Solution: Recruitment Process Outsourcing

Providing Flexibility and Speed to Meet Seasonal Talent Demands

Posted on by edyson
Providing Flexibility and Speed to Meet Seasonal Talent Demands

seasonal recruitment solutions

Providing Flexibility and Speed to Meet Seasonal Talent Demands

PeopleScout helped a major healthcare company and pharmacy chain meet accelerated demand in their call centers by managing their seasonal, high-volume hiring program.

2,000 + call center roles
30 + The PeopleScout Flex Team scaled up to 30+ recruiters
PeopleScout played a key role in getting our client’s seasonal hiring program back on track
PeopleScout played a key role in getting our client’s seasonal hiring program back on track

Situation

A major American retail corporation faced difficulties with the ability of their long-term RPO provider to meet hiring targets for their seasonal, high-volume hiring program. As the client’s RPO provider began missing critical hiring targets without demonstrating any corrective actions, the client turned to PeopleScout to step in and assume ownership of hiring for the vital call center roles. With their busy season fast approaching, and a need for specialized call-center talent to meet surging demand, the client transitioned the project to hire more than 2,000 call center representatives on an accelerated timeline of two months to PeopleScout.

Solution

  • To facilitate the hiring of 2,000+ call center roles across numerous multi-location regions in the United States in a compressed time-frame, PeopleScout utilized its Flex Team to add 30+ recruiters dedicated to meeting the client’s seasonal hiring needs in approximately one week, with plans to add additional resources as needed.
  • PeopleScout’s scaled-up team includes veteran recruiters with direct experience working with our client. The familiarity and deep understanding of our client’s historic hiring needs ensures our team hits the ground running without any disruption to our client’s business.
  • To help navigate the recruiting challenges presented by the COVID-19 pandemic, PeopleScout’s team sources, screens and hires call center talent that are able to work from home to support the client.
  • PeopleScout’s rapid deployment played a key role in our ability to get our client’s seasonal hiring program back on track. We are continuing to demonstrate our commitment to the client by our ability to source specialized call center talent and hire on time and on target.

At a Glance

  • COMPANY: Healthcare company and pharmacy chain
  • INDUSTRY: Healthcare & Pharmaceuticals
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • ANNUAL HIRES: 2,000+
  • LOCATIONS: Multiple locations across the United States
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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-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
Contact Sales

[On-Demand]: Hello, Is Anyone There?: Great Candidate Experience Needs Communication

Posted on by edyson

[On-Demand]: Hello, Is Anyone There?: Great Candidate Experience Needs Communication

Candidates want feedback, so why do so few employers provide it?

Employers want to provide a better candidate experience, so why do so few actually ask candidates what they think about the process?

Candidate experience is the core of employer branding. Research by HRO Today and PeopleScout shows that employer branding is still top of mind in 2020, but employers still have plenty of room for improvement.

Join PeopleScout Executive Leader, Group Managing Director of EMEA & APAC Andrew Wilkinson for our Talking Talent webinar, Hello, Is Anyone There? Great Candidate Experience Needs Communication. Andrew will break down the latest research from PeopleScout and HRO Today about how employers are adjusting their strategies and provide best practices for success.

You’ll also hear from a panel of employer branding experts, including Neil Daly, the Global Employer Brand Lead at Baker Hughes, Craig Morgans, the Global Head of Talent Acquisition at IWG plc and Vanessa Hawes, PeopleScout Senior Employer Brand and Communications Strategist.

In this webinar you’ll learn:

  • How employers are shifting their employer branding strategies in 2020
  • Best practices for communicating with candidates
  • How to approach employer branding from a strategic rather than tactical perspective
  • How to build an employer brand that focuses on retention
  • And more!

Building an Effective Veteran Hiring Program

Posted on by epadmin

Building an Effective Veteran Hiring Program

If you want to hire veterans, you can’t just wait and hope it happens. Veterans won’t apply through your one-size-fits all careers page. Their skills and experience don’t fit into a standard application. And if veterans do apply, do you have a team that can understand the military language? Can you translate their achievements and place that veteran in the best position for their skill set?

In this ebook, Best Practices for Hiring Veterans, you’ll learn:

  • The most important and effective steps to take when creating a veteran hiring program
  • The veteran hiring landscape
  • The unique challenges veterans face as they transition into the civilian workforce

McKesson: High-Volume Veteran-Focused Hiring Solution

Posted on by jpatel
McKesson: High-Volume Veteran-Focused Hiring Solution

Life Sciences RPO

McKesson: High-Volume Veteran-Focused Hiring Solution

As one of the world’s largest life sciences and healthcare companies, McKesson required a high-volume hiring solution to fill positions across multiple departments. PeopleScout delivered an RPO solution with a special emphasis on boosting diversity and the client’s veteran hiring initiatives.

10 + Year Partnership
95 % of All Requisitions Have Diverse Candidates
8 % Over 8% Veteran Hiring Achieved, Up from 3.3%

McKesson has engaged with PeopleScout for 10 years. Over the course of our partnership, PeopleScout has managed hiring for a variety of positions including professional, managerial, sales, finance and administrative roles. PeopleScout’s engagement includes a specific focus on hiring veterans in all positions to support McKesson’s goal to become known as a top employer for veterans and military spouses.

Solution

VETERAN TALENT COMMUNITY

PeopleScout created a Veteran Talent Community which provides McKesson with access to thousands of active and passive veteran job candidates and opens the door to additional job opportunities for veterans.

IMPROVED WEB DESIGN

PeopleScout helped to administer a customized McKesson veteran careers webpage to attract and process veteran candidates.

RECRUITMENT MARKETING

Veteran-targeted marketing and sourcing strategies were developed including improving relationships with more than 800 military organizations, posting jobs on veteran job boards and social media marketing.

ONGOING TRAINING

PeopleScout provides ongoing training and education for members of the recruiting team to ensure military resumes are matched with civilian job requirements.

SCREENING PROCESSES

A veteran priority screening process was created to identify and prioritize veteran candidates.

DIVERSITY & INCLUSION

PeopleScout hired a Navy veteran to lead the D&I initiative on the recruiting team.

Results

HIRING SUPPORT

In 2019, PeopleScout managed more than 3,000 hires across North America.

DIVERSITY IMPROVEMENT

PeopleScout provides a diverse slate of candidates on 95% of all requisitions.

INCREASED VETERAN HIRING

Veteran hiring improved from 3.3% to 8.6%.

STRONGER EMPLOYER BRAND

Targeted veteran recruitment and marketing strengthens McKesson’s veteran employment brand, resulting in McKesson being recognized as a leader in veteran hiring by national media outlets.

McKesson’s Veteran Talent Community, veteran landing page and recruitment marketing strategy are supported by PeopleScout’s proprietary talent technology, Affinix.

At a Glance

  • COMPANY: McKesson Corporation
  • INDUSTRY: Life Sciences, Pharmaceuticals, Healthcare
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Talent Advisory, Affinix
  • ANNUAL HIRES: 3,000
  • ABOUT MCKESSON: McKesson Corporation is a diversified life sciences and healthcare services leader dedicated to advancing health outcomes for patients everywhere. The organizaiton partners with biopharma companies, care providers, pharmacies, manufacturers, governments and others to deliver insights, products and services to help make quality care more accessible and affordable.
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A Dynamic IT Recruiting Solution to Support Growth and Improve Candidate Experience

Posted on by skatz
A Dynamic IT Recruiting Solution to Support Growth and Improve Candidate Experience

RPO Recruiting for IT Professionals

A Dynamic IT Recruiting Solution to Support Growth and Improve Candidate Experience

PeopleScout partnered with this healthcare revenue and payment cycle management company to provide RPO recruiting solutions for niche IT roles.

3,000 + Annual Hire in IT Roles
40 % Reduction in Time-to-Hire
Tech-Enhanced Candidate Experience Powered by Affinix™
Tech-Enhanced Candidate Experience Powered by Affinix™

A healthcare revenue and payment cycle management company needed an RPO partner to support the rapid growth that occurred when it acquired a healthcare IT business. Healthcare IT is a niche field with a limited number of candidates and many hard-to-fill positions. To meet its new workforce demands, the client engaged PeopleScout to implement a full-cycle RPO program for both exempt and non-exempt hiring. In addition, they partnered with PeopleScout to provide additional support to their internal talent acquisition teams in areas where hiring volume increased through our Recruiter On-Demand (ROD) solution. 

Situation

The client requires a scalable RPO solution that is flexible enough to navigate hiring spikes throughout the year and to access talent in the niche healthcare IT field. PeopleScout’s RPO program spans high-level technology roles as well as HR, finance, marketing, sales, legal, customer service and sourcing for executive-level candidates. Due to COVID-19, the client also required a new digital interviewing platform to create a consistent experience for candidates as they move through the hiring process.

Solution

Solution Highlights

  • Full-Cycle, Exempt and Non-Exempt Hiring  
  • 3,000+ Annual Hires 
  • Recruitment of Hard-to-Fill Roles 
  • Dedicated Veteran Hiring Resources  
  • Tech-Enhanced Candidate Experience Powered by Affinix™ 

SOURCING FOR LEADERSHIP ROLES

The client leverages PeopleScout’s experience and expertise to source executive-level candidates to fill key leadership roles. 

SOURCING FOR NICHE ROLES

PeopleScout’s expert recruiters work with the client to identify qualified candidates in the competitive healthcare technology talent landscape. 

EMPLOYER BRANDING

PeopleScout’s RPO teams consult with the client to craft precise employer branding messaging and a social media strategy to attract talent for hard-to-fill open positions. 

ATS IMPLEMENTATION

PeopleScout assisted the client in the implementation of a single ATS platform to decrease redundancy and recruiting errors and create a pipeline of better-quality candidates. 

IMPROVED CANDIDATE EXPERIENCE 

PeopleScout implemented Affinix digital interviewing technology to ensure a consistent experience for candidates as they move through the hiring process.  

EMBEDDED RECRUITMENT SUPPORT

PeopleScout recruiters are embedded within the client’s organization and work with their internal teams to navigate sourcing, screening and hiring challenges to improve talent acquisition outcomes for all positions in scope. 

DIVERSITY & VETERAN HIRING

To support the client’s commitment to diversity and veteran recruiting, PeopleScout has a specialized focus and dedicated resources in this area. 

IMPROVED METRICS

PeopleScout’s RPO team provides the client’s leadership with full transparency by monitoring and reporting on metrics important to them including time-to-fill, candidate quality and the speed of the recruiting program.

Results

IMPROVED PERFORMANCE

PeopleScout has improved the client’s recruitment performance by merging people, process and technology to enhance the experience with the recruitment process for candidates, recruiters and hiring managers. Average days to offer accept dropped from 62 days to 37 days for exempt positions, and from 40 days to 22 days for non-exempt, below the client’s target goal of 50 and 40, respectively.

INSIGHTS & EXPERTISE

The client values the input and insights provided by PeopleScout’s experienced RPO team and their ability to quickly source and hire candidates for hard-to-fill positions.

ACQUISITION SUPPORT  

The client has successfully navigated the challenges presented by its acquisition of the previous client’s healthcare IT business with the support of PeopleScout talent acquisition professionals. 

EXPANDED TALENT POOL

PeopleScout’s RPO solution has expanded the client’s talent pool and now sources veteran and diverse candidates more efficiently. 

At a Glance

  • COMPANY: Healthcare revenue and payment cycle management company
  • INDUSTRY: Healthcare Technology
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES: 3,000+ IT roles
Let’s Connect

Transport for Wales: Growing the Workforce of a Newly-Created Organization

Posted on by akessler
Transport for Wales: Growing the Workforce of a Newly-Created Organization

Transport for Wales: Growing the Workforce of a Newly-Created Organization

Supporting the launch of Transport for Wales with recruitment process outsourcing (RPO) for specialist engineering, transportation, project management and support roles.

92 % of Candidate Rated the Experience as Excellent
Grew Workforce from 9 employees to 140 During the Initial Engagement
Grew Workforce from 9 employees to 140 During the Initial Engagement
2 Languages, English and Welsh

Situation

Transport for Wales (TfW) was created to drive forward the Welsh Government’s vision for a high quality, safe, integrated, affordable and accessible transport network that the people of Wales would be proud of. As a new rail franchise operator, their initial focus was to grow at speed, recruiting 100 or more key staff within challenging timescales, in preparation for a rail franchise switch over.

As a newly-created organisation, Transport for Wales had no recruitment expertise or talent technology to support their ambitious resourcing plans for roles at all levels, from apprentices and graduates to Directors with every level in between.

TfW selected PeopleScout as their sole RPO partner to build their workforce from just nine employees to over 140 and growing, most of which are permanent with some temporary staff and contractors. Another key requirement was to work in both English and Welsh.

Solution

A Unique Service Model

To establish the Transport for Wales recruitment strategy, we placed a senior recruiter on site with expertise and industry experience who could consult and provide solutions to market challenges and engage with hiring communities and other key stakeholders. The immediate challenge was to identify and hire for key senior positions, starting with the Directors. We then worked with these leaders to build their teams from the top down in order to deliver on their goals.

Best-In-Class Candidate Experience

Our off-site recruiting team provided full-cycle RPO, from sourcing to onboarding services, to ensure that candidates received a best-in-class experience right through to their first day and beyond.

Attracting a Wider Talent Pool

As an RPO provider with a creative flair, we were able to help TfW move away from a more traditional marketing style to something which attracted diverse talent. As leaders in employer brand and candidate experience, this extended into a go-to-market broadcasting strategy that encompassed social media, community management and talent pooling. It also maximized the TfW employer brand story and reduced pressure on budgets.

Results

  • 95% offer fulfilment across all levels of roles
  • Rapid identification and hiring of crucial roles
  • 92% of candidates rated their hiring experience as excellent
  • Talent pools created for future hiring
  • A developed and refined future-proof recruitment strategy

PeopleScout have been excellent in the delivery of the recruitment services into Transport for Wales. They are transparent, hardworking and qualitatively focused. All the team have been dedicated to our growth ambition and have represented our brand well to external candidates. I am delighted to work with the whole team as we share our continued success with our partners.

Recruitment Leader, Transport for Wales

At a Glance

  • COMPANY: Transport for Wales (TfW)
  • INDUSTRY: Public Transportation
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES: 100+ roles across specialist engineering, transportation, project management and admin support
  • ABOUT TfW: Founded in 2016, Transport for Wales (TfW) was set up by the Welsh Government to make sustainable travel a reality in Wales. Their multimodal, integrated transport network aims to increase the number of journeys on public transport by 40% by 2040.
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How RPO Supports Business Growth in Europe

Posted on by akessler

For the past few years, the recruitment and staffing industry have been under constant pressure to reevaluate their service delivery strategies. Despite the recent turbulence we’ve been experiencing due to COVID-19, recruitment process outsourcing (RPO) offers organisations the opportunity to augment their recruitment functions to support growth in other regions.

Business Growth in Europe

For the past 10 years, the offshoring market in countries like Poland has been an increasingly large component of the global business operations. Offshoring certain business functions offers savings, and enterprises have become more comfortable with managing remote teams—whether through an outsourced provider or their own offshore service centers.

In addition, global businesses are looking to other countries to access a wider, well-educated and experienced talent pool. Some jobs require highly skilled talent, and in order to fulfill all their requirements, expanding to a new region—and acquiring the best skills at a lower operating cost—will become a kay component of organisational resilience going forward.

5 Ways RPO Can Support Your European Expansion

Europe is made up of 44 countries, all with their own distinct traditions and languages. A homogenous approach won’t delivery against your European talent acquisition goals. An EMEA RPO partner can help you navigate these differences and find talent as rich as the cultures this continent has to offer. 

Here are five ways a global RPO partner can help your organisation expand in Europe.

  1. Access local recruitment expertise. With a regional presence and experience, your RPO partners can provide insights into local labour markets and what matters to talent in different areas of expertise or the region.
  2. Expand your talent pool. Whether you’re opening a new factory or looking for top software engineers, RPO can open up a whole new pool of talent for your organisation.
  3. Gain efficiency and agility. Access to flexible teams and leading recruitment technology means your RPO can help optimise your processes and reduce the burden on local hiring managers.
  4. Adapt your approach to cultural nuances. Global RPO partners have multilingual teams who can tailor your recruitment processes to account for the location and role.
  5. Ensure compliance. Each country has its own recruitment regulations and laws, and an RPO partner can help you stay compliant and mitigate risk.

Need an RPO Partner in Europe?

Looking for help with talent acquisition in Europe? Contact us to learn more about our talent acquisition solutions in EMEA.

Cutting Time-to-Fill in Half with a Technology-Driven RPO Solution

Posted on by nfuqua
Cutting Time-to-Fill in Half with a Technology-Driven RPO Solution

Tech-Powered RPO

Cutting Time-to-Fill in Half with a Technology-Driven RPO Solution

A large, multi-brand media company in Australia engaged with PeopleScout to develop a tech-powered recruitment process outsourcing (RPO) solution designed to deliver seamless recruitment experiences and provide them with a competitive advantage.

50 % drop in time-to-fill
4 agency brands
EVP development and implementation
EVP development and implementation

Scope and Scale

For the client, candidate care is key, so the model was designed to ensure engaging communication strategies along with consistent employer value proposition (EVP) messaging. All of this had to be underpinned by technology, allowing the recruiters to access sourcing tools, to easily and efficiently move candidates through the process and to manage multiple requisitions at one time. Ultimately, the goals was to find better quality candidates, faster, across the four agencies that made up the media group.

Situation

By implementing a centralized talent acquisition model, aligned to the different brands in the group, the senior leadership team now has access to reporting that gives them a clear picture of where their requirements are, any bottlenecks or challenges and this, in turn, helps with business planning. Prior to the introduction of an RPO, time-to-fill averaged between 42 and 60 days which placed a significant amount of additional pressure on teams and business units with the potential to generate a domino effect of increased vacancies.

Solution

  • Full, end-to-end talent acquisition services
  • Strategic sourcing across every brand and business unit
  • Executive search for senior roles
  • EVP development and implementation
  • Hiring manager training
  • Third-party supplier management
  • Executive reporting
  • Talent community development
  • Occupational Personality Questionnaire (OPQ) design and implementation
  • Contract generation for graduates and all solution hires

The deployment of PeopleScout’s complete sourcing and talent management solution in conjunction with our RPO team made an immediate impact on the time-to-fill metric. With advanced sourcing capabilities, powerful automation, a streamlined onboarding solution, detailed reporting insights and CRM capabilities, the solution generated productivity gains that allowed for an improved candidate experience, the optimization of marketing strategies and more effective talent pooling.

Results

Time-to-fill dropped from 60 days to an average of 27 days.

Integrating an experienced recruitment team with media and digital marketing expertise allowed for a smooth transition for the RPO team and the client and established a conversion benchmark above 82% of roles briefed versus placements.

PeopleScout is also focused on process improvement and to target goals around improved staff retention and candidate quality through the introduction of cognitive and behavioural testing, video interviews, a reference checking technology platform and a suite of new technology tools, including artificial intelligence.

Client Feedback

“Since partnering with PeopleScout we’ve seen consistent improvement in the marketing of our brand to potential employees, increased productivity through process improvement and the introduction of new tools and technology as well as a reduction in vacant roles. We regularly receive feedback from candidates that their experience of the job interview process is the best they’ve ever experienced period.”

“Media agencies operate in a fast-paced, high-volume environment where resourcing needs constantly fluctuate and reactivity is key. In this context, PeopleScout’s scalable approach is a huge advantage as it allows us to quickly recruit staff when we win new clients and focus on longer-term strategic work when volume is lower. The PeopleScout team has quickly developed an intimate understanding of our industry and business challenges and are seamlessly embedded in each of our agencies, allowing them to sell our EVP to candidates.”

At a Glance

  • COMPANY: Large Australian multi-brand media company
  • INDUSTRY: Media Services
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Talent Advisory, Affinix
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Virtual Volume Hiring for Front-Line Workers

Posted on by nfuqua
Virtual Volume Hiring for Front-Line Workers

Virtual Volume Hiring for Front-Line Workers

PeopleScout delivered high-volume contact center hires in just two months for this telecommunications provider with a virtual candidate experience.

16 different volume vacancy types
60 % managing over 60% of all external hiring
300 offers made in just 4 weeks

PeopleScout has been working with a large telecommunications company for more than seven years. The company supplies telephone, television and internet services to customers throughout the UK.

PeopleScout provides RPO services for volume hiring to the client’s front-line workers. In the highly competitive telecommunications industry, the client needs to ensure the company attracts the very best talent, particularly across their sales and technician functions. PeopleScout manages up to 16 different volume vacancy types or about 60% to 70% of all external hiring. This fast-paced market requires an agile partner who can respond to quickly changing requirements.

Situation

The client had recently decided to reduce the number of sub-contractors and outsourcers for front-line jobs. PeopleScout had been briefed to replace these workers with permanent employees.

As the UK started restrictions for COVID-19, some of the company’s outsourced overseas contact centers were threatened with the risk of closure due to lockdown in those countries. To maintain excellent service, the client created more than 550 new contact center jobs in the UK, to help keep customers connected during this critical time.

The task was to find 550 new starters within two months of the project launch, using a completely redesigned process while taking into account social distancing measures. Candidates would not be able to attend assessment centers and interviews onsite, contact center managers would not have the capacity to interview while maintaining stringent service levels and right to work/onboarding checks could not go ahead using a visual review of original documentation as normal.

Additionally, the client introduced a number of protocols to ensure its people remained as safe as possible while continuing to help answer customer calls and queries. This included providing remote working capabilities where possible and flexible working patterns.

Solution

An agile working group was formed and met twice daily to track project implementation and delivery progress. A new virtual hiring process was designed and implemented in less than two weeks. PeopleScout fast-tracked application and assessment by using video interviews, dramatically reducing processing time and allowing candidates to be selected within days and start within weeks.

To generate candidates, PeopleScout built a new page on the client’s careers site and created an enhanced attraction plan to drive applicants there. This included diverting existing candidates (whose roles had been cancelled) into the new process and creating two microsites to improve quality of applications and speed-up hiring – a hints-and-tips site and a site illustrating the overall application process.

Hiring capacity was ramped up, using PeopleScout’s global delivery centers to score nearly 5,000 video interviews and to support the onboarding of successful candidates without delay.

Results

  • Delivered 5,550 new applications
  • Conducted more than 1,800 online video interviews
  • Completed 400 final stage qualification calls
  • Made nearly 300 offers within four weeks
  • Created a hiring manager audit step with 95% of qualified candidates approved for hire

Process Improvement

Throughout this agile process, PeopleScout continually used data to understand where interventions could be made to improve the recruitment journey. We created two microsites to help prepare candidates for each step of the process.

The sites were created, signed-off and live within the first three weeks of go-live. They enabled candidates to find out more about key steps in the process such as getting access to an onboarding site which outlines what they need to do prior to starting, as well as what happens on day one.

“Due to the COVID-19 situation, we needed a new hiring process in an extremely short period of time. In less than two weeks, PeopleScout had candidates moving swiftly through the process. PeopleScout’s agility ensured candidates could start within one month of applying.

As the situation continued, we found that we needed additional onboarding support. PeopleScout created microsites to educate and move people through the process which, at the same time, reduced email traffic to our teams.

Most importantly, PeopleScout has helped us build a new level of trust with our hiring managers, enabling us to work in a far more efficient and safe way. The success of this project means that we now have a new way of recruiting to build on in the future.”

Head of Resourcing, Telecommunications Company

At a Glance

  • COMPANY: Large telecommunications company
  • INDUSTRY: Telecommunications
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • ANNUAL HIRES: 550 virtual call center professionals in two months
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