motivations and career paths. Develop specialized EVP components for high-demand skill sets or hard-to-fill positions where specific value propositions may be necessary. 
  • Experience Level Segmentation: Create EVP variations for early careers talent, mid-career professionals and recruiting senior executives, addressing the unique priorities of each group. 
  • Demographic & Geographic Segmentation: Consider generational differences, geographic preferences and diversity considerations when crafting your employer value proposition messaging. 

Step 4: Craft Compelling, Authentic Messaging 

Transform your research insights into clear, compelling employer value proposition statements that resonate with target candidates: 

  • Lead with Your Strongest Differentiators: Prioritize the most unique and valuable aspects of your employee experience in your core EVP messaging.
  • Use Specific, Concrete Language: Replace generic terms with specific examples and measurable benefits that candidates can easily understand and evaluate. 
  • Include Employee Voices: Incorporate authentic employee testimonials and quotes that bring your employer value proposition to life through real experiences. 
  • Balance Current Reality with Future Vision: Ensure your EVP accurately reflects the current employee experience while also communicating your organization’s commitment to continuous improvement and growth. 

Employer Value Proposition Examples and Best Practices 

Learning from successful employer value proposition examples can help illustrate how leading organizations differentiate themselves in competitive talent markets. Here are some EVP examples of how PeopleScout has helped our clients. 

Case Study: Wates Construction’s Diversity-Focused Employer Brand 

UK construction company Wates faced the challenge of recruiting 81 trainees across 21 roles while overcoming the construction industry’s traditional image and attracting diverse talent to a male-dominated field. Despite their 125-year legacy, limited brand awareness hindered their ability to stand out in a crowded market. 

By developing personas through extensive research, we helped Wates create a compelling employer value proposition centered on, “Creating tomorrow together.” Their EVP emphasized individual impact on company legacy, work-life balance and inclusivity. They supported this messaging with bold, vibrant visuals that contrasted with typical industry imagery and redesigned their assessment process for accessibility. 

Results: The new employer brand platform generated 7,918 applications with 30% from women. We assessed 343 candidates, resulting in one-third of offers going to women, a big win given that women are underrepresented in the industry. 

Case Study: Retailer’s Tech Talent EVP Transformation 

A leading grocery retailer faced a significant challenge: while transitioning to become a tech-forward organization with 50% of new hires in digital roles, their employer brand was still perceived as purely retail-focused. Tech professionals couldn’t see past the shop floor to recognize the complex technical challenges available. 

Through research with both internal tech teams and external digital professionals, they discovered that tech talent prioritized projects that involved tackling challenging problems, collaborative cultures, flexible work environments and tangible impact. The retailer redesigned their employer value proposition around these insights, positioning themselves as “the perfect blend of nimble start-up with big business backing.” 

Results: A 39% increase in LinkedIn engagement, 17,000+ tech professionals joined their LinkedIn community, and 66% increase in visits to their tech careers page over three years. 

Case Study: Global Beverage Manufacturer’s APAC EVP Localization 

A global beverage manufacturer needed to localize their employer value proposition across diverse Asian markets including China, Japan, South Korea, India, and Vietnam. They faced unique challenges:  

  • Emerging talent viewed the company as short-term employment 
  • Consumer goods weren’t seen as prestigious careers 
  • Cultural sensitivities around alcoholic beverages created additional barriers 

Through comprehensive research including competitive analysis, employee focus groups and cultural consultations, PeopleScout developed a flexible EVP framework that could be customized for each market while maintaining core brand consistency. The solution leveraged their well-known consumer brands to build employer brand recognition and addressed local cultural nuances. 

Results: A validated EVP framework for each Asian market, localized recruitment marketing toolkits, and targeted messaging successfully repositioned the company as a long-term career destination for emerging talent. 

Your Employer Value Proposition as a Strategic Advantage 

A well-crafted employer value proposition serves as your organization’s most powerful recruitment and retention tool. Organizations that invest in developing authentic, compelling and differentiated EVPs consistently outperform competitors in attracting top talent, reducing turnover and building strong employer brands. 

The key to EVP lies in balancing authenticity with aspiration, ensuring your employer value proposition accurately reflects current employee experiences while communicating your organization’s commitment to continuous improvement and growth. By following the EVP framework outlined in this article, you can develop an employer value proposition that not only attracts exceptional talent but also supports long-term organizational success. 

What is Employer Branding? And Why It’s Talent Acquisition’s Secret Weapon

Posted on by akessler

Attracting and retaining top talent goes beyond offering a good salary. Candidates are looking for more than just a job; they’re seeking a purpose, a positive culture, and a company that aligns with their values. This is where employer branding comes in. But what is employer branding, exactly? 

Simply put, the employer branding definition is your company’s reputation as an employer—the unique identity you present to both your current employees and prospective hires. It’s an individual’s perceptions and lived experiences of what it’s like to work for your organization. Think of it as your company’s promise to its employees—what it’s like to work for you, the values you uphold and the employee experience you provide. 

👉 Get Your Essential Guide to Employer Branding. 

What are the Benefits of Employer Branding? 

Understanding what employer branding is is just the first step. The real question is, why should you invest in it? The benefits of a strong employer branding strategy are multifaceted and directly impact your organization’s bottom line: 

  • Attract Top Talent: A strong employer brand makes your company more appealing to highly skilled individuals. When candidates perceive your organization as a desirable place to work, you naturally attract a larger and more qualified talent pool. This significantly reduces time-to-hire and the cost of recruitment. 
  • Reduce Recruitment Costs: With a positive reputation, you’ll spend less on advertising and external recruitment agencies. Candidates will be actively seeking you out, rather than the other way around. This improved candidate experience leads to more efficient hiring. 
  • Boost Employee Engagement and Productivity: A strong employer brand fosters a sense of belonging and pride among your existing workforce. Engaged employees are more productive, innovative, and committed to the company’s goals. This contributes to a healthier and more dynamic workplace culture. 
  • Improve Employee Retention: Employer branding isn’t just about attracting new hires; it’s also about keeping your current ones happy. A positive employer brand reinforces employee loyalty and satisfaction, reducing turnover rates. When employees feel valued and proud of where they work, they’re less likely to look elsewhere. 
  • Enhance Business Reputation: Your reputation as an employer directly impacts your overall business reputation. Companies known for their excellent employer brand are often perceived as more trustworthy and successful in the market, attracting not only talent but also customers and investors. 
what is employer branding

What is an Employer Value Proposition (EVP)? 

Integral to understanding what an employer brand is is grasping the concept of an Employer Value Proposition (EVP). Your EVP is the heart of your employer brand. 

The employee value proposition (EVP) is a clear articulation of why your target talent should work for your company over competitors. It captures the essence of your uniqueness as an employer, the “give and get” between you and your employees. 

Once defined, this proposition is a powerful tool and the foundation of any employer brand management strategy. We think of the EVP as a guiding “north star” for all employer brand activities. 

A well-defined EVP and employer brand encompasses: 

  • Compensation & Benefits: Base salary, bonuses, health insurance coverage, retirement plans and paid time off. 
  • Career Pathways & Development: Opportunities for learning, growth, promotions and skill development. 
  • Work Environment: Company culture, team dynamics, work-life balance, flexibility and physical workspace. 
  • Company Culture: Values, mission, leadership style, recognition programs and a sense of community. 
  • Impact & Purpose: The meaningfulness of the work, the company’s societal contributions and how individual roles contribute to the bigger picture. 

Your EVP defines what makes your company a unique and desirable place to work. It’s what you promise to your employees, and effectively communicating this promise is the cornerstone of a strong employer branding strategy. 

how to improve employer branding

Key Components of a Winning Employer Brand Strategy 

In addition to defining your EVP, developing a robust employer branding strategy involves several crucial elements. The Outthink Index by PeopleScout evaluates employer brand across nine segments:  

Employee Experience 

Modern employees seek comprehensive support beyond salary, including professional growth, well-being, and alignment with personal values. Your employer brand should showcase flexible work policies, benefits, diversity initiatives, career development opportunities and work-life balance on their career pages and candidate touchpoints. 

Content Strategy 

Content serves as the primary vehicle for telling your employer brand story through various formats like social media, videos, testimonials and digital experiences. Effective content should provide authentic insights, demonstrate company values in action, create emotional connections with candidates and establish credibility while differentiating from competitors. 

Social Media Presence 

With the majority of job seekers using social media in their search, these platforms are critical for a strong employer brand. The Outthink Index evaluates social media strategy through three dimensions: Reach (consistent posting and employee advocacy), Authority (thought leadership and industry expertise), and Impact (meaningful metrics like engagement rates and candidate conversion). 

Search Optimization 

SEO is crucial for employer branding since hundreds of millions of job searches occur monthly through search engines. Organizations must optimize job postings and career sites with strategic keywords, ensure mobile-friendliness, integrate with relevant job boards, and create easy-to-navigate career sites to appear in top search results. 

User Experience 

User experience (UX) encompasses every digital touchpoint in a candidate’s journey from discovery to application completion, serving as a virtual window into workplace environment. Critical UX elements include mobile-first design, intuitive navigation, fast loading times, accessible content, and seamless integration across platforms to prevent losing potential applicants. 

Candidate Experience 

The candidate experience serves as the most authentic advertisement for your employer brand, with every interaction showcasing organizational values and culture. Key elements include clear job descriptions, transparent processes, regular communication, constructive feedback, and streamlined interviews, especially since candidates could share negative experiences online. 

employer brand strategy

How to Improve Employer Branding 

So, you understand what employer branding is and why it’s importance. Now it’s time to ask how to improve employer brand? Here are actionable steps: 

  • Benchmark Your Employer Brand: Use the Outthink Index to see how your current employer brand stacks up against other organizations in your industry. The Outthink Index is an interactive tool that lets you compare your employer brand across critical touchpoints—from social presence to candidate experience and employee engagement. It’s the perfect starting point to identify opportunities to enhance your employer brand. Contact us to receive your custom Outthink Index report. 
  • Conduct an Audit: Start by gathering feedback from your current employees. Use surveys, focus groups, and exit interviews to understand their perceptions of working at your company. What are their pain points? What do they love? This internal perspective is invaluable for shaping your employer brand messaging. 
  • Craft Your Story: Authenticity is key. Share compelling stories about your company culture, employee successes, and the impact your organization makes. Utilize various channels like your career site, social media, employee testimonials and blog posts to showcase your employer brand messaging. 
  • Engage on Social Media: Use platforms like LinkedIn, Instagram, and even TikTok to showcase your company culture. Share behind-the-scenes glimpses, employee spotlights and company events. Respond to comments and engage with your audience. 
  • Leverage Employee Advocacy: Your current employees are your best brand ambassadors. Encourage them to share their experiences and become advocates for your company. Employee generated content (EGC) is incredibly powerful and believable because genuine testimonials are far more impactful than corporate messaging. 
  • Optimize Your Online Presence: Your career website is often the first point of contact for potential hires. Ensure it’s informative, engaging and reflective of your employer brand. Maintain an active and positive presence on professional networking sites and social media platforms. 
  • Measure and Adapt: Employer branding is an ongoing process. Regularly assess the effectiveness of your strategy through surveys, feedback and key recruitment metrics. Be prepared to adapt and evolve your approach based on insights and changing market trends. 

Employer Brand & RPO: A Strategic Partnership 

When seeking to build or enhance your employer brand, considering a partnership with a Recruitment Process Outsourcing (RPO) provider that specializes in employer branding can be a highly advantageous move. An RPO is more than just a staffing agency; it’s a strategic partnership where an external provider manages all or part of your recruitment functions. 

An RPO with extensive employer brand expertise integrates employer brand strategy directly into the hiring workflow, ensuring consistency and effectiveness from the very first candidate touchpoint. This holistic approach ensures that your employer brand isn’t just a marketing exercise but is woven into every aspect of your talent acquisition process. 

👉 Learn more about PeopleScout Talent Advisory solutions. 

RPO + Employer Brand Agency: PeopleScout Offers the Best of Both 

While an employer branding agency can offer valuable creative and strategic guidance, an RPO partner with inherent employer branding capabilities provides a deeper, more integrated solution. PeopleScout offers the best of both with one of the largest in-house talent advisory teams in the industry.  

  • Holistic Integration: As both employer brand agency and RPO, we deliver an employer brand strategy or campaign and then implement it throughout the recruitment process daily. This means your employer brand isn’t just designed; it’s actively lived and reinforced through every candidate interaction, from initial outreach to onboarding. Our recruitment delivery teams ensure your EVP is reflected in job descriptions, interview processes and candidate communications. 
  • Real-Time Data & Iteration: We are constantly engaged in the recruitment market, gaining real-time access to data on candidate perceptions, response rates and market trends. This allows us to gather immediate feedback and make iterative adjustments to your employer branding strategy, ensuring it remains effective and responsive to the talent market. Other agencies might provide periodic reports, but we offer continuous optimization. 
  • Efficiency & Cost-Effectiveness: By offering both RPO and talent advisory solutions, PeopleScout can offer significant cost savings compared to building an internal team or managing multiple external vendors (like an agency for branding and another for recruitment execution). The integration of employer branding within our core service streamlines the entire process. 
  • Scalability & Agility: Our RPO solutions offer flexibility to scale recruitment efforts up or down quickly, adapting to your changing hiring needs. This includes scaling employer branding activities in parallel. Leveraging a separate employer brand agency might require new contracts or project scopes for increased demand, whereas we can embed it in our operational flow. 
  • Accountability for Recruitment Outcomes: Ultimately, an RPO is accountable for filling your open roles. With our extensive expertise in employer branding, we directly link brand strength to recruitment success metrics (e.g., time-to-hire, quality of hire, cost-per-hire). An employer branding agency’s accountability typically ends with the delivery of brand assets or a campaign.

By choosing an RPO with robust employer branding capabilities, you gain a strategic partner that not only understands what employer branding is but actively embeds it into every step of your talent acquisition lifecycle, leading to superior hiring outcomes and a more compelling presence in the talent market. 

The Future of Work and Employer Branding 

As the world of work continues to evolve, so too does the importance of employer branding. Companies that invest in clearly defining and promoting their employer brand will be the ones that thrive. By answering the question “What is an employer brand?” and committing to a thoughtful, authentic strategy, your organization can build a magnetic reputation that attracts, engages, and retains the talent essential for future success. 

The Truth About Gen AI & Job Seekers: 3 Insights from Our Latest Research 

Posted on by akessler

The intersection of generative AI (Gen AI) and job seeking has garnered significant attention, with numerous tools available to help candidates with résumés, CVs, cover letters and interview preparation. Media coverage suggests widespread adoption, but actual prevalence isn’t that clear. 

To move beyond the hype and establish a clearer picture of the use of Gen AI across the broad population of job seekers, PeopleScout commissioned YouGov to conduct a comprehensive survey of 1,000 members of the UK public who had changed jobs within the previous 12 months. Our new research report, The AI-Enabled Applicant: How Candidates Are Really Using Gen AI in Recruitment, aims to provide clarity on real usage patterns and to better understand the potential implications for recruitment—especially amongst concerns that candidates might use these technologies to misrepresent their skills and experiences. 

This article is the first in a series exploring the data and grappling with the implications of Gen AI use amongst candidates. Read on for three key findings from our report. 

1. Gen AI Usage Amongst Candidates Isn’t as Prevalent as You Might Think 

While media narratives often portray Gen AI usage as nearly universal among job seekers, our research indicates a more measured reality. Our study reveals that fewer than one in five people (18%) who changed jobs in the UK in the last year used Gen AI at any point in their job search.   

This is considerably lower than media reports have suggested, and it’s lower than we were expecting given Gen AI tools have been freely available since November 2022. This calls for a reality check on the hype.  

It’s easy to see how employers could see media content—alongside indicators of Gen AI use in their own candidate pools—and overestimate the frequency of Gen AI-enhanced applications. However, at this point the evidence suggests that the vast majority of job seekers from the general population are not using Gen AI to assist their job search or applications.   

2. Interviews Seem Safe…For Now 

Just 9% of those using Gen AI at any point in the recruitment process used it to support their pre-recorded interviews. This was unexpectedly low, given the number using it to help with résumés, CVs and applications. It may be that its value in helping to prepare and practice for interviews is less well understood or harder to achieve. For example, Gen AI tools may need more sophisticated prompting to get high quality support for interview preparation.   

For candidates who used Gen AI at some point and who had a live virtual interview as part of their selection process, only 8% used Gen AI to help with this but, significantly, almost half of this group disclosed that they had used it for live support during the interview. Live interviews were previously a protected space from Gen AI use, and although this is reported by just handful of job seekers, it clearly suggests that real-time assistance during live virtual interviews is happening—and we would assume this is likely to increase.    

It isn’t evident from our survey exactly what type of live Gen AI assistance candidates were using, but newer Gen AI capabilities of ‘listening’ and responding in real time with a conversational style could allow candidates to deliver inauthentic answers without detection. This is something employers are likely to want to keep under observation and consider acting on, redesigning interview questions to make it harder to use Gen AI for deceptive purposes. Despite this, our survey indicates that this kind of potentially disruptive use is low amongst job changers and not a major cause for alarm at this point.   

3. No One’s Talking About It 

Perhaps most revealing for employers is that of those applicants who used Gen AI, only 38% would be willing to disclose their use to employers. The remaining 62% either wouldn’t disclose or are uncertain about whether they would—a concerning reality check for employers attempting to protect the integrity of their recruitment process.  

It begs the question—could this behaviour be driven by employers? According to our survey, employers rarely mention Gen AI usage in their communications with candidates. Only 5% of all job changers said their future employers spoke to them about Gen AI during the recruitment process. And for the few who did hear about it during recruitment,, 35% were told not to use it.   

The number of employers failing to communicate about AI in recruiting may contribute to candidates’ reluctance to discuss their Gen AI usage with employers due to an assumption that employers’ silence on the matter indicates that Gen AI use is inappropriate or unacceptable, and to reveal use of it would negatively impact their chances of getting an offer. 

Gen AI Opportunities & Risks 

Navigating this complex landscape effectively often requires specialized expertise and support. Working with a talent partner with deep assessment expertise can provide crucial advantages in maintaining recruitment integrity while achieving business objectives.  

As leading providers of talent assessment solutions, PeopleScout’s Assessment Design & Delivery team offers a Gen AI Opportunity & Risk Assessment Audit to provide organizations with a comprehensive review of their recruitment processes, identifying both vulnerabilities and opportunities related to generative AI throughout the candidate journey. This independent audit, grounded in psychological expertise, stress-tests each assessment element within your specific recruitment context to determine how Gen AI might impact selection accuracy and diversity outcomes. The resulting evidence-based recommendations allow employers to strategically focus resources on critical vulnerability points while potentially leveraging beneficial AI uses, enabling informed decisions about whether to accept, prevent or adapt to candidates’ use of Gen AI tools based on your organizational values and objectives. 

For more Gen AI insights, download the full The AI-Enabled Applicant: How Candidates Are Really Using Gen AI in Recruitment report. 

You may also be interested in: 

The AI-Enabled Applicant: How Candidates Are Really Using Gen AI in Recruitment

Posted on by akessler

The AI-Enabled Applicant

How Candidates Are Really Using Gen AI in Recruitment

Is generative AI (Gen AI) disrupting your recruitment process? Our exclusive research with YouGov unveils what’s actually happening right now—and the results might surprise you.

While headlines scream about AI taking over job applications, our fresh data shows the nuanced reality of how candidates in the UK are really using these tools in 2025.

In this comprehensive report, you’ll discover:

  • The true adoption rate of Gen AI by job seekers (spoiler: it’s not what most experts predicted)
  • Which specific recruiting touchpoints are most vulnerable to Gen AI impact
  • Unexpected findings about candidate attitudes toward disclosing Gen AI usage
  • Actionable strategies to protect assessment integrity without fighting technology

Don’t Base Critical Hiring Decisions on Outdated Information

As some organizations implement extreme measures like blanket AI bans, others are finding smarter, more sustainable approaches that embrace innovation while maintaining recruitment quality. Download the report now to get ahead of this rapidly evolving challenge and transform potential threats into competitive advantages for your recruitment strategy.

Employer Brand Social Media Strategy: Tactics for Building Your Buzz

Posted on by jpatel

Candidates can see and engage with your brand at hundreds of touchpoints before ever seeing a job posting or visiting your career page. Prospective employees research companies extensively through social media, employee reviews and digital content long before they consider applying. With remote and hybrid work now standard, an organization’s digital presence has become the primary way candidates form impressions about company culture and values. While this shift may sound daunting at first, digital recruitment marketing and the rise of social media mean organizations today can spread their message and establish a strong knowledge of their employer brand with prospective candidates—often before those candidates even think about looking for a job. Regardless of the economic climate and whether we’re experiencing talent shortages or market abundance, a strong employer brand social media strategy is imperative to an employer’s recruitment mix.

Building Your Employer Brand Social Media Strategy

Regardless of the platform, simply posting job openings isn’t going to cut it. Instead, think about how you can best show prospects what it’s truly like to work for your organization—whether that means showcasing your hybrid work culture, office environment, or remote team collaboration. In addition to insightful thought leadership, share employee activities, first-person stories, and authentic content that shows candidates how they can contribute and connect to your company in ways beyond their skills.

Let’s look deeper into how you can improve your employer brand social media presence on each of the five major social media channels and how you can utilize each of their unique features to your benefit.

LinkedIn

As the largest professional network, LinkedIn remains unmatched for B2B employer branding. With more than 900 million registered users globally, nearly half of whom are active monthly, it’s the number one platform to reach both passive and active prospective candidates across all experience levels.

Reach more candidates by:

  • Posting career advice and industry insights
  • Encouraging employee advocacy and content sharing
  • Using LinkedIn’s native video and document features
  • Leveraging LinkedIn Stories and newsletters
  • Optimizing your company page with relevant keywords
  • Utilizing LinkedIn Live for virtual events and Q&As

Instagram

With over 2 billion monthly active users, Instagram has become essential for reaching talent and showcasing company culture visually. The platform’s engagement rates consistently outperform other networks, making it ideal for building authentic connections with potential candidates through visual storytelling.

Engage employees and candidates with:

  • Instagram Stories and Reels (the platform’s fastest-growing features)
  • Story highlights for evergreen content
  • Creative feed posts and carousel content
  • Instagram Live sessions
  • IGTV for longer-form content
  • Comments, DMs and interactive stickers
  • Behind-the-scenes content and employee takeovers

TikTok

With over 1 billion monthly active users and the fastest-growing user base among social platforms, TikTok has become crucial for reaching Gen Z and millennial talent. The platform’s algorithm-driven content discovery makes it possible for employer brand content to reach massive audiences organically.

Capture attention and showcase culture with:

  • Short-form video content (15-60 seconds)
  • Trending sounds and hashtags
  • “Day in the life” employee content
  • Behind-the-scenes workplace footage
  • Company culture challenges and trends
  • Authentic, unpolished content that feels genuine
  • Employee-generated content and takeovers

X (formerly Twitter)

With approximately 450 million monthly active users worldwide, Twitter remains valuable for real-time engagement and thought leadership. The platform’s fast-paced nature makes it ideal for sharing timely insights, participating in industry conversations, and showcasing your company’s voice and values.

Utilize:

  • Industry conversations and trending topics
  • Twitter Spaces for live audio discussions
  • Thread-style content for deeper insights
  • Retweets with thoughtful commentary
  • Quick responses to showcase company personality
  • Employee advocacy through authentic sharing

Facebook

With nearly 3 billion monthly active users, Facebook offers the largest potential reach and sophisticated targeting capabilities. While younger demographics have shifted away from the platform, it remains valuable for reaching experienced professionals and building community around your employer brand.

To showcase your industry expertise as well as your company culture, take advantage of:

  • Facebook Groups for building professional communities
  • Facebook Live for virtual events and behind-the-scenes content
  • Detailed targeting options for recruitment advertising
  • Facebook Events for job fairs and company events
  • Employee advocacy through sharing and tagging
  • Facebook Insights for detailed analytics and optimization

Case Study: Employer Brand Social Media Strategy in Action

The Challenge: The UK Civil Service Fast Stream graduate program had no shortage of applicants, but faced a critical diversity problem. Research revealed that underrepresented groups perceived the Civil Service as “stuffy,” “outdated,” and only accessible to elite backgrounds—despite the organization’s goal to reflect the communities they serve.

The Employer Brand Social Media Strategy: Rather than traditional graduate recruitment advertising, PeopleScout developed an innovative influencer marketing approach specifically designed to reach diverse talent where they already engage online.

Key Tactics:

  • Partnered with Vee Kativhu, a YouTube influencer and Oxford graduate who advocates for underrepresented students, to create authentic “day in the life” content
  • Leveraged her 250,000+ YouTube subscribers plus Instagram and LinkedIn networks
  • Amplified reach through 12 diverse nano-influencers with targeted followings
  • Created genuine, behind-the-scenes content that challenged preconceptions about government work

Results That Matter:

  • 3,200+ increase in applications from diverse backgrounds
  • 18,056 views on YouTube in less than 48 hours (36,000+ total)
  • 351,304 social media impressions across the campaign
  • Significant increase in candidate diversity, including ethnic minorities, LGBTQ+ individuals, and those with disabilities or from lower socio-economic backgrounds
employer brand social media

Why It Worked: By meeting candidates on platforms they already trusted and using voices they could relate to, the Civil Service transformed perceptions and attracted talent that traditional job postings never could have reached. The campaign proved that innovative social media strategies can solve complex diversity challenges while staying cost-effective.

Conclusion: Employer Brand & Social Media

It’s no secret that candidates are going to research your organization prior to applying for any of your positions or even considering you as a potential employer. By balancing postings on job boards with an employer brand social media strategy and other touchpoints along the hiring process, you can create a well-respected online presence that accurately represents your employer brand and company culture. So, the next time a candidate researches your company, reads reviews or looks at what current employees are saying online, rest assured that a strong employer brand social media presence and strategic recruitment campaign will give you all you need to create a lasting impact in a candidate’s mind.

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. 

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

Breaking Barriers: Social Mobility in Early Careers  

Posted on by akessler

In the United Kingdom, social mobility has gained more attention in recent years, particularly in relation to early career opportunities and their impact on an individual’s life trajectory. Social mobility refers to the movement of individuals or groups between different socio-economic positions within society—either upward (improving one’s social status) or downward. The impact that early career choices can have on social mobility cannot be overstated. The decisions made in the formative years of one’s professional life often set the stage for future opportunities, earning potential and overall quality of life. 

Currently, the state of social mobility in the UK presents a complex picture. While progress has been made in some areas, significant challenges remain. The article explores the social mobility landscape and offers ways your early careers recruitment program can make a difference. 

Historical Context of Social Mobility & Work 

To understand the current state of social mobility in the UK, it’s essential to consider the historical context of social class in the country. Traditionally, British society was stratified, with divisions between the working class, middle class and upper class, which often determined an individual’s life chances from birth. 

Over the past century, however, there has been a gradual evolution in social mobility. The post-World War II era saw significant changes, with the establishment of the welfare state, expansion of educational opportunities, and changes in the labour market contributing to increased social mobility. The 1950s and 1960s, in particular, are often referred to as the “golden age” of social mobility in the UK. 

Key policies and reforms have played a crucial role in shaping social mobility. The Education Act of 1944, which introduced free secondary education for all, was a landmark policy. The expansion of higher education in the 1960s and 1970s, including the establishment of new universities, also opened up opportunities for many. More recently, initiatives such as the introduction of the National Minimum Wage in 1999 and the Equality Act 2010 have aimed to reduce economic disparities and discrimination. 

Current Challenges for Social Mobility in Early Careers 

Despite progress, significant challenges remain in achieving social mobility, particularly for early careers talent. These challenges can be broadly categorized into three main areas: education disparities, employment opportunities, and socioeconomic factors. 

Education Disparities 

Access to quality primary and secondary education remains uneven across the UK, creating a foundation for career inequalities that can persist throughout an individual’s life. Schools in disadvantaged areas often struggle with limited resources and difficulties in recruiting and retaining experienced teachers. This creates a challenging environment where students from working-class backgrounds must overcome significant obstacles to compete with their more privileged peers.  

While overall university participation has increased in recent decades, students from disadvantaged backgrounds continue to face significant barriers in accessing higher education, particularly at elite institutions. Those who do secure places at universities often face additional challenges that their more privileged peers may not encounter, including financial pressures, lack of academic support networks and the need to balance studies with part-time work. These factors contribute not only to lower completion rates but also to reduced opportunities for networking, internships and extra-curricular activities that are often crucial for early career success. 

Moreover, those who do attend are more likely to drop out before completing their degrees. Recent data from the Office for Students highlights that students from the most deprived backgrounds are significantly less likely to complete their university courses, with only 82% finishing their studies compared to 92% of students from the most advantaged groups. This 10-percentage point gap represents thousands of talented individuals whose potential remains unfulfilled.  

The compounding effect of these educational disparities creates a concerning pipeline problem for social mobility in early careers. When students from working-class backgrounds face barriers at each stage of their educational journey, their ability to compete for prestigious graduate schemes and career advancement opportunities is significantly compromised. This perpetuates existing social inequalities and limits the diversity of talent that organizations can access. 

Employment Opportunities 

The transition from education to employment represents a critical juncture where social mobility often stalls, particularly in the realm of internships and entry-level positions. Recent research by the Sutton Trust reveals a troubling picture of how internships—increasingly essential for launching successful careers—have become a mechanism that reinforces rather than reduces social inequality. 

Thirty-one percent of new graduates secured full-time employment through internship experience. However, access to these crucial opportunities remains heavily skewed by social class. The data shows a stark disparity: while 55% of middle-class graduates complete internships, only 36% of their working-class peers do the same. More concerning still, this gap has widened from 12 to 19 percentage points since 2018, indicating that the problem is getting worse, not better. 

The financial barriers to accessing internships are substantial. The research reveals that 61% of internships offer inadequate compensation with 23% paying less than minimum wage and 21% entirely unpaid. This creates an obvious barrier for those from less privileged backgrounds. The impact is clear in the finding that 40% of unpaid interns rely on parental financial support—up significantly from 26 percent in 2018—effectively excluding those whose families cannot afford to subsidize their early career development. 

Image repeats text above. The financial barriers to accessing internships are substantial. 61% of internships offer inadequate compensation with 23% paying less than minimum wage and 21% entirely unpaid. 40% of unpaid interns rely on parental financial support—up significantly from 26 percent in 2018 —effectively excluding those whose families cannot afford to subsidize their early career development. 

The problem is compounded by how these opportunities are distributed. Internships are almost twice as likely to be secured through family and friends who work within an organization compared to through advertised positions. This “hidden job market” creates a double disadvantage for working-class graduates: not only are they less likely to be able to afford unpaid or low-paid internships, but they are also less likely to have the social connections necessary to access these opportunities in the first place. 

Socioeconomic Factors 

The interplay between educational disparities and employment barriers reveals a deeper structural challenge: how socioeconomic advantages create self-reinforcing cycles that perpetuate inequality across generations. This system of inherited privilege manifests in both obvious and subtle ways, creating what many now refer to as the “nepo baby” phenomenon—where family connections and inherited social capital play an outsized role in career advancement. 

Those from privileged backgrounds often have access to “social capital”—a network of relationships that can provide insider knowledge about opportunities, make introductions to hiring managers and offer informal mentoring. This can be as valuable as formal qualifications, creating a parallel pathway to success that remains inaccessible to those outside these networks. 

This advantage is compounded by the rising cost of living, particularly in major urban centres where higher paying career opportunities are concentrated. Those from wealthy families can afford to take unpaid internships, pursue additional qualifications, take career risks, and build professional networks through expensive social activities and events. 

Image shows a quote from the article, "This “hidden job market” creates a double disadvantage for working-class graduates: not only are they less likely to be able to afford unpaid or low-paid internships, but they are also less likely to have the social connections necessary to access these opportunities in the first place."

Meanwhile, those from working-class backgrounds face financial constraints that force them to prioritise immediate income over long-term career development. The rising cost of living, coupled with stagnant wages in many sectors, makes it increasingly difficult to save money or invest in further education and training that could enhance their career prospects. 

The impact of these socioeconomic factors extends beyond individual careers to shape entire organizational cultures. When leadership positions are disproportionately filled by those from privileged backgrounds, it can create blind spots in understanding the barriers faced by others and perpetuate hiring and promotion practices that favour candidates with similar backgrounds.  

Recruitment Best Practices to Improve Social Mobility in Early Careers 

To effectively promote social mobility in early careers, organizations need to implement fair and inclusive recruitment practices, particularly during the critical assessment centre stage. The following best practices can significantly improve fairness and support for candidates from diverse backgrounds, helping to break down the systemic barriers identified earlier in this article. 

Contextual Recruitment 

Academic achievements and experience must be evaluated within the context of a candidate’s circumstances in order to achieve a fair assessment. Contextual recruitment are practices that acknowledge and accommodate the limiting and complex factors influencing applicants from deprived circumstances.  

Tactics to consider: 

  • Contextualized Applications: Implement systems that consider candidates’ achievements in the context of their background. For example, an applicant who achieved ABB at A-level while attending a low-performing school and facing socioeconomic challenges might be considered equivalent to a candidate with AAA from a high-performing school in an affluent area. 
  • Diverse Shortlisting: Review shortlists for interviews and assessment centres to ensure they include a balanced representation of candidates from various socioeconomic backgrounds. 

Inclusive Assessment Design 

Traditional assessment methods can inadvertently favour candidates from privileged backgrounds who have had more exposure to professional environments, support from education and practice, and guidance on formalised testing. A well-designed assessment evaluates capability and potential through multiple lenses, giving all candidates the opportunity to demonstrate their capabilities. 

Tactics to consider: 

  • Accurate and Updated Assessment Criteria: The assessment criteria against which candidates are evaluated often contain implicit and invisible class-based definitions of what good looks like. This can effectively disadvantage candidates from lower socioeconomic backgrounds throughout the assessment process and reduce hiring diversity. Reviewing the criteria for these risk factors and updating them is an important first step in increasing diverse socioeconomic inclusion.  
  • Varied Assessment Methods: Use a mix of assessment techniques (e.g., interviews, group exercises, situational judgement tests) to allow candidates different opportunities to showcase their abilities. 
  • Skills-Based Assessments: Focus on assessing skills and potential rather than prior experience or knowledge that may be more influenced by socioeconomic factors. 
  • Blind Evaluations: Where possible, use blind evaluation techniques to reduce unconscious bias. For example, remove names and educational institutions from written assessments. 
  • Constructive Feedback: Offer detailed, constructive feedback to all candidates, regardless of outcome. This can be particularly valuable for candidates from disadvantaged backgrounds who may have had fewer opportunities for professional development. 

Preparation and Support 

Many talented candidates from disadvantaged backgrounds may be unfamiliar with corporate recruitment processes or lack the resources to prepare effectively. You can level the playing field by providing comprehensive support before the assessment. 

Tactics to consider: 

  • Pre-Assessment Information: Provide detailed information about the assessment process in advance, including what to expect, how to prepare and what will be assessed. This helps level the playing field for candidates who may not have access to insider knowledge or coaching. Include guidance on how candidates should and shouldn’t use Gen AI tools in their preparation to ensure candidates from all socioeconomic backgrounds take the opportunity to use them to prepare. 
  • Practice Materials: Offer free, accessible practice materials and sample assessments to all candidates. These provide proportionately more benefit to those who have had limited access to resources already by virtue of their deprived educational or social background. 
  • Travel and Accommodation Support: For in-person assessment centres, offering support with travel costs can ensure financial constraints don’t prevent talented candidates from attending. 

Assessor Training and Diversity 

The quality and composition of assessment panels significantly impact the fairness of recruitment processes. Well-trained, diverse panels are better equipped to recognize potential across different backgrounds and experiences. 

Tactics to consider: 

  • Unconscious Bias Training: Provide comprehensive unconscious bias training to all assessors involved in the recruitment process. 
  • Diverse Assessment Panels: Ensure assessment panels are diverse in terms of gender, ethnicity and socioeconomic background to bring a range of perspectives to the evaluation process. 
  • Structured Interviews: Use structured interview techniques with pre-determined questions and scoring criteria to ensure consistency in scoring methodologies and reduce potential bias. 

Feedback and Continuous Improvement 

Creating a fair recruitment process requires ongoing evaluation and refinement. Organizations should establish robust feedback mechanisms to understand what works and what needs improvement. 

Tactics to consider: 

  • Data Analysis: Regularly analyse recruitment data to identify any patterns of bias or areas where candidates from certain backgrounds may be disproportionately disadvantaged. 
  • Candidate Surveys: Conduct anonymous surveys with candidates to gather feedback on the assessment process and identify areas for improvement. 

Onboarding Support 

Supporting candidates through their transition into the workplace is crucial for long-term success and retention, particularly for those from underrepresented backgrounds. 

Tactics to consider: 

  • Mentoring Programs: Offer mentoring programs to new early career hires, particularly those from underrepresented backgrounds, to support their transition into the workplace. 
  • Skills Development: Provide additional skills training or support for candidates who show potential but may need to develop specific skills to succeed in the role. 

Conclusion 

While social mobility in the UK continues to face significant challenges, particularly in the realm of early careers, there are promising developments. Early careers recruitment practices play a crucial role in either perpetuating or breaking down barriers to social mobility. Progressive recruitment strategies can help level the playing field and provide opportunities for talented individuals regardless of their background. 

By implementing these best practices, you can not only promote social mobility in early careers but also help your organization identify and nurture talent from a wider pool of candidates, benefiting both the individuals and the organization.