Solution: Recruitment Process Outsourcing

HM Treasury: Building Inclusion into the Candidate Experience

Posted on by akessler
HM Treasury: Building Inclusion into the Early Careers Candidate Experience

Early Careers

HM Treasury: Building Inclusion into the Early Careers Candidate Experience

PeopleScout boosted inclusion in the HM Treasury early careers recruitment process to improve diversity.

Situation

Every year His Majesty’s Treasury (HMT) recruits up to 150 graduates for their Graduate Policy Adviser program, offering the chance to shape policies that affect a nation. A popular proposition, they sought PeopleScout’s help to identify the very best candidates from almost 2,500 applications. While well-subscribed, delivering a satisfactory candidate journey had historically proved to be a challenge, and they were keen for our help to improve the application experience.

A key objective was to attract a more diverse range of candidates, reflecting the the UK population they serve. Specifically, they wanted to engage a wider socio-economic, gender, ethnic and disability community. Understanding—and addressing—any adverse impacts on these groups was essential.

Solution

Our goal was to shift the perception that HMT roles are primarily financial when, in fact, communication and analytical skills are the most important abilities. Understanding this helped us to broaden the sweep of our attraction strategy while also developing a strategy to target specific talent groups.

We reviewed all of HMT’s assessment materials to establish their fairness and to ensure they represented best practice. We also monitored every stage of the recruitment process for any adverse impact.

We established a structured schedule of nurture emails, regularly updating candidates on their application status. Our recruitment team supported candidates throughout their entire recruitment journey.

We also applied a reasonable adjustment process, making sure that every candidate with a disability-related request was personally contacted to assess their requirements. For example, a disabled candidate was unable to complete the online test, so we worked with the test provider to replicate the evaluation in Microsoft Excel, and allowed the candidate to complete the test at our offices in London. The candidate was successful and progressed to the next stage.

“The attraction campaign generated 49% of all applications and increased applications from key target audiences—particularly women, those from underrepresented groups and state schools.”

Results

All hiring targets were achieved. The attraction campaign generated 49% of all applications and increased applications from key target audiences—particularly women, those from underrepresented groups and state schools.

HMT was thrilled with the results—so much so that they have asked us to take on further campaigns.

At a Glance

  • COMPANY: His Majesty’s Treasury (HMT)
  • INDUSTRY: Government & Public Sector
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • ABOUT HMT: HM Treasury is the UK government’s economic and finance ministry, maintaining control over public spending and setting the direction of economic policy.
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Safran Nacelles: Cutting Time-to-Hire by Over 30% for Critical Engineering Talent

Posted on by akessler
Safran Nacelles: Cutting Time-to-Hire by Over 30% for Critical Engineering Talent

Safran Nacelles: Cutting Time-to-Hire by Over 30% for Critical Engineering Talent

PeopleScout RPO sourced specialist engineering talent for Safran Nacelles, reducing time-to-hire by a third and cutting cost-per-hire in half.

33 % Reduction in Time-to-Hire
50 % Reduction in Cost-per-Hire

Situation

Safran Nacelles, an aerospace and defence company, needed to attract experienced stress engineers to join in permanent roles. However, experienced stress engineers are in very short supply as they are an essential part of the design and test processes for aircraft components.

The aerospace market is highly competitive, and the best candidates often opt for contracts rather than permanent positions. After 18 unsatisfying months trying to fill roles with their previous supplier, Safran Nacelles approached PeopleScout for help through recruitment process outsourcing (RPO).

Solution

Four things defined our approach: rigour, innovation, relationships and brand unity.

To understand the skills, experience and behaviors that typified an excellent candidate for Nacelles, we held a detailed briefing with hiring managers and stakeholders. Next, we devised a sourcing strategy, including deep web searching, competitor mapping and tapping into online forums, reaching out to candidates from Romania, India and the UK.

Our recruiters worked onsite at the Nacelles headquarters to build great relationships with the hiring managers. Every contact by PeopleScout recruiters was made under the Nacelles name, whether sourcing candidates, conducting interviews or leading tours of the factory. Nacelles and PeopleScout collaborated as one.

“The agreed time per hire was 45 days, but you achieved an average is just 30 days. That’s a reduction of 33%.”

Results

By managing every part of the process, we substantially streamlined Nacelle’s talent acquisition program, yielding fantastic results. The agreed time-per-hire was 45 days, but our average was just 30 days–a reduction of 33%. Within a month, we filled the first three roles and placed nine more stress engineers in permanent roles at Safran Nacelles—an unheard-of achievement in the aerospace industry.

Plus, we cut the cost-per-hire in half.

At a Glance

  • COMPANY: Safran Nacelles
  • INDUSTRY: Aerospace & Defence
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • LOCATIONS: Romania, India and the UK
  • ABOUT SAFRAN NACELLES: Safran Nacelles is a French multinational aerospace and defense corporation that designs, develops and manufactures aircraft components as well as various aerospace and military equipment.
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Improving Retention and Diversity for Leading North American Tire Brand

Posted on by Kate
Improving Retention and Diversity for Leading North American Tire Brand

High-Volume RPO

Improving Retention and Diversity for Leading North American Tire Brand

A leading North American tire brand partnered with PeopleScout to facilitate more than 10,000 annual hires for automotive technician, management and sales positions and standardize its retail recruitment processes company-wide.

10,000 annual hires
40 percent improvement in hiring diverse employees
5 percent improvement in technician turnover

A leading North American tire brand was experiencing an alarming rate of attrition in key retail positions, making it difficult to provide the level of service excellence the brand’s customers have come to expect. To help solve its unsustainable employee attrition issue, the client partnered with PeopleScout to efficiently facilitate more than 10,000 annual hires of automotive technicians, management and sales positions and standardize its retail recruitment processes company-wide.

Scope and Scale

Full-life cycle recruiting services needed for 10,000 U.S. hires annually. Skills and positions included: technicians, customer service, sales and management.

Situation

The client was facing a 50% turnover rate at retail locations and lacked a uniform hiring procedure, resulting in a disjointed process and poor quality of hire. Without the appropriate staffing of technicians, customer care suffered, causing a reduction in the client’s revenue in their retail operations. 

Solution

SOLUTION HIGHLIGHTS

  • Screening & block interview scheduling efficiencies
  • 10,000 hires in the first year of the engagement
  • Reduced employee turnover
  • Hiring diversity
  • Transparent Reporting

A STANDARD HIRING MODEL

The partnership was designed to improve turnover rates for technician and retail positions, create a standardized retail recruitment model and provide consistent OFCCP compliance and standardization.

AN EFFICIENT PROCESS

PeopleScout deployed a time-efficient screening process focused on the quality of the candidate, with a guaranteed response from recruiting teams within 48 hours of application.

HIRING DIVERSITY

To help source and engage more diverse candidates for the client, PeopleScout developed a comprehensive network of community organizations for partnered recruitment. 

IN-REGION RECRUITERS

Collaborative relationships between our retail recruiters and the client’s area managers were fostered by in-region placement of PeopleScout recruiters.  

TRANSPARENT REPORTING

Continuous improvement was driven through transparent reporting and analysis for the client’s executive and field leadership.

Results

REDUCED EMPLOYEE TURNOVER

The client’s technician turnover rate has improved by 5% and retail turnover by 6%. 

10,000 HIRES IN FIRST YEAR

PeopleScout hired 10,000 employees in the first year of the engagement.

HIRING DIVERSITY

Hiring diversity improved by 40%, including an increase of 2% for veterans and 6% for female hires.

At a Glance

  • COMPANY: Leading North American tire brand
  • INDUSTRY: Consumer Goods
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
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A Higher Performing Recruiting Model

Posted on by Kate
A Higher Performing Recruiting Model

RPO for Telecommunications

A Higher Performing Recruiting Model

A major telecom provider faced multiple recruiting challenges as a result of its decentralized and fragmented recruitment processes. PeopleScout partnered with this provider to implement a first-generation RPO program to migrate to a higher-performing recruiting model.

13,000 annual hires in the first year
8 days average time-to-hire
1,400 Built a scalable, centralized process across 1,400 retail stores

Situation

The telecom provider wanted to reduce store-to-store inconsistencies and migrate from a highly decentralized recruitment into a high-performing recruitment model. The provider wanted to improve response times to seasonal demands and decrease poor candidate quality and below-average customer experiences.

PeopleScout established the foundation for an RPO program that today supports more than 1,400 stores and nearly 13,000 hires. 

Solution

SOLUTION HIGHLIGHTS

  • Centralization and standardization of the recruitment process
  • Scalable recruitment model to address changes in hiring needs
  • Targeted and innovative grassroots and digital sourcing strategy

At a Glance

  • COMPANY: Telecom provider
  • INDUSTRY: Telecommunications
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • ANNUAL HIRES: 13,000
  • LOCATIONS: 1,400 stores
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INNOVATIVE, TARGETED SOURCING

PeopleScout implemented a consistent workflow for the company’s businesses and initiated digital interviewing with additional screening. Adding additional screening reduced the hiring manager’s overall effort in the process and created efficiencies. PeopleScout also facilitated “same day interview, next day offer” practices to qualified candidates.

BRANDed PARTNERSHIP

The telecom provider provided a library of images for use in digital and advertising campaigns that greatly enhanced recruitment marketing. PeopleScout and the telecom talent acquisition team collaborated closely to make sure outbound marketing was targeted to their talent audiences.

Results

A targeted and innovative sourcing strategy and a solid branding partnership were influential in the program’s evolution. In the first year, PeopleScout hired nearly 13,000 employees for this telecom provider and improved average time-to-clear from 11 days to eight days. The scope of work also expanded into a strategic partnership with one of the world’s largest pharmacies where the telecom provider’s products could be sold at additional retail locations.

High-Speed Hiring for Key Professional Roles

Posted on by Kate
High-Speed Hiring for Key Professional Roles

Travel & Leisure Recruitment

High-Speed Hiring for Key Professional Roles

A major international airline faced time-to-fill challenges in key professional roles within the organization including finance, purchasing, legal, IT, technical operations and human resources. PeopleScout partnered with the client to implement a full-cycle, end-to-end RPO program focused on hiring speed and agility to improve time-to-fill metrics for professional hiring across multiple key positions.

44 % reduction in the time between offer acceptance and clear-for-hire
OFCCP compliance standards maintained in the heavily regulated airline industry
OFCCP compliance standards maintained in the heavily regulated airline industry
100 % class fill rates for customer service hires

Scope and Scale

A major international airline faced time-to-fill challenges in key professional roles within the organization including finance, purchasing, legal, IT, technical operations and human resources. PeopleScout partnered with the client to implement a full-cycle, end-to-end RPO program focused on hiring speed and agility to improve time-to-fill metrics for professional hiring across multiple key positions.

PeopleScout’s solution provides additional hiring support for union roles and manages airport frontline hiring at all airport stations, above and below the wing, including conducting in-person interview events, making hiring decisions, onboarding and campus hiring.

Situation

PeopleScout partners with a major international airline to manage the airline’s multifaceted and unique hiring needs. PeopleScout supports the hiring of all professional hires in the U.S. and conducts on-site hiring events that include interviewing, selection and onboarding to meet the client’s hiring requirements in short timeframes.

Solution

STREAMLINED RECRUITMENT PROCESS

PeopleScout’s full lifecycle RPO program streamlines the recruiting process to meet the client’s needs.

FULL-SERVICE EXECUTION

PeopleScout executes each phase of the recruitment process from screening candidates, candidate notification, scheduling and submitting written offers to onboarding new hires.

CAMPUS HIRING PROGRAM

PeopleScout manages the client’s campus hiring program. PeopleScout oversees event coordination, travel arrangements, relationship building and brand positioning to recruit undergraduate and MBA students.

OFCCP COMPLIANT

To help the client remain compliant in the heavily regulated airline industry, PeopleScout maintains OFCCP compliance standards.

PROGRAM DATA ANALYSIS

PeopleScout sends regularly updated status reports and analyses of program data to deliver insights into performance metrics and identify areas for improvement.

Results

Optimized Screening Process

PeopleScout optimized the initial candidate screening process, resulting in improvements in the interview-to-offer ratio, time-to-fill and overall quality of hire.

Reduced Acceptance Time

As a result of PeopleScout’s RPO program, there was a 44% reduction in the time between offer acceptance and clear-for-hire for union frontline positions.

Engaging Onboarding Experience

PeopleScout’s delivery team enhances the client’s candidate experience and provides the company’s new hires with an engaging and thoughtful onboarding experience. This resulted in the client’s Candidate Experience Awards wins from 2016 to 2018.

100% fill rates

PeopleScout delivers 100% class fill rates for customer service hires.

At a Glance

  • COMPANY: Major international airline
  • INDUSTRY: Travel & Tourism
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
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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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IMI: Delivering a Tech-Charge Early Careers Recruitment Solution

Posted on by akessler
IMI: Delivering a Tech-Charge Early Careers Recruitment Solution

Early Careers Recruitment

IMI: Delivering a Tech-Charge Early Careers Recruitment Solution

Delivering an end-to-end RPO solution for early careers engineering talent.

Situation

IMI is an engineering company, specializing in the design, manufacture and service of highly engineered products that control the movement of fluids. They employ some 11,000 people, have manufacturing facilities in more than 20 countries.

When they needed a comprehensive global recruitment campaign to support their early careers talent strategy, IMI approached PeopleScout.

Solution

We delivered an end-to-end talent solution, covering everything from website design, attraction and sourcing, through to candidate management. The resourcing procedure included online application, a detailed qualification screen, sifting of written motivational responses, online verbal and numerical reasoning testing and a telephone interview.

Knowing just how valuable human contact is in the recruitment process, our recruiters in the delivery center were always accessible to candidates by phone. For email enquiries, applicants could expect responses within 24 hours. Meanwhile, assessment centers were regionally administered.

Results

We supported IMI’s graduate recruitment program for over two years with a global end-to-end talent solution designed to deliver an excellent candidate experience, maintaining consistently high satisfaction levels for our client and their candidates.

“Moving to PeopleScout was the best decision I ever made.”

Mari Docker, Global Graduate Development Manager, IMI

At a Glance

  • COMPANY: IMI
  • INDUSTRY: Manufacturing
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • ABOUT IMI: IMI is a global specialist engineering company headquartered in Birmingham, England.
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SSE: Recruiting Engineers with Project RPO

Posted on by akessler
SSE: Recruiting Engineers with Project RPO

SSE: Recruiting Engineers with Project RPO

PeopleScout helped SSE hire hundreds of engineers with project RPO.

Situation

As part of the UK government’s smart meter rollout, energy company SSE needed to hire 1,500 Smart Meter Engineers in a short time-frame—in direct competition with all the other energy companies looking for the same talent. SSE turned to their RPO partner PeopleScout to help with this project.

Time was of the essence. The hiring process needed to be transformed, streamlined and made more consistent, as the existing process was time-consuming for hiring managers and candidates alike. Hiring managers were incredibly busy so we needed a process that required minimal commitment.

The next challenge we faced was the limited talent pool of candidates. So it was essential that SSE made an impact with highly targeted communications.

Solution

The occupational psychologists on our Assessment Team designed a new online application process that removed the need for SSE hiring managers to interview candidates. Now they would only need to meet the candidates on their first day of training. Our newly designed online 3D model and multiple-choice tests allowed us to assess candidates much more efficiently. And along the way, our Bristol-based delivery center supported candidates at each stage, ensuring that they remained engaged and satisfied.

“We’ve been really pleased with the speed of project set up, the PeopleScout team and the value that they continue to provide.”

Lee Newbold, HR Business Partner – Metering and Smart Transformation, SSE

Results

In the first year, PeopleScout recruited over 900 Smart Meter Engineers with the number of women hired into these roles increasing by 800%.

The average time-to-offer was reduced to 69 days, and new joiners now start after 104 days on average.

We have also increased the quality of the candidates, with 90% of trainee candidates attending the assessment center and 64% passing. 

The application process was nominated for an Innovation Award by the Association of British Psychology.

At a Glance

  • COMPANY: SSE
  • INDUSTRY: Energy & Utilities
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • ANNUAL HIRES: 1,500 engineers
  • ABOUT SSE: SSE is a FTSE 100 energy company operating in the United Kingdom and Ireland. SSE energy services became part of OVO Energy in 2020.
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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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Legal Services Recruitment with Full-Cycle RPO

Posted on by akessler
Legal Services Recruitment with Full-Cycle RPO

Legal Services Recruitment with Full-Cycle RPO

How we helped this long-term legal services client revamp their talent acquisition program

Solution

PeopleScout has been RPO partner to this client for over 10 years. The relationship started as a co-sourced solution, where our recruiters partnered with the client’s internal talent acquisition team. As our partnership deepended, PeopleScout has taken responsibility for fully outsourced recruitment program and now also acts in a talent advisory capacity.

The onsite PeopleScout team is responsible for managing the end-to-end recruitment process for all fixed term and permanent hires. This includes strategic and innovative sourcing approaches, competitor mapping for key job groups, process enhancement through technology automation, candidate and hiring manager engagement and satisfaction, onboarding and induction.

PeopleScout achieved some key business-critical initiatives including:

  • Reducing turnover through improved quality-of-hire
  • Delivering a positive candidate experience and employer brand reputation
  • Taking over the end-to-end recruitment campaign for graduates and early careers from a different outsourced provider
  • Building talent pipelines for hard-to-fill positions including auditors, economists and lawyers
  • Recruiting senior executive and specialist roles
  • Project recruitment for recruitment intake following new law reforms

Talent Advisory Services

As part of this solution, PeopleScout has delivered a number of additional services in order to drive continuous improvement. The following is a summary of some of the services that have been successfully implemented:

  • Redesigned and promoted the employee referral program (ERP)
  • Developed hiring manager interview guides and conducted interview training
  • Developed microsites for a recruitment campaign for lawyers
  • Conducted D&I consulting
  • Supported the client’s internal mobility program leveraging the Affinix talent acquisition suite
  • Automated recruitment reports
  • Developed a company LinkedIn profile and alumni page to promote candidate attraction

Results

The solution continues to achieve positive results for the business including:

  • Reducing agency spend by over $3 million
  • Achieving an average time-to-fill of just 29 days including for senior level positions

At a Glance

  • COMPANY: Law firm
  • INDUSTRY: Legal Services
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Talent Advisory
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