Industry: Hospitality, Travel & Tourism

Targeted Recruitment Marketing Campaign Delivers Talent for Global Theme Park Brand

Posted on by akessler
Targeted Recruitment Marketing Campaign Delivers Talent for Global Theme Park Brand

Targeted Recruitment Marketing Campaign Delivers Talent for Global Theme Park Brand

During a unique time in the market with remote and flexible work options becoming the norm, this multinational chain of family theme parks required help hiring for critical in-person roles including customer service, performers and lifeguards across two of its major U.S. theme parks. PeopleScout helped hire over 1,500 workers using recruitment marketing campaigns and our talent advisory expertise.

1,500 + hires made in just six months across two locations
reduced drop-off by streamlining the application process
reduced drop-off by streamlining the application process
30,000 clicks from recruitment marketing ads across social media and online display networks

Situation

This multinational chain of family theme parks required help hiring a variety of roles across its California and New York resorts including customer service roles, performers and lifeguards.

Solution

PeopleScout conducted in-depth market research to determine the biggest challenges the client faced when recruiting for their theme parks and resorts. We identified remote work, “candidate is king” and higher pay as the three main challenges facing the client. Here’s how we solved each:


Challenge #1 — Remote Work:

More people want flexibility. Front-line and hourly positions are less attractive to candidates after the growth in remote work during the pandemic.

Our Solution: We leveraged the client’s “play” branding to emphasize the fun and rewarding aspects of working on-site at one of the theme parks. This was fed through into recruitment marketing creative and copy. 


Challenge #2 — “Candidate is King”:

With open positions outnumbering candidates for much of recent memory, today’s candidates know their worth, and the Great Resignation is proof that people are less willing than ever to settle.

Our Solution: By testing alternative job titles, improving job copy, and reaching out on different channels, we were able to widen our reach and pool of candidates. We strategically targeted candidates most likely to apply for the roles, such as those looking for seasonal or part-time jobs.

Challenge #3 — Higher Pay:

When faced with increased living costs, candidates are demanding higher pay.

Our Solution: The client was not in a position to raise wages for these roles. So, we got creative by restructuring job copy to better position the client’s competitive benefits. By quantifying these benefits and putting them front and center on job postings and recruitment marketing materials, we were able to generate interest without raising wages.

Results

  • In the first six months, we were able to fulfill our goal of 1,336 hires in California & 190 in New York.
  • The client’s previous application had up to 22 sections where the candidate had to input information. PeopleScout optimized and shortened this candidate journey by employing a variety of channels including Indeed One-Click, Indeed Hiring Events and Talent.com. This reduced the application abandonment rate.
  • PeopleScout restructured job descriptions to create job advertisements. In other words, we rewrote the copy to focus on the value the client and the role have to offer their employees rather than what the client wanted from candidates.  
  • PeopleScout performed A/B tests to determine which job titles would help reach a wider pool of candidates. For example, we found that “Waterpark Attendant” received almost 300 applications in the first week, while “Lifeguard” received only 15.
  • Social outreach using Facebook, Instagram and Google Display Network resulted in 4.1 million impressions and 30,000 clicks across the California and New York audiences.

At a Glance

  • COMPANY: Multinational chain of family theme parks
  • INDUSTRY: Travel & Tourism
  • PEOPLESCOUT SOLUTIONS: Talent Advisory
  • ANNUAL HIRES: 1,500+
  • LOCATIONS: Over 10 theme parks around the world
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Labor Market Trends Impacting Customer Service Hiring 

Posted on by akessler

In today’s tumultuous labor market, where some industries are slowing down, customer service hiring is still challenging across financial services, utilities, hospitality and retail. Organizations in these sectors often find themselves competing on customer experience, which is being impacted by the lack of staff.  

A consumer survey from PwC shows that the four most important factors for an exceptional customer experience are speed, convenience, knowledgeable help and friendly service. The key to excelling in these factors is happy, engaged employees. Organizations with highly engaged workforces are 21% more productive, outperform competitors by 147% and have customer loyalty rates 233% higher than companies without engaged employees. 

How can companies achieve this kind of success when they are struggling to fill their customer-facing vacancies? Talent acquisition leaders are getting creative to recruit and retain customer service and call center talent. Here are three trends in how companies are adjusting their approach to hiring and engaging a customer-focused workforce.  

Trend 1: Hiring for Potential 

As customer expectations have changed, so have the skills needed for top customer service talent. We recently conducted a poll in which talent leaders indicated that soft skills related to emotional intelligence are highly sought after. 

The most desired skills for customer service recruiting are communication, empathy and relationship building.

We’ve worked with several of our clients to implement a culture-centric approach for attracting talent. Instead of assessing candidates based on previous work experience, we advise evaluating based on whether they possess the right skills, values and behaviors to be successful in the role. We’re reimagining interviews and assessments to be more focused on soft skills and purpose as we help talent leaders and hiring managers embrace candidates coming from outside of their industry.  

Trend 2: Expanding Talent Pools  

With job openings outnumbering job seekers, organizations across sectors find themselves getting creative as they try to expand their talent pool. For some, this means looking into new talent audiences, like underrepresented group or military veterans, and putting programs in place such as apprenticeships to future-proof their talent pipeline.  

For many companies, the growth of remote work means that they’re looking outside of their physical call center locations to candidates across the country and even expanding to new countries. This requires an adjustment to your talent acquisition strategy to ensure your employer brand and recruitment processes are ready to handle dispersed talent.  

Trend 3: Adapting to Remote Work 

Remote work is impacting more than just where talent comes from, it also affects how organizations onboard and engage their staff. As some countries are experiencing a cost-of-living crisis, customer service representatives are fielding queries from vulnerable customers which can be especially draining. Talent leaders are getting creative in how they connect with staff to ensure a sense of belonging and wellness—regardless of where the employee is working.  

Some contact centers have even adjusted their operational structure to work in “pods” which ensures agents—both in the office and remote—get the support they need to solve customer queries efficiently. Before, managers and team leads could walk around the call center floor and see when agents looked stressed. Remote working has made it harder to monitor employee wellbeing. Customer-focused leaders are investing in employee wellbeing, from training managers to catch the signs of burnout to offering wellbeing support programs.  

These are just a few of the labor market trends that are impacting how companies hire and engage talent. Clearly, organizations are finding creative and bold ways to invest in their employees to maintain a resilient and customer-focused workforce.  

9 STRATEGIES FOR SOLVING HIGH-VOLUME HIRING CHALLENGES

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Strategies for Overcoming High-Volume Hiring Challenges

Posted on by akessler

Competition for talent is steep, with high demand from contact centers, hospitality, retail, security, travel, logistics, healthcare and even government entities. In fact, 65% of companies have high-volume recruitment needs. Organizations across sectors are struggling to stand out in today’s competitive talent landscape, but for those talent leaders trying to meet their high-volume recruitment goals it feels like an impossible mission with soaring attrition rates, labor shortages and record job vacancies.

In this article, we’ll explore some of the top challenges you’re probably experiencing with high-volume recruitment and offer some ideas to address them.

What is High-Volume Recruitment?

High-volume recruitment involves sourcing, screening, interviewing and hiring large numbers of applicants for similar openings or job types. It requires a tricky balance of keeping substantial quantities of job applicants moving through the recruitment process at speed. Plus, throughout the year it requires talent acquisition teams to scale up quickly to meet seasonal demand, like for holiday shopping periods or during peak travel times.

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9 Strategies for Solving High-Volume Hiring Challenges

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The High-Volume Hiring Landscape

COVID-19 was a mixed bag for high-volume recruitment. Retail and logistics workers were less severely impacted by furloughs and layoffs due to the “front line” status of grocery stores and the growth in online shopping. However, other industries, including the travel and hospitality sectors, were hit hard as lockdown came into force. 

The following trends are shaping the high-volume recruitment landscape:

  • Increased Competition:
    Job openings have grown by a third since 2019, yet job seekers per opening have fallen by half. Plus, hourly employees who were let go during the pandemic may feel resentful of their former employers and may have moved on to other roles in other sectors.
  • Recruiters are Rare:
    As of April 2021, recruiter job postings on LinkedIn surpassed pre-pandemic levels. There’s a record number of roles to be filled and not enough recruiters to tackle the work, creating a series of knock-on effects for organizations.
  • Attrition is Skyrocketing:
    A massive 41% of the global workforce is considering quitting their jobs and only 20% report feeling engaged at work. In a recent survey, 55% of hiring managers cited retention and turnover as the number-one issue impacting their ability to hire—and their company’s ability to thrive.
  • Candidate Expectations Have Changed:
    Modern candidates have modern expectations which are more aligned with today’s consumer experience. They want digital-first experiences—on their mobile phone—and fast responses. In fact, they expect acknowledgement of their application immediately upon submission, first contact from a recruiter within 24 hours and regular updates on the hiring process in a timely manner.

High-Volume Recruitment Challenges and Solutions

In this challenging landscape, how can employers stand out from the competition and attract a large number of candidates quickly without sacrificing quality?

We’ll tackle three of the top challenges below and offer strategies you can use to get ahead.

Challenge: Ghosting and Candidate Drop Off are Rampant

“Ghosting”—not showing up with no reason given and often no communication from the candidate—is on the rise at the interview, assessment and even onboarding stages. According to an Indeed survey on ghosting in the workplace, 22% of candidates say they have accepted a job offer but didn’t show up for the first day of work.

Many organizations are not prepared to support the current pace of hiring. Candidates are much less tolerant of long recruitment processes and pauses in communication from employers, so organizations who can move the fastest are more likely to have their offers accepted. Plus, those doing high-volume recruitment are seeing an increase in candidates dropping out of the funnel even in the application phase. If applying for a position is too complicated or too long, candidates won’t complete it. Online applications with 45 or more questions have an abandonment rate of nearly 90%.

Solution:

An RPO partner can help you evaluate your recruitment processes and identify opportunities for efficiency. They may suggest steps you could eliminate or combine and introduce tactics to help reduce the time between steps to help you keep pace with candidate expectations and reduce ghosting. They can also take over time-consuming steps like reference verification and background checks, leaving your team to focus on moving candidates through he funnel faster.

RPO providers also have access to the latest talent acquisition technology which can automate parts of your process. Leveraging CRM technology enhanced by artificial intelligence (AI), your RPO partner can nurture candidates through automated recruitment emails and even SMS messages. Texting is also a great way to screen candidates and automate interview scheduling, eliminating manual steps and accelerating your hiring timeline. By automating some of your candidate communications, you keep candidate engaged and reduce funnel drop off without increasing the workload for your recruiters and hiring managers.

Challenge: Desperation to Fill Vacancies Results in Reduced Quality-of-Hire

Increased attrition from the Great Resignation is leading to productivity loss. Many businesses have been forced to close stores due to lack of staff or because they don’t have enough staff to assist customers in a timely manner—in-store, in-branch or in the call center. The customer experience suffers which results in decreased sales and revenue loss, leading to some talent acquisition teams and hiring managers making bad hires out of desperation to fill vacancies.

With tight competition, time-to-offer has become a competitive differentiator. Often hiring managers may skip some interview or assessments steps in order to speed up their processes and keep talent in the funnel, leading them to compromise on quality-of-hire. Candidate without the right skills can also impact your customer experience.

Solution:

Challenge your assumptions or your hiring managers’ assumptions about the type of skills and background that are really needed for your roles. This will help you understand what experience is necessary for talent to have coming into the role and what can be learned on the job. We did this for one of our high-volume RPO clients that was struggling to hire for customer service roles. By interviewing their most successful customer-facing employees, we helped the brand realise that past customer service experience was not a predictor of future success, but rather employees stressed the amount of problem solving they had to do in their daily tasks. Not only did this expand their pool of talent, but it also helped to increase the quality of their hires and reduce attrition.

To support this, you should also rethink your candidate assessment so that it evaluates not just hard skills, like the ability to use a point-of-sale system, but also soft skills like empathy, attitude and work ethic, which are increasingly important for high-volume hiring. At PeopleScout, we’ve developed our whole person assessment model specifically for high-volume hiring. Through this we’ve helped many organizations create an assessment process that can identify and excite great candidates without extending their recruitment timeline.

Challenge: Leaning on Hiring Managers to Recruit is Leading to Burnout

With recruiters in short supply, hiring managers are picking up the slack in order to fill their vacancies. Unstructured, ineffective hiring processes and weak employer brands are putting the burden of attracting candidates and creating positive candidate experiences squarely on the hiring manager. The pressure only increases as they miss business targets due to lack of staff. In fact, 84% of hiring managers say they have hit or have come close to burnout because of hiring for their organization.

Solution:

A high-volume RPO solution helps augment your resources by acting as an extension of your in-house team. An RPO provider can handle everything at scale from sourcing and pipelining, screening, interviews, assessments, reference checks, offer management and more—whatever you need to free up your in-house recruiters and hiring managers to focus on more high-value tasks. Plus, RPO partners have particular focus on keeping hiring managers informed—whether it be ensuring they’re prepared for interviews or delivering feedback from candidates afterwards.

One of the biggest value-adds that RPO brings is experience with the latest talent technology innovations. An RPO partner can help you assess talent acquisition software to address all aspects of your recruiting process, from sourcing talent to creating a more efficient candidate experience. Your provider can show you how emerging technologies like AI, machine learning and predictive analytics can boost your speed and hire quality. Your hiring managers will love not having to spend so much time on administrative tasks.

Conclusion

The current talent market can’t be conquered with your old talent acquisition strategies. A high-volume RPO solution offers a range of approaches to help organizations attract, process and hire a large number of candidates. Whether you need to revamp your employer brand or to augment your in-house recruitment team, an RPO partner can help crank up your high-volume recruitment program.

9 Strategies for Solving High-Volume Hiring Challenges

Posted on by akessler

9 Strategies for Solving High-Volume Hiring Challenges

Competition for hourly talent is steep, with high demand from call centers, hospitality, retail, security, travel, logistics, healthcare and even government entities. In fact, 65% of companies have high-volume recruitment needs.

Talent acquisition leaders are facing the most tumultuous job market in recent memory with an impossible combination of soaring job openings and a labor shortage.

  • So, how do they compete for hourly talent when the competition is so fierce?
  • And how can they prepare for seasonal peaks?
  • More importantly, how can they increase speed without sacrificing on quality-of-hire?

Download our ebook to learn 9 Strategies for Solving High-Volume Hiring Challenges. It’s a must-read for any talent acquisition team focused on solving critical problems in their high-volume hiring programs.

[On-Demand] How to Build a Customer-Focused Workforce

Posted on by akessler

[On-Demand] How to Build a Customer-Focused Workforce

Is your business finding that customer behavior or expectations are changing? And does this mean you need staff with different skills or behaviors?

This Personnel Today webinar, in association with PeopleScout, looks at how many employers are re-engineering how they engage their customers.

Statistics from customer service platform provide Zendesk show that 60% of customers will choose an alternative supplier after just one bad experience. And research from Bain Capital found that organizations that excel at customer experience drive revenues up to 8% higher than others in their market.

To meet changing consumer expectations, customer facing teams need different skills and employers are having to adapt the competencies they look for in the hiring process.

Join Rob Moss, editor of Personnel Today, as he chairs a panel of industry experts to discuss the talent changes they’re making and anticipate for 2023. Panellists include: Sam Westwood, head of people for The White Company; Chris Jackson, group head of colleague experience at Centrica; Patsy Legender, head of operations at Newcastle Strategic Solutions; and Debbie Hayes, HR director at Renewco Power.

Despite the growth of digital channels, excellent customer service is still a must-have. Watch this webinar to learn:

  • Customer queries have become are more intricate and high-value
  • Employees need the skills to liaise with customers through chats, emails and social media
  • Customer service representatives need soft skills like listening and empathy
  • Problem solving abilities have become key to resolving more complex queries.

Merivale: High-Volume Recruitment for a Winning Hospitality Brand

Posted on by akessler
Merivale: High-Volume Recruitment for a Winning Hospitality Brand

Merivale: High-Volume Recruitment for a Winning Hospitality Brand

Merivale, Australia’s most innovative hospitality brand, turned to PeopleScout for a high-volume recruitment process outsourcing (RPO) solution, powered by Affinix, our talent acquisition suite.

800 hospitality roles filled in just six weeks
3,000 total hires made leveraging a data-driven approach
3 3.36 days time-to-offer achieved on average
balance of automation through technology and high-touch RPO
balance of automation through technology and high-touch RPO

Situation

In late 2021, Merivale was formally awarded the contract to manage the hospitality venues in the Sydney Cricket Ground (SCG) and the Sydney Football Stadium (SFS). This opportunity represented a new approach to dining at Sydney’s major sporting venues, moving away from the traditional fast food stadium experience toward more refined dining that will enhance the stadium experience.

However, the Sydney hospitality market was facing a crisis. After two years of border closures, the hospitality workforce was decimated. Plus, the uncertainty around the lifting of lockdown restrictions meant that Merivale received confirmation of their appointment to the stadium contract with only six weeks to prepare before the Ashes test would be held at the SCG.

Merivale came to PeopleScout with a challenge—to source over 800 roles in one of the tightest talent markets in a generation.

Challenge accepted!

Solution

PeopleScout needed to act fast. We quickly mobilised Affinix™, our proprietary talent acquisition suite, to capture expressions of interest from potential applicants. We built an online application form and campaign page that would educate applicants on the opportunities at Merivale, and through the dynamic application form, automatically categorized candidates into Merivale’s role streams of:

  • Bar staff
  • Wait staff
  • Cashiers

PeopleScout knew that speed was essential due both to our short timeframe and the highly mobile nature of hospitality candidates—we had to act fast! PeopleScout implemented a tech-powered talent acquisition solution through which eligible applicants were immediately invited to complete a video interview following their application. If applicants had not completed the video interview within 24 hours of submitting their application, our Center of Excellence team followed up to conduct a live phone interview. The PeopleScout Center of Excellence vetted all video interviews and phone screens, and successful candidates were handed over to Merivale for offer and onboarding.

Evolution

The PeopleScout team worked tirelessly in the lead-up to the New Year’s Ashes test, and we were able to fill the 800 roles for the Merivale stadium launch—in just six weeks.

Following the success of the first phase of the hospitality launch, Merivale engaged PeopleScout to source the talent they required to support the hospitality venues across both the SCG and SFS for the remainder of the year. Merivale needed a total talent pool of 3,000 skilled hospitality workers including those with fine dining experience, like chefs and front of house staff and retail personnel.

Following the Ashes pilot, Merivale had a better understanding of the candidate profiles they needed, so PeopleScout worked closely with the Merivale team to profile nine job categories across three job families. Candidate responses were screened using AI-powered tools in Affinix to dynamically filter them into qualified roles.

PeopleScout leveraged Affinix to build real-time analytics dashboards which helped us build the insight gained through the first round of recruiting into the decision-making process. In Affinix, we tracked candidate sources and engagement levels and fed this insight back to the Merivale marketing team so they could direct their activities to the channel which yielded the greatest results. Leveraging the CRM tool in Affinix, we also encouraged referrals from current Merivale staff and alumni.

PeopleScout maintained the same high-touch approach and fast turnaround for video and phone screening. We collaborated closely with the Merivale team to assess our results completing, spot audits throughout the process to ensure the team maintains high-quality hires and achieves the best possible outcome.

Results

PeopleScout was able to generate so much trust from Merivale that they gave our team permission to make direct offers to candidates without validation from the Merivale team.

In an extremely challenging talent market, PeopleScout achieved a time-to-offer of just 3.36 days and a time to fill of 5.5 days. PeopleScout is on track to source the volume of candidates Merivale needs, and with the SFS launching in late 2022, this requirement continues to grow.

At a Glance

  • COMPANY: Merivale
  • INDUSTRY: Hospitality
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES: 3,000+
  • ABOUT MERIVALE: Merivale is a pioneer within the Australian hospitality industry. With over 70 brands and venues, it is synonymous with delivering unique and memorable experiences.
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Seasonal Hiring: How RPO can Help You Better Source and Hire Seasonal Workers 

Posted on by edyson

Hiring seasonal workers is essential for employers in need of extra talent during the holiday season. If your organization depends on seasonal hiring to augment your workforce, it is vital to efficiently source, recruit, and onboard your seasonal hires to ensure you are staffed during the holidays.

Without a well-designed seasonal hiring program in place, employers risk going understaffed for the holidays, or for other times of the year when a business reaches a peak. In this article, we will walk through how an RPO provider can help you hire talent for the holidays and equip you with tips on building a seasonal hiring pipeline.

What is a Seasonal Worker?

hiring seasonal workers

A seasonal worker or employee is a worker who works for a short period to meet seasonal peaks in demand for an employer. This might coincide with weather seasons or with holiday seasons.

Employers that use seasonal hires typically need assistance at the same time each year, for example as lifeguards or lawn care workers in the summer or ski instructors or snowplow drivers in the winter. When hiring seasonal workers, you can hire them on a part-time or full-time basis depending on your needs.

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What are the Benefits of Hiring Seasonal Workers?

If your organization experiences seasonal peaks in demand, hiring seasonal workers can be a good solution for staffing issues. Here are some of the benefits:

Extra Hands When You Need Them: When a business reaches its peak season, seasonal workers provide you that extra help fast when you need it, without the expense and time of hiring full-time staff.

Assist Full-Time Staff: Your seasonal employees can help alleviate the load carried by your full-time employees. This can improve morale for your permanent workforce because they have the support they need during peak times.

Low Risk: When you hire a permanent employee, you don’t always know if they’ll be a good fit for the job. Seasonal employees are only hired for a short period. If they aren’t a good fit, you have only made a minimal investment.

Potential full-time employee: On the other hand, if you hire a seasonal employee who works out well, you might be able to offer them a permanent position when one becomes available. It’s a trial run that works as a recruiting method for permanent positions.

Better Seasonal Hiring Begins with Crafting Better Job Descriptions

seasonal hiring

Writing job descriptions for seasonal positions is different from temporary, full- and part-time roles. It is important that your job descriptions accurately reflect the nature of your open positions, so candidates know ahead of time if they should apply.

For example, many seasonal roles are in a warehouse and logistics setting and may require candidates to work in a more physically demanding environment. Major retailers and logistics companies are in serious need of seasonal logistics workers with Walmart looking to fill 20,000 logistics roles while UPS, Kohl’s and Target are in need of 100,000 seasonal warehouse hires each.

To better understand the nature of the seasonal jobs for which you are writing job descriptions consider spending time shadowing workers in the relevant seasonal positions. What’s more, COVID-19 has made many employers became more familiar with video interviewing, however, the idea of leveraging videos to enhance your employment marketing and employer branding is sometimes overlooked.  

Job descriptions can be bolstered with video. A seasonal job posting could include a short video of a hiring manager describing the job and what they are looking for in a seasonal hire. Your video can even include examples of workers performing the most common tasks required to give candidates an accurate idea of the work involved.

How RPO Can Help

RPO providers can help employers conceive of and create a talent attraction strategy that considers both the needs of employers and seasonal hires through a data-driven approach to talent advisory and recruitment marketing making you a seasonal employer of choice.

Sourcing Seasonal Hires

Recruiting seasonal employees begins with mining a verdant source of seasonal workers. Employers should look for candidates such as students and other demographic looking for short-term employment opportunities. For example, recruiting recent graduates who are taking time to figure out what they want to do long-term is one way of sourcing seasonal talent. Often, these candidates prefer the temporary nature of seasonal work compared to a longer-term commitment.

Moreover, hiring candidates with a seasonal work mindset can help you keep them around for the full season or even retain them for next year.

When sourcing seasonal workers, look to hire people who want seasonal work including

  • Retired workers
  • Workers looking for extra work during the holidays
  • Stay-at-home parents who want to work while their kids are in school
  • Students who are on holiday break

How RPO Can Help

Many RPO providers have talent pools and networks they can tap into to source the right candidates for seasonal positions. RPOs also have experience building talent pipelines from the ground up and can assist employers in creating a sustainable seasonal hiring program that delivers year-in-year-out.

RPO partners also offer technology expertise to help you track, measure and optimize your seasonal hiring campaign by showing which channels and recruitment marketing messages are yielding the best candidates. They can help you with recruitment analytics so you can see your recruitment funnel at all your sites in a centralize dashboard.

Managing High-Volume While Hiring Seasonal Workers

seasonal hires

Many employers in need of seasonal hires require a large volume of talent to keep up with peak demand. High-volume hiring at its heart is a problem of scale which requires optimizing your time and recruiting spend. Recruitment automation can help you reduce the manual workload on your recruiting team and hiring managers while keeping your visibility on all of the candidates progressing through different stages of the interview process. Automating certain steps, such as screening and triggering assessments, allows recruiters to focus their time on higher-value, strategic work.

How RPO Can Help

An HR outsourcing solution such as RPO provides employers the ability to scale up seamlessly as seasonal hiring demands shift. With an internal talent acquisition team, it may be difficult to scale up hiring quickly enough to handle a higher number of hires and then scale back down when hiring volumes shrink.  What’s more, recruitment technology platforms such as PeopleScout’s Affinix can help you automate your recruitment program and create great high-volume hiring efficiency.

Never Neglect Your End of-Season Plans

How you end a relationship with seasonal hires can help with next season’s hiring. Here are a few things to keep in mind at the end of the season:

  • Availability: Ask outgoing seasonal employees if they would be interested in returning next season. Some workers design their needs and lifestyle around managing seasonal and temporary jobs, and they may be looking for another opportunity next year.
  • Exit interviews: To learn from successes and drawbacks, hold exit interviews with seasonal employees, regardless of how long they worked with you. Having informative feedback can help streamline next year’s efforts.
  • Permanent talent: Tempting as it may be, you likely won’t have the means or the resources to bring every seasonal employee on full-time. However, keep an eye on exceptional workers whose mix of soft skills and talent would be excellent fit as vacancies come open during other parts of the year.

How RPO Can Help

An RPO provider can help organize your offboarding efforts at the end of the season by assisting in exit interviews, managing your seasonal worker database as well as hiring top performers to permanent positions. An RPO provider’s ability to scale down engagements quickly means the process can be seamlessly executed so that you can resume business as usual.

Are You in Need of a Seasonal Hiring Partner?

seasonal worker

When it comes to maintaining your seasonal operations and providing excellent customer service during your peak months, hiring seasonal employees can help keep your business moving.

Whether you are in need of seasonal recruiting or a permanent talent solution, employers in our new world of work face rising recruitment challenges. An outsourced recruitment solution like PeopleScout’s high-volume RPO and Total Workforce Solutions can help you stay connected with talent and provide hiring resources that will add immediate value to your talent programs.

High-Volume Global RPO Solution for International Hospitality Brand

Posted on by Kate
High-Volume Global RPO Solution for International Hospitality Brand

Global RPO

High-Volume Global RPO Solution for International Hospitality Brand

An international hospitality brand—and longstanding PeopleScout client—was experiencing growing pains after an acquisition. The client needed to source, screen and hire an additional 20,000 staff for both corporate and on-site positions at hotel properties across multiple continents—bringing the annual headcount to 65,000 new hires. PeopleScout’s global RPO solution proved agile enough to seamlessly scale up to absorb the increased hiring volume, while hitting target service levels across regions.

65,000 Annual Hires
90 % Customer Satisfaction Scores Among Hiring Managers
84 % Time-to-Fill Targets Achieved for In-Market Roles
100 % Time-to-Fill Targets Achieved for Corporate Roles

Situation

PeopleScout facilitates more than 65,000 hires annually for the hospitality brand, delivering RPO through a 350-member team across continents. Roles include management and hourly hiring needs in both corporate and in-market environments, including sales, accounting, technology, e-commerce, infrastructure, risk management, engineering, architecture, property management, customer service, housekeeping, culinary and more.

In addition to corporate hiring in the U.S. and Canada, we’ve recruited for their operations centers in the UK and India and hospitality properties spanning North America, Latin America, EMEA and APAC.

Solution

Starting with a small pilot in 2007, our relationship has developed into a strategic partnership over 15 years. At the start, the client had disjointed hiring processes across regions. PeopleScout’s RPO team streamlined their recruitment processes and developed robust, standardized compliance practices across the entire recruiting program.

Following an acquisition in 2017, the client gained nearly 1,300 properties across over 100 countries. PeopleScout scaled our global talent acquisition program to ensure the established standardized processes and compliance practices were applied to the newly acquired properties, while keeping costs down.

PeopleScout seamlessly absorbed a 20,000-position increase and easily increased resources to meet a 50% increase in the scope of services. This included scaling our RPO solution to cover the end-to-end recruitment process for management positions for all hotel locations and the U.S. and Canadian headquarters. This allowed the in-house HR team to focus on training, workforce planning and employer branding.

PeopleScout also supported the client through three talent technology transitions over the course of the partnership, creating new levels of efficiency through automation. Plus, our in-house creative agency TMP assisted the client with their recruitment marketing efforts, creating attraction content in English, French, German, Italian, Portuguese, Spanish and Turkish.

Results

In just two months, PeopleScout was able to achieve the same level of performance at the newly acquired locations as they had at the legacy locations.

  • Created standardized recruitment processes and robust compliance practices across all in-market locations resulting in significant cost savings through efficiency
  • 84% time-to-fill targets achieved for in-market hires
  • Nearly 100% time-to-fill targets achieved for corporate hires
  • 90%+ customer satisfaction scores hit for both in-market and management hires
  • Achieved nearly 100% consistency in SLAs thanks to standardized operations across PeopleScout’s global delivery centers.

At a Glance

  • COMPANY: International hospitality brand
  • INDUSTRY: Hospitality, Travel & Tourism
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • ANNUAL HIRES: 65,000
  • LOCATIONS: Hospitality properties, corporate offices and operational centers across North America, Latin America, Europe and APAC
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