Industry: Financial Services

Providing a High-Volume Project RPO for Financial Services

Posted on by akessler
Providing a High-Volume RPO for Financial Services

Providing a High-Volume RPO for Financial Services

PeopleScout RPO augmented the talent acquisition capabilities for this financial services company across high-volume roles.

PeopleScout was approached by a major financial institution looking to supplement its internal recruiting functions. PeopleScout RPO provided the client with the scalability and flexibility it needs during high and low-volume hiring periods.

Situation

The client enlisted PeopleScout to augment its internal recruitment teams in specific lines of business to handle cyclical hiring for tellers, personal bankers, call center representatives, IT professionals, as well as roles in risk, compliance, audit, finance, mortgage and wealth management.

PeopleScout supported the client with full-cycle RPO, including post-offer acceptance and pre-hire compliance. PeopleScout worked with the client’s internal recruiters to source and screen candidates and provide administration recruitment coordination support.

Solution

PeopleScout acts as full-cycle recruiters, executing each phase of the recruitment process from identifying quality candidates to on-boarding new hires. PeopleScout’s team scaled according to the client’s needs, fluctuating in size from approximately 90 recruiters to over 200, helping manage costs while ensuring hiring demands are met.

PeopleScout also provided the client with consultative services including talent insights, marketing intelligence and innovative sourcing solutions.

Results

  • PeopleScout facilitated an average of 8,000 hires per year
  • Exceeded goal for 90% of new starts to start on the same day, as part of a class
  • Met 90% of SLAs over the course of the engagement

At a Glance

  • COMPANY
    Financial services company
  • INDUSTRY
    Financial Services
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    8,000+ hires across tellers, personal bankers, call center representatives, IT professionals, as well as roles in risk, compliance, audit, finance, mortgage and wealth management
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Delivering Diverse Early Careers Applicants in Financial Services

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

Delivering Diverse Early Careers Applicants in Financial Services

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

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

Situation

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

Solution

Crafting a Better Candidate Experience

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

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

Supporting the DE&I Directive

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

Implementing Candidate NPS

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

Results

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

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

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

– Senior Resourcing Manager

At a Glance

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

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

RPO Recruiting for Financial Services

Providing a Scalable Solution to Boost Recruiting Capabilities

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

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

Scope and Scale

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

Situation

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

Solution

SOLUTION HIGHLIGHTS

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

SCALABLE RECRUITING RESOURCES

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

FULL-CYCLE SUPPORT

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

A CONSULTATIVE APPROACH

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

Results

8,000 ANNUAL HIRES

Facilitate an average of 8,000 hires per year.

ADAPTED TO CLIENT PROCESSES

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

EXCEEDED CLASS HIRING GOALS

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

MILITARY HIRING

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

SERVICE EXCELLENCE

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

At a Glance

  • COMPANY
    Major national financial institution
  • INDUSTRY
    Financial Services
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    8,000
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Virgin Money: An Executive Search Experience Like No Other

Posted on by akessler
Virgin Money: An Executive Search Experience Like No Other

Executive Search

Virgin Money: An Executive Search Experience Like No Other

Finding a Head of Innovation through “the world’s most creative job interview,” an immersive executive assessment experience.

Situation

Virgin Money turned to PEopleScout and our industry-leading creative team to find them a new Head of Innovation.

Their brief to us:

Find us Harry Potter, a creative genius who can come along and change banking. Someone from outside the financial services sector that we wouldn’t attract through the normal processes.

Solution

How do you recruit an executive from a completely different sector? And how do you reach them in the first place?

Above all, by making the front pages, just not in the finance section.

So we set out to create a headline-grabbing experience that would generate publicity and noise in the right places.

And that experience was, “The world’s most creative job interview,” a hybrid of immersive theater and robust job assessment. Building on psychological principles, it set candidates tasks that engaged as thoroughly as they tested.

Results

Alongside coverage in the usual HR publications, we earned high-profile media coverage in The Evening Standard, City A.M., Campaign, Marketing Magazine, Brand Republic and more, reaching a combined circulation of around 30 million people.

Ten outstanding candidates were chosen for the “interview,” which led to the discovery of the successful applicant, Dhiraj Mukherjee, a founder of the music application Shazam, and a truly creative entrepreneur.

The new assessment approach has ushered in a legacy beyond a new Head of Innovation. From one niche role, we’ve now scaled up the approach to be used nationally across all volume hiring.

“The thing I love about PeopleScout is they have that really interesting blend of a robust approach to assessment and the creative ability to think differently.”

Head of Resourcing, Virgin Money

At a Glance

  • COMPANY
    Virgin Money
  • INDUSTRY
    Telecommunications
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • ABOUT VIRGIN MONEY
    Virgin Money is a financial service company disrupting retail and business banking with a digital-first model.
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