Category: Talent Advisory

Connect More™: How PeopleScout is Elevating Your Connection to Talent 

Posted on by akessler

In a world where the talent market is constantly evolving, PeopleScout knows that cultivating deeper, more meaningful connections is imperative. Now, as we unveil a refreshed identity, we build on the service we’ve delivered for over 30 years, delivering more insights, more imagination and more integrity.  

Connect More™ is our guiding principle. It reflects our unique approach that blends experience, insight and action to help employers build powerful connections with talent. 

We’re redefining what it means to a be talent acquisition partner.  

Too often we hear from clients about experiences they’ve had with other talent solutions providers in which one thing was said during the sales pitch only to have the stakes change once the ink was dry. Or times they’ve been forced into cookie-cutter processes that don’t support their unique needs. 

That’s why at PeopleScout we strive to do the opposite. We believe in keeping promises. We believe that listening creates a better experience and leads to better outcomes. We’re not perfect, but if we mess up, we make it right. 

We’re proud and humbled to say that this philosophy has led to some of the most enduring client relationships in the talent acquisition space—a testament to our commitment to creating connections that are truly meaningful. 

PeopleScout’s refreshed brand is grounded in differentiators that drive tangible value for our clients:  

Proven Delivery 

For over 30 years, PeopleScout has built our services on integrity, building trust through transparent communication and a proven track record of success.  

What That Means for You: 

You get a talent partner like no other to help you tackle your workforce challenges—large and small. Plus, as part of the TrueBlue family of brands, we are uniquely positioned to handle complex talent programs like no other firm in the world. 

Meaningful Connections 

PeopleScout has the demonstrated ability to connect with the most sought-after talent. From software engineers to neonatal nurses.  From Seattle to Singapore. 

What That Means for You: 

Our global delivery centers offer talent solutions across North America, EMEA and APAC, meaning we can grow with you as your needs change.  

Talent Advisory 

With one of the largest in-house talent advisory teams in the industry, we’ve got a wide range of experience with talent audiences across industries, skill sets, demographics and geographies. We are problem-solvers, creatives, organizational psychologists and operational experts.  

What That Means for You: 

Whether you need an award-winning candidate attraction campaign, a differentiated employer brand, market insights to fuel big decisions, a memorable candidate assessment experience or DE&I consulting—we have fresh ideas to help you stand out as an employer of choice. 

Data & Insights  

Sometimes you don’t know what you don’t know. We’re dedicated to arming you with the sharable, digestible insights you need to tell the right stories in your business so you can stand out and get ahead.  

What That Means for You: 

You can capitalize on the latest market analysis, AI tools, thought leadership and competitive intelligence to supercharge your people strategy.  

Human Touch  

We bring a personal touch to our engagement with passive candidates that ignites excitement about your opportunities. From the second we grab the candidate’s attention to the minute they walk through the door—we deliver a seamless candidate experience that turns applicants into advocates. 

What That Means for You: 

Whether you need to fill executive, leadership or niche roles our global search teams deliver top-notch, future-ready talent. 

Digital Transformation  

As digital transformation reaches talent acquisition, we’re helping our clients get ahead. Affinix®, PeopleScout’s proprietary total talent suite, provides candidates with a digital-first experience and leverages AI, automation and data analytics to remove friction and improve outcomes. Plus, we’re on top of the latest tech solutions, testing new ways that AI and machine learning can create results for our clients. 

What That Means for You: 

You get an upgraded tech-ecosystem that blends digital efficiency with human expertise to create personalized experiences for both candidates and hiring managers. 

Ultimate Scalability  

We’ve scaled up to handle the full-cycle, global recruitment of tens of thousands of annual hires for one of the world’s largest hotel brands. We’ve scaled down to hire a few dozen specialist engineers for an automotive start up. And we’ve handled everything in between.  

What That Means for You: 

Whether you need specialty, professional, volume or contingent hiring solutions—our unique blend of insight, creativity and technology creates an employer brand-steeped candidate experience talent will never forget.  

Speed and Agility  

In this tumultuous era, talent acquisition teams are struggling to respond quickly to sudden fluctuations and hiring peaks. That’s why we’ve created flexible solutions like Accelerate™ and Amplifiers™. Purpose-built for modern talent programs, our solutions provide employers with the agility required to compete in today’s talent market, address immediate hiring needs and deliver results faster.   

What That Means for You: 

You get focused support for peak hiring, hard-to-fill positions, compressed time frames and more—however it works best for you—without the lengthy implementation.  

Value  

Organizations of all sizes trust PeopleScout’s efficient recruiting processes and quick-deploy solutions that improve time-to-hire and retention rates, delivering the best talent matches and maximizing ROI. 

What That Means for You: 

We measure our every move, idea and recommendation—so you know you’re spending your budget where it matters most. 

Diversity, Equity & Inclusion (DE&I) 

DE&I is top of mind for talent leaders, including all of us at PeopleScout. While much progress has been made, there’s still work to be done. That’s why every PeopleScout solution has a DE&I component. PeopleScout integrates DE&I best practices into every solution, helping clients build a more diverse and inclusive workforce.   

What That Means for You: 

We’ll help you gain a better grasp of where you are, where you need improvement and how to find the right path forward. 

Are You Ready to Elevate Your Connection with Talent? 

PeopleScout’s deep expertise in recruitment, employer branding, talent attraction and recruitment technology makes us a recognized leader in talent acquisition. We connect clients around the world with the talent they need through Recruitment Process Outsourcing (RPO), Managed Service Provider (MSP), Total Workforce Solutions, and talent and technology advisory services.  

If you’re ready to elevate your connection with talent, let’s connect! 

Redesigning the Early Careers Assessment Process for a UK Construction Leader

Posted on by akessler
Redesigning the Early Careers Assessment Process for a UK Construction Leader

Redesigning the Early Careers Assessment Process for a UK Construction Leader

One of the largest construction, property and development companies in the United Kingdom engaged PeopleScout to design and build a new assessment center to boost diversity amongst their early career talent.

93 % reduction in candidate pool through new situational application sift stage
81 % pass rate after bespoke assessment center

Situation

Over the past several years, this privately owned development, property and construction organization have increased the hiring of early career talent across multiple functions and departments. With a focus on increasing diversity and inclusion across their business areas, the early careers intake process was identified as an important way to achieve this. They wanted to create an assessment center that was unique, created a positive candidate experience and delivered quality, diverse talent who demonstrate behaviors in-line with their culture.

This client’s early career schemes recruit for a large variety of roles in many different business areas. However, they needed all candidates to go through the same assessment center, so the new assessment design needed to balance the needs of all departments and efficiently assess individual people. Plus, they needed adaptable exercises and scoring which could be appropriate for both apprenticeship and graduate scheme applicants.

This organization wanted the assessment center to create an excellent candidate experience and for candidates to feel like they gained a valuable experience in the process. The format needed to be engaging and fun, showcasing their values and the kind of work they do.

Solution

We took a phased approach to our assessment design solution for our client.

Discovery Phase

Our discovery efforts consisted of gathering information from stakeholders across the company. We ran focus groups with current early careers talent and conducted visionary interviews with senior stakeholders. We also facilitated focus groups with the internal early careers recruitment team.

Through these sessions, as well as carrying out desk research on the job descriptions, we gained an understanding of skills and experience required from early careers employees. Then, we defined the key issues in the current assessment framework and came up with the concepts for the new assessment center to better the client’s needs.

Through the discussion it was decided to have three distinct exercises which followed the same story but didn’t rely on each other. In the previous assessment center if candidates didn’t fully understand one exercise, it would have a knock-on effect on their ability to carry out the next one.

We decided on an overarching fictional project scenario to thread throughout all exercises at the assessment center which was applicable to all business areas. It would also act as a realistic job preview.

Design Phase

We designed a new assessment framework consisting of:

  • A bespoke new situational application sift process
  • A new video interview stage
  • A bespoke assessment center

For the assessment center, we designed a new group exercise, a case study presentation exercise and an interview. We designed a unique group exercise and case study exercise for apprentices and graduates and the interview was applicable for both.

I addition to the designing the exercises themselves, we created scoring guides and candidate briefs for all exercises. Plus, we generated a timetable for the day of the assessment as well as a briefing presentation so the client could inform candidates at the beginning of day of what was coming.

Testing Phase

We started with a pilot assessment center to test the new process. Members of the PeopleScout assessment team facilitated a virtual assessment center day, during which internal stakeholders acted as the assessors and current employees played candidates. This was hosted on TopScore, so the client was able to stress test their virtual platform of choice.

After the pilot, we ran focus group feedback sessions with a group of the assessors and a group of the mock candidates to gather insights and perceptions on the materials as well as anything which could be amended to aid understanding. Finally, we held a debrief session with the members of the company’s early careers team to get clear on what amends we would make.

We implemented our client’s feedback and sent the finalised materials to the client, ready for the real assessment centers. We ran a “train the trainer” session for their assessors so they could execute the assessment center going forward.

Results

This organization received over 3,800 applicants for their early careers programme, and the new application sift stage allowed the client to filter down their candidate pool to 239. They also felt confident in the quality of the candidates who made it through to the assessment center, with 81% passing. Plus, when looking at pass/fail ratios, we saw no adverse impact at assessment center for gender, ethnicity or disability.

At a Glance

  • COMPANY
    One of the UK’s largest construction, property and development companies
  • INDUSTRY
    Building & Construction
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
Let’s Connect

Talent Consulting from PeopleScout Lays the Foundation for a Winning RPO Partnership 

Posted on by akessler
Talent Consulting from PeopleScout Lays the Foundation for a Winning RPO Partnership

Talent Diagnostic

Talent Consulting from PeopleScout Lays the Foundation for a Winning RPO Partnership

When a world-famous consumer goods brand split into two separate companies, their talent acquisition team needed help developing a sustainable strategy to support the future growth of two brands. They turned to PeopleScout and our Talent Diagnostic solution for help optimizing their talent acquisition strategy to prepare for this critical transition.

Situation 

A world-famous consumer goods brand that specialized in breakfast foods and snacks engaged PeopleScout to support an over-extended in-house recruitment team. With our Recruiter On-Demand™ solution, our flex recruiters augmented their team, and we provided some much-needed sourcing technology through our Affinix® CRM.   

After a three-year partnership, the company split into two brands, one for breakfast cereals and one for snacks, throwing the talent acquisition team into new territory.  

Solution 

To support the transition to two distinct companies—and two talent acquisition teams—the client engaged PeopleScout for our Talent Diagnostic solution, part of the Amplifiers™ suite. They wanted an objective analysis of their talent acquisition model, including a renewed focus on finding high-quality candidates in highly competitive rural markets. 

PeopleScout facilitated over 20 interviews with various stakeholders and assessed the entire talent lifecycle. Our final report gave an overview of:  

  • The current state of their talent lifecycle  
  • Recommendations to streamline their processes and create a more consistent candidate experience to improve quality and equity 
  • Technology recommendations and tactics to optimize their recruitment channels for larger, more diverse candidate pools 

Results 

Following the presentation of the findings from the Talent Diagnostic, the client engaged PeopleScout for full-cycle RPO for their new snack brand to execute the recommendations we developed.  

“The expertise from the PeopleScout team created a big lift with little lead time and a tight timeline for deliverables. I appreciate their thoughts, partnership and flexibility while we worked to align our approach with HR and our leadership.”

HR Director, Global Consumer Goods Brand 

At a Glance

  • COMPANY
    Global consumer goods brand
  • INDUSTRY
    Consumer Goods
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory, Affinix
  • ABOUT THE CLIENT
    This multinational food manufacturing company specializes in breakfast and snack foods that are manufactured and marketed in over 180 countries.
Let’s Connect

Amplifiers™: Talent Diagnostic

Posted on by akessler

PeopleScout Amplifiers™: Talent Diagnostic

As part of our suite of modular recruiting solutions, Amplifiers™, PeopleScout’s Talent Diagnostic delves deep into every facet of your talent lifecycle. From evaluating your employer brand to enhancing your attraction strategy, from optimizing the candidate experience to maximizing technology usage, we leave no stone unturned.

Download this fact sheet to learn more.

Download Fact Sheet

Learn more about PeopleScout’s Amplifiers™ and get answers to frequently asked questions (FAQs).

Learn More

Dig into More Talent Insights

Why Small and Medium Enterprises Should Consider Recruitment Process Outsourcing
Articles

Why Small and Medium Enterprises Should Consider Recruitment Process Outsourcing

Small and medium-sized enterprises (SMEs) face unique challenges in attracting and retaining top talent. Limited resources, lack of dedicated recruitment teams, and the need for agility in hiring can often put smaller businesses at a disadvantage.   That’s where Recruitment Process Outsourcing (RPO) comes in— a versatile strategy that businesses of all sizes can leverage to…

Solution Guide: PeopleScout Amplifiers™
Fact Sheets

Solution Guide: PeopleScout Amplifiers™

PeopleScout Amplifiers™: How Modular Recruitment Solutions Can Supercharge Your Talent Outcomes Traditional recruitment approaches are failing to meet the demands of today’s dynamic business environment. Companies need agility, scalability and specialized expertise without the overhead of full-scale recruitment process outsourcing. Enter PeopleScout Amplifiers™—modular RPO solutions to augment your team where you need it in your…

Specialist Hiring: Maximizing Success with Targeted Talent Sourcing  
Case Studies

Specialist Hiring: Maximizing Success with Targeted Talent Sourcing  

Situation  A local authority in the southwest of England had a robust talent acquisition team but required additional support for front-end headhunting and sourcing assignments. A new and niche position for a harbor master demanded a comprehensive strategy to locate the right specialist.   A habor master ensures the safety of all users of a harbor,…

Amplifiers™: Assessment Transformation

Posted on by akessler

PeopleScout Amplifiers™: Assessment Transformation

As part of our suite of modular recruiting solutions, Amplifiers™, PeopleScout’s Assessment Transformation empowers you to deploy talent assessments that not only enhance the recruitment experience for candidates but also help you secure top-notch, future-ready talent with cutting-edge technology and visionary design.

Download this fact sheet to learn more.

Download Fact Sheet

Learn more about PeopleScout’s Amplifiers™ and get answers to frequently asked questions (FAQs).

Learn More

Dig into More Talent Insights

Why Small and Medium Enterprises Should Consider Recruitment Process Outsourcing
Articles

Why Small and Medium Enterprises Should Consider Recruitment Process Outsourcing

Small and medium-sized enterprises (SMEs) face unique challenges in attracting and retaining top talent. Limited resources, lack of dedicated recruitment teams, and the need for agility in hiring can often put smaller businesses at a disadvantage.   That’s where Recruitment Process Outsourcing (RPO) comes in— a versatile strategy that businesses of all sizes can leverage to…

Solution Guide: PeopleScout Amplifiers™
Fact Sheets

Solution Guide: PeopleScout Amplifiers™

PeopleScout Amplifiers™: How Modular Recruitment Solutions Can Supercharge Your Talent Outcomes Traditional recruitment approaches are failing to meet the demands of today’s dynamic business environment. Companies need agility, scalability and specialized expertise without the overhead of full-scale recruitment process outsourcing. Enter PeopleScout Amplifiers™—modular RPO solutions to augment your team where you need it in your…

Specialist Hiring: Maximizing Success with Targeted Talent Sourcing  
Case Studies

Specialist Hiring: Maximizing Success with Targeted Talent Sourcing  

Situation  A local authority in the southwest of England had a robust talent acquisition team but required additional support for front-end headhunting and sourcing assignments. A new and niche position for a harbor master demanded a comprehensive strategy to locate the right specialist.   A habor master ensures the safety of all users of a harbor,…

[On-Demand] AI in Recruiting: Hype, Ethics & Best Practices

Posted on by akessler

[On-Demand] AI in Recruiting: Hype, Ethics & Best Practices

AI in recruitment has been the buzzword on everyone’s lips lately. But while others were just talking, we were taking action helping our clients gain a competitive edge by leveraging AI to recruit smarter and more efficiently. At the same time, we didn’t just jump on the hype train. We dug deep to help employers grapple with crucial ethical questions around AI bias, privacy risks, and lack of human oversight when not implemented responsibly.

Join PeopleScout Director of Technical Solutions Architecture & Tech Implementation Chad Getchell and Sr. Implementation Training Manager Patti Woods in conversation as they separate fact from fiction for AI in recruitment and discuss the ethical implications for talent acquisition leaders. Whether you’re just starting to explore AI or already using it, this is a bite-sized 30-minute webinar to help you wade through the hype of responsible AI adoption.

In this webinar, Chad and Patti tackle:

  • The Real State of AI in Recruiting: Cutting through the hype to understand AI’s current and future capabilities in talent acquisition
  • Ethical Implications: Exploring the risks of AI bias, privacy concerns, and lack of human agency if not implemented carefully
  • Getting Started with AI: Practical tip to help you evaluate and implement AI recruiting tools successfully in your organization

By watching this webinar, you’ll gain a 360-degree perspective on the benefits, risks, and ethical considerations surrounding AI, equipping you with a clear roadmap to navigate the world of AI in recruiting responsibly.

 

The information provided in this webinar does not, and is not intended to, constitute legal or other professional advice; instead, all information, content, and materials available in this webinar are for general information purposes only. Viewers of this webinar should contact their attorney or legal advisor to obtain advice with respect to any particular legal matter. No viewer of this webinar should act or refrain from acting on the basis of information in this article without first seeking legal advice from counsel in the relevant jurisdiction. All liability with respect to actions taken or not taken based on the contents of this webinar are expressly disclaimed by PeopleScout, Inc.. The content in this article is provided “as-is”, and no representations are made by PeopleScout that the content is error-free. 

Recruiting Registered Nurses for Aged Care

Posted on by akessler
Recruiting Registered Nurses for Aged Care

Aged Care Recruitment

Recruiting Registered Nurses for Aged Care

An Australian aged care provider needed to source critical healthcare roles in their most hard-to-fill locations. PeopleScout’s sourcing expertise and EVP insights helped them exceed their targets in one of the tightest candidate markets in memory.

600 + candidates screened
No drop outs occurred across the entire recruitment process
4 months to fill critical vacancies

Challenge

The client is one of Australia’s largest aged care operators, with 72 residential aged care homes in South Australia, Victoria, New South Wales and Queensland, Australia. The aged care sector in Australia is suffering from a major skills shortage as a result of the COVID-19 pandemic, international border closures and a large number of workers leaving the sector.

The aged care provider turned to PeopleScout for project recruitment process outsourcing (RPO) to support the recruitment of registered nurses and support staff across a number of critical locations where they were getting little to no response to their vacancies. 

Solution

Two senior recruitment business partners supported the client across five locations who drove passive and active recruitment for registered nurses and aged care workers. PeopleScout researched the client’s target market to understand what motivates workers in the healthcare sector to accept a role. Following this, our team provided recommendations on the lifestyle bonuses they could offer as incentives for workers to travel to their locations. We also coached the client on how to boost their employer brand to raise awareness of their opportunities, which has delivered a long-term impact within a challenging market.

Results

PeopleScout worked within the aged care provider’s existing ATS system and screened over 600 candidates. We were able to speed up the process for successful candidates and in a number of locations achieved zero dropouts throughout the screening and background check process.

Over a 4-month period, our team placed 14 permanent positions across:

  • Registered Nurses
  • Personal Care Workers
  • Hospitality Support

With a large worker exodus across the sector, recruitment in the aged care sector in Australia is still an ongoing challenge. However, PeopleScout has proven our ability to make a significant impact in a short period of time.

At a Glance

  • COMPANY
    Aged care provider
  • INDUSTRY
    Healthcare
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory
  • ABOUT THE CLIENT
    This healthcare provider manages 72 residential aged care homes across Australia, supporting over 8,000 residents and their families at an important time in their lives.
Let’s Connect

Ultimate Recruitment Process Outsourcing Toolkit

Posted on by akessler

Ultimate RPO Toolkit

Not sure recruitment process outsourcing (RPO) is for you? Think your organization is too small for RPO? Think outsourcing doesn’t fit your company culture?

Think again.

Our complete six-piece toolkit gives talent acquisition leaders the essential information on how RPO can boost their recruitment outcomes.

In this toolkit, you’ll get:

  • Our comprehensive buyer’s guide for RPO—everything you need to know
  • A guide for building a business case for RPO (including a free template!)
  • Conversation starters to help you create buy-in for RPO at your organization

Learn how RPO can unlock the full potential of your talent strategy. Download your kit now.

Reskilling for Tech Roles Results in $2.5M in Savings for Global Bank

Posted on by akessler
Reskilling for Tech roles Results in $2.5M in Savings for Global Bank

Talent Consulting

Reskilling for Tech roles Results in $2.5M in Savings for Global Bank

PeopleScout helped a global financial services company in their digital transformation efforts with a reskilling program to move employees from declining customer service roles to tech and digital roles.

150 customer service staff redeployed to tech roles in pilot program
5,000 more employees will be reskilled following the successful pilot
70 % reduction in reskilling cost-per-person achieved

Situation

A large global financial services company needed to undertake a major digital transformation program, which required new digital and tech skills. With the growth of online and digital channels, in-person transactions through bank branches and call centers have declined. The organization needed to acquire hard-to-find tech and digital skills to grow and maintain digital banking tools while leveraging the existing company knowledge of employees in declining customer service roles by reskilling them into new high-growth roles.

Reskilling efforts focused on developing new hard skills, so finding the best candidates meant identifying those with the soft skills most aligned with the new job opportunities. Previous efforts by the financial services organization to assess candidate suitability for reskilling were led internally and included multiple, time-consuming line manager interviews. Of even greater concern, around a quarter of those who began the reskilling
program dropped out.

Solution

As their long-term RPO partner, PeopleScout worked with the client and skills-platform provider Spotted Zebra to create a skills-based approach to reskilling, helping the organization to assess customer service staff in bank branches and call centers to find ideal candidates for its tech skilling program.

We identified individuals who had a strong motivation to reskill, high levels of adaptability (a predictor of future potential) and a strong alignment with the behavioral skills required for success in the role. A skills profile was created for all the growth roles, and employees were assessed against them to identify which role was the best fit.

Results

  • Through an initial pilot, the company redeployed over 150 people from declining roles who would have been made redundant to tech jobs, saving around $2.5 million in exit costs.
  • The company is expanding the reskilling program to move over 5,000 employees into new roles with one year.
  • By identifying those individuals who are a better behavioral fit for reskilling opportunities, the number of dropouts from the training program dropped dramatically, resulting in a savings of in training and development costs.
  • The new approach is more effective, simplifying the process in a fair and consistent way. The company has saved a considerable amount of manager time and reduced the reskilling cost-per-person by 70%.
  • Crucially, the reskilling program means the organization’s digital transformation project is on track, with reskilled individuals moving into mission-critical digital roles that would otherwise go unfilled.

At a Glance

  • COMPANY
    Global financial services company
  • INDUSTRY
    Financial Services
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
Let’s Connect

The Skills Crisis is Coming: Are You Ready? [Infographic]

Posted on by akessler

Skills in the workplace are evolving faster than ever thanks to advances in AI, the greening of the economy and shifting demographics. But, our latest research, The Skills Crisis Countdown, shows that HR leaders seem oblivious to the urgency of the coming change.

Nine out of 10 of HR pros surveyed said up to half of their workforce will need new skills within the next five years. Yet, only 7% are actively investing in reskilling programs right now, and 45% admit they have no plans underway to prepare their people for the shifting skills landscape.

Our data quantifies the massive disconnect between awareness of looming skills gaps and action being taken to reskill workers. Check out the infographic below to see the stats and get ahead of the curve on developing a future-ready workforce.

Check out this infographic with key findings highlighting the worsening skills crisis.