Solution: Technology

What is Direct Sourcing? Why It Could Open the Door to Total Talent Acquisition

Posted on by akessler

The evolution of remote work has resulted in the growth of the gig economy and the blurring of lines between full-time and temporary employment. Workers who traditionally seek full-time employment are increasingly willing to take up temporary gigs—and vice versa. Organizations that create and nurture blended talent pools of both permanent and contingent workers can be more intentional with workforce planning to address skills gaps and diversity goals. Enter direct sourcing—a game-changing strategy that’s reshaping how companies approach talent acquisition.  

By integrating direct sourcing into your total talent acquisition strategy, you can turn these talent pools into your strongest channel for growing your workforce, bringing forward pre-engaged talent. This results in faster hiring and improves overall organizational productivity. With direct sourcing, you can uncover hidden talent and gain a competitive edge in attracting top-tier candidates. 

But what is direct sourcing, and why should talent acquisition leaders pay attention? In this article, we’ll delve into the importance of direct sourcing, it’s role in total talent management, its benefits, and the crucial role of technology in a direct sourcing solution.  

What is Direct Sourcing? 

First things first, what is direct sourcing anyway? Direct sourcing is a recruitment approach that leverages an organization’s employer brand and existing talent database to build and manage talent pools for both permanent and contingent positions. This method allows organizations to engage directly with potential hires, including former employees, retirees, referrals, interns, and even “silver medalists” and candidates who were runners-up in previous hiring processes. Unlike traditional methods that rely heavily on staffing agencies, direct sourcing creates a pipeline of freelance, temporary and permanent talent, reducing costs, improving hiring efficiency and allowing employers to take control of their hiring needs. 

At its core, direct sourcing involves: 

  • Utilizing your employer brand to attract talent 
  • Creating and managing exclusive talent pools 
  • Proactively engaging with potential candidates 

Direct Sourcing: The First Step to Total Talent Acquisition? 

According to Everest Group, 46% of enterprises are actively exploring ways to combine approaches for contingent and permanent talent acquisition management, and 74% see direct sourcing as the way to do it. By sharing people, processes and technology across vacancy types through direct sourcing, organizations gain efficiency and get closer to total workforce management.  

So, it’s no surprise that more and more organizations are choosing to outsource their direct sourcing program, either coupled with their Managed Service Program (MSP) or through a Recruitment Process Outsourcing (RPO) provider.  

Partners like PeopleScout excel at direct sourcing, as their specialty lies in seamlessly integrating with client teams, leveraging the client’s employer brand to attract top talent. Plus, with a partner, you gain access to specialized technology for managing and curating talent pools, ensuring a streamlined and efficient process while still maintaining the benefits of direct engagement with potential hires. 

The Benefits of Direct Sourcing 

Direct sourcing offers numerous benefits that are driving its adoption among forward-thinking organizations. Let’s explore the top advantages: 

  • Faster Hiring Cycles: With always-on talent pools, direct sourcing can significantly reduce time-to-hire. By eliminating the need for a staffing agency and leveraging candidates who already exist in the ATS and CRM (and are familiar with your employer brand), direct sourcing puts engaged candidates at your fingertips. Having regular access to qualified candidates, referrals and former employees allows you to easily adjust to changing workforce needs. 
  • Greater Cost Savings: Direct sourcing can significantly reduce recruitment costs by minimizing reliance on staffing agencies and their associated fees. An RPO partner who can offer AI-powered sourcing and innovative ways to ensure smarter media spend can reduce your costs and maximize your ROI for direct sourcing.  
  • Higher Quality of Candidates: By leveraging your employer brand and creating curated talent pools, direct sourcing allows you to attract higher-quality candidates who are better aligned with your organization’s culture and needs. Through personalized engagement with candidates, RPO providers can gain a deeper understanding of their skills, experiences and motivations. Additionally, direct sourcing allows companies to build lasting relationships with top talent, creating a talent pool that can be tapped for future openings. 
  • Enhanced Candidate Experience: Direct sourcing means more personalized and human interactions, which improves the candidate experience. By engaging proactively with potential hires, you can provide a smoother, more informative process that reflects positively on your brand. 
  • Employer Brand Attraction: In a direct sourcing engagement, your RPO partner is an extension of your team, transforming your employer brand into a powerful tool in attracting top contingent and permanent talent. Direct sourcing allows you to showcase your company culture, values and opportunities through relevant and engaging touchpoints, helping you become an employer of choice.  
  • Access to Data & Insights: With extensive experience across job families and regions, RPOs are well suited to evaluate your unique recruitment metrics against market trends to enable data-driven decision making for your direct souring program. Detailed analytics help decode top talent behaviors and predict cultural fit, willingness to change companies and future tenure potential to improve hiring speed and accuracy over time. 
  • Improved Diversity: The targeted nature of direct sourcing means you can identify, select and engage candidates from various audiences to meet diversity goals.  
  • Improved Hiring Manager Experience: Direct sourcing provides hiring managers with better access to high-quality and diverse talent pools, freeing them up to focus on leading their teams instead of recruiting. 

The Role of Technology in Direct Sourcing 

While the concept of direct sourcing is powerful on its own, technology unlocks its true potential. Modern direct sourcing solutions leverage AI, multi-channel sourcing, communication automation and analytics to supercharge the approach. 

When deciding on a direct sourcing solution, consider the following technologies: 

  • AI and Machine Learning: These technologies enable superior skills matching, connecting the right candidates with the right opportunities more efficiently than ever before. PeopleScout Direct Sourcing helps you rediscover candidates who are already in your applicant tracking system (ATS) with the use of AI. Affinix™, our proprietary talent acquisition suite, compares your job description against profiles in your database and identifies a list of the best candidates—whether they’re previous applicants, individuals who have filled out an expression of interest form for the role, or silver/bronze medalists from previous requisitions. You receive a weighted role suitability score for each candidate (based on previous job titles and experience, skills profile, and management experience) along with a written summary. Your hiring manager can then determine which candidates they want to pursue immediately, and which to add to a talent pool, where they’ll receive additional outreach before being invited to apply. 
  • Smart Search: In addition to your existing ATS, consider a direct sourcing solution that enables you to search across multiple external talent databases—such as LinkedIn and Indeed—simultaneously and save relevant candidate profiles into your own database. This helps you beat your competitors to hard-to-find talent and source more efficiently with a seamless experience for your hiring managers. AI can be applied to these candidates as well to identify strong candidates—passive or active, known or new to you—within seconds of opening a new job requisition. 
  • Multi-Channel Sourcing: To truly capitalize on your employer brand with your direct sourcing program, a multi-channel approach that leverages recruitment marketing to reach top talent is crucial. This includes custom career site and microsite development, for both internal and external job portals, expression of interest forms and programmatic advertising. This holistic approach will re-engage talent and excite them about your opportunities. 
  • Personalization at Scale: Your direct sourcing solution should feature recruitment marketing technology that helps you develop a series of automated targeted communication touchpoints to engage or re-engage with passive candidates, silver/bronze medalists, contractors, alumni and referrals. Personalized emails and automated drip campaigns will keep your brand top-of-mind. Use analytics from communication and nurture campaigns to access insight into which candidates are engaging most with your content and whether the content you’re distributing resonates with the candidate pool. 
  • Data-Driven Insights: For your direct sourcing program, insist on robust reporting and analytics capabilities. However, according to Everest Group, 52% of organizations who are considering direct sourcing cite the lack of technology integration between permanent and contingent tools as a challenge they are currently facing or anticipate facing. Integrating your existing VMS and ATS into one analytics platform is a must for total talent management in order to gain insight into both your permanent and contingent openings.  

Conclusion 

As the world of work continues to evolve, direct sourcing is poised to play an increasingly important role for organizations aiming to streamline their total talent acquisition processes and attract the best candidates.  

As you consider implementing direct sourcing in your organization, remember that while the human touch remains invaluable, technology is a crucial enabler. Industry leading direct sourcing solutions are AI-powered, combining cutting-edge technology with expert talent curation and engagement strategies. 

By embracing this approach, organizations can position themselves at the forefront of talent acquisition innovation, ready to attract and engage the best contingent and permanent talent in an increasingly competitive landscape. 

Early Careers Recruitment: Meeting Gen Z’s Expectations

Posted on by akessler

Early careers recruitment is undergoing a seismic shift as Generation Z enters the workforce en masse. Gone are the days of one-size-fits-all early careers hiring strategies. Gen Zers aren’t shy about demanding more—more purpose, more flexibility, and more growth opportunities. Organizations who can navigate these expectations will win the hearts of Gen Z in the workplace.  

Meeting these expectations isn’t just about filling entry-level positions; it’s about future-proofing your organization. In this new landscape, companies that crack the code of Gen Z recruitment will gain a significant competitive edge. Let’s explore some of Gen Z’s expectations and ways you can revolutionize your early careers recruitment to attract and retain the brightest minds.  

Consumer-Like Experiences in Early Careers Recruitment 

This generation and mobile devices go hand-in-hand—literally. They’re accustomed to digital consumer brand experiences delivered through online platforms and mobile apps.  

Organizations that present tech-powered experiences throughout their recruitment process will get ahead with Gen Z. Consider incorporating:  

  • Mobile-enabled application processes with personalized and automated workflows 
  • Peer-driven recruitment content on socials 
  • Booking and confirming interviews via text message 
  • Tailored email campaigns and meaningful communications that provide hints and tips and explain timelines clearly 

However, just because they’re digital-first, doesn’t mean Gen Zers don’t appreciate a human touch, so personalization is a must-have with regular check-ins from human recruiters to ease anxiety and build connection.  

Authentic Storytelling 

Gen Z job seekers trust employees three times more than the company to provide credible information on what it’s like to work there. They want to hear from their peers, real people who can share their lived experiences in the program or at your organization. Focus on employee generated content rather than highly staged and polished marketing content. 

Featuring existing employees as brand ambassadors in early careers attraction content will help build trust and authenticity. Plus, it will help candidates see themselves in the role. 

Opportunity to Demonstrate Potential 

When it comes to early careers talent, their lack of experience makes it hard for employers to differentiate between candidates using résumés and CVs alone. Using a CV-blind approach, where only the critical requirements are assessed, helps to reduce unconscious bias and level the playing field. 

Emerging talent tends to struggle with competency-based questions and may have difficulty understanding how their studies could apply to a given role. And often, those candidates excelling in competency-based questions have utilized generative AI tools like Chat GPT or coaching from their careers service—which can result in an inauthentic assessment of the individual. 

Struggling to give evidence of a skill or behavior (i.e., competency questions, “tell me about a time when…”) when there is a lack of experience, doesn’t mean there is a lack of the potential. Leveraging realistic job previews, skills-based assessments or job simulations and situational-based interview questions gives emerging talent a feel for the job by showing them a snapshot of the real-life, day-to-day tasks of the role and the working environment. They are effective screening tools, giving candidates an opportunity to show how they might perform and demonstrate their potential. This helps level the playing field, and it can reduce early attrition by setting the right expectations from the start. 

Receiving & Giving Feedback 

What Gen Z lacks in experience, they make up for in enthusiasm. They’re keen to learn and grow and seek feedback in everything they do. While a candidate may or may not receive a job offer, feedback that they can use as they move forward in their career is the next-best outcome. 

Often, candidates may receive a generic email or—even worse—no communication at all. When they’ve invested a considerable amount of time and effort into an organization, no feedback can leave a bad taste. At every stage, taking the time to provide personalized feedback gives candidates actionable steps that they can take going forward in the process, or if they’ve been rejected, that they can use to apply to your company again in the future. If the candidate was a close match, the feedback you provide could help them become the ideal candidate in your next cohort. 

Additionally, with their consumer experience, Gen Z are keen to give feedback. In the absence of a mechanism for feedback, disgruntled candidates can take to social media and student forums to share their experiences and damage your employer brand. Instead, ask for feedback via a candidate experience survey like a Net Promoters Score (NPS) survey, which will allow you to measure your candidate experience and act on the feedback. In addition, monitor your social media platforms and forums and respond to demonstrate that you’re listening and taking it seriously. You may even consider offering candidates a means of contact via a dedicated email inbox and respond to any feedback you receive in a meaningful way. 

Leveraging RPO Expertise for Early Careers Recruitment  

Adapting your early careers recruitment to meet Gen Z’s expectations can be a complex undertaking, but you don’t have to go it alone. An experienced recruitment process outsourcing (RPO) partner can be instrumental in revolutionizing your approach. These specialists bring a wealth of knowledge about the latest recruitment trends, technologies and Gen Z preferences. An early careers talent solution can help you redesign your recruitment processes, craft compelling employer branding strategies and implement cutting-edge assessment techniques that resonate with emerging talent. Moreover, an RPO partner can provide the scalability and flexibility needed to handle fluctuating recruitment volumes, ensuring you’re always ready to capture top Gen Z talent.  

By leveraging an RPO provider’s expertise, you can quickly transform your early careers recruitment program into a powerhouse that not only attracts Gen Z candidates but also sets the stage for building a pipeline of talent that will drive your company’s future success. The organizations that adapt now will reap the rewards of a diverse, skilled and motivated workforce for years to come.

Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment 

Posted on by akessler

Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment 

The future of work isn’t coming—it’s already here, and it’s powered by Generation Z.

Born into a world of uncertainty, Gen Z isn’t just adapting—they’re rewriting the rules. These digital natives are bringing fresh perspectives, unmatched tech-fluency and a hunger for meaningful work. But they’re also demanding authenticity, flexibility and a real commitment to social impact.

Can your organization keep up?

From TikTok-worthy employer branding to creating a workplace that balances purpose with work-life harmony, this ebook, Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment, is your roadmap to successfully recruiting and retaining the Gen Z powerhouse.

In this ebook, you’ll discover:

  • What makes Gen Z tick: Understand their unique values and career expectations
  • Why your outdated recruitment tactics are falling flat with this generation
  • Strategies to align your early careers program with Gen Z’s values and expectations

Download your copy today for expert tips for reimagining your early career recruitment program to become a Gen Z magnet.

AI for Recruiting: Getting from Hype to Hire

Posted on by akessler

By Patti Woods, Sr. Implementation Training Manager, & Chad Getchell, Director of Technical Solutions Architecture & Tech Implementation  

Ready or not, AI is coming for the recruiting world. A whopping 81% of HR leaders are already exploring or implementing AI in their processes according to  Gartner. That’s a lot of companies jumping on the train with AI for recruiting. And there’s a good reason for it—AI has the potential to make your talent acquisition team’s jobs easier by taking those mundane, repetitive tasks off their plate.  

However, not everyone is as excited. We hear from many clients who are overwhelmed with the combination of how powerful these tools are and the ethical and legal considerations that they need to keep in mind while still getting the benefits. 

Are you ready to jump on the AI train? Or are you still feeling unsure? Don’t worry, we’re here to cut through the hype and talk about the practicalities of implementing AI in recruiting.  

AI for Recruiting: What it Is and What it Isn’t 

Artificial intelligence (AI) is technology that can perform tasks that would otherwise require human intelligence. AI can “learn” complex tasks without being explicitly programmed to do them. AI includes the sub-fields of machine learning, speech and natural language processing and robotic process automation.  

👀 Watch the Webinar On-Demand: AI in Recruiting: Hype, Ethics & Best Practices

However, most definitions of AI don’t include the words “ethical” and “responsible.” Because AI lacks emotions, morals, empathy, compassion, historical context and more—things humans are great at. So, for anyone who is concerned about AI taking over their jobs—while we can’t guarantee this won’t happen someday—we want to remind you that humans have an important role to play, acting as the ethical and responsible parties making decisions throughout the recruitment process. 

Some other limitations of AI include: 

  • Biased Algorithms:  If AI models are trained on biased or incomplete data sets, they can unintentionally perpetuate inequality. It’s important to keep an eye on the outcomes of AI-enabled résumé or CV sifting or sourcing to ensure there’s no bias present. 
  • Lack of Accuracy: Generative AI (GAI) tools, like ChatGPT, are prone to making up statistics and sources—known as hallucinating. Human review is crucial when leveraging GAI tools for creating content and communications.  
  • Data Privacy Issues:  Collecting and analyzing extensive candidate information required by AI systems can raise concerns around consent, data protection and ethical usage. Work with your legal and compliance teams to ensure you’re in line with the legal and regulatory requirements in all the areas where you’re hiring. 
  • Disproportionate Impact:  Certain demographic groups face higher exposure to the potential harms of AI in recruitment. This can happen because lower income communities often lack access to digital tools which can create an adverse impact during the recruitment process when technology is in place. Analyzing recruitment data, like application and pass rates, will help to identify if any groups or individuals have been adversely impacted.  

AI + Humans: The Recruitment Dream Team 

Having humans as reviewers and approvers following AI-enabled stages of the recruitment process will mitigate risks that come from these limitations. In fact, AI should not be making decisions on behalf of a recruiter. While AI is great at repetitive tasks, it lacks that special something that only humans possess—context, empathy, ethics and good ol’ common sense. Your recruiters must use their moral compass to make sure the interests of candidates and your company are protected. It’s a critical role, no matter where AI is being used in the process. 

AI is just another tool in your belt, but it has the power to elevate the recruiter’s role. It’s about using AI to maximize efficiency, so they can really focus on the human touchpoints that are crucial to the candidate experience. It also lets recruiters spend more time focusing on the parts of the job that are more relational, impactful and enjoyable, making them happier in their roles.  

Job satisfaction goes up. Turnover goes down. You get the best of both worlds—the efficiency and computational power of AI that empowers better relationship-building, trust-earning and ethical-hiring. They’re a perfect pair! 

Collaboration is Crucial 

If you’re feeling intimidated by launching a new AI tool, remember you don’t have to go it alone—and shouldn’t. Your friends in legal, compliance and IT can ensure you’re staying on the straight and narrow. With legal covering your back, compliance double checking everything, IT implementing the solutions, and your recruiting team actually putting it all into practice, teamwork is essential for AI to work. 

Consulting with your legal team and external partners is a critical move to ensure you’re being appropriately transparent without overwhelming candidates. They’ll help you navigate those tricky ethical waters and put guardrails in place to make sure you’re compliant with relevant laws and regulations. 

Getting Started with AI for Recruiting 

If there’s one thing that we want to make sure is crystal clear about our perspective, it is that you can’t take a blanket approach to implementing an AI-based solution. This is why being slow to adoption is totally okay. So, if you feel like you’re jumping in late, you are not. There’s a lot on the line and adoption needs to be carefully vetted, tested and communicated before you go for it. 

The key to adopting AI is taking it slow, testing the waters with a pilot and controlled rollout. A great way to begin could be using AI for sourcing support, reviewing that first round of résumés or CVs, or even drafting template communications for your team. Easy wins like this let you get a feel for how AI can simplify your processes without adding too much risk. 

While every project is different, when helping clients, we follow this basic five step process for implementing an AI tool: 

An infogrpahic that shows the stages of implementing AI for recruiting - identify, plan, risk management, pilot, and change management.
  1. Identify: Identify the business problem you want to solve or the business practices you want to improve with AI. It could be speeding up the first-round review of résumés or applications. It could be drafting communication templates for a team to use. It’s also imperative at this stage to define what a successful outcome looks like.  
  2. Plan: Research available AI tools that can solve your business problem and plan the journey to get started. This should include what metrics you will use to measure success. It’s important at this stage to include representatives from across the business from teams like HR, talent acquisition, IT, legal, compliance, department heads or hiring managers, etc.
  3. Manage Risks: Evaluate the risks that may pop up for all applicable groups and create a plan to address them directly. 
  4. Pilot: Start with a small pilot user group and timeline. This might be a particular job family or location. How long do you want the pilot to last? What are the expected results? What threshold must be met for you to say, “OK, the pilot went well. Let’s expand.”? Address issues and iterate as you go until all your stakeholders are comfortable with moving forward. 
  5. Manage Change: Here is where you plan to scale your new AI tool and process to more parts of your recruitment program. Develop training materials on how to use the AI tool, the new process and expectations so everyone understands their role—whether they’re a recruiter, hiring manager, IT support or beyond. It’s about putting in place intentional, consistent accountability. 

          It doesn’t end there. There really isn’t a finish line with AI, or any other technology for that matter. Make sure that you are evaluating on an ongoing basis and measuring progress. It’s an ongoing exercise to ensure you’re finding risks, mitigating them and maximizing the value of your investment. 

          An RPO Partner Can Help You Navigate AI for Recruiting 

          As a recruitment process outsourcing (RPO) partner and trusted talent advisor to our clients, we help companies implement AI-enhanced hiring with less disruption and a faster return on investment. PeopleScout has experience implementing recruitment tech like AI software, advising on the best options for your needs, integration requirements, data needs, ethical usage, and workflow design. We do our due diligence with every client to make sure that we’re looking for the right way to embrace any technology, including AI, so that it benefits them based on their unique needs. 

          If you’re interested in RPO, look for a partner that is moving at your speed when it comes to AI in recruiting. AI solutions are meant to augment—not replace—human decisions in recruitment. Cultivating ethical and responsible usage of AI for recruiting is key when it comes to delivering real impact on talent acquisition.  

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

          TrueBlue’s PeopleScout Named a Global Leader in Everest Group’s 2024 Recruitment Process Outsourcing Services Peak Matrix® Assessment

          Posted on by lloftus

          TACOMA, Wash., June 17, 2024 /PRNewswire/ — TrueBlue (NYSE: TBI), a leading provider of specialized workforce solutions, today announced that its global talent solutions brand, PeopleScout, has been named a global Leader in leading research firm Everest Group’s 2024 Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment for the sixth consecutive year.

          “PeopleScout’s steady geographic expansion and expertise in hiring for a wide variety of roles across healthcare, retail, and manufacturing industries have enabled it to develop a comprehensive value proposition for RPO buyers,” said Arkadev “Arko” Basak, Partner, Everest Group. “Its recent launch of tech-driven agile and modularized RPO solutions, as well as continued investments in its talent advisory and proprietary Affinix technology platform, have helped it to maintain its position as a Leader in Everest Group’s Recruitment Process Outsourcing (RPO) Services PEAK Matrix® Assessment 2024 – Global.”

          Everest Group classifies RPO service providers into three categories: Aspirants, Major Contenders and Leaders, the highest designation. The firm’s proprietary PEAK Matrix® characterizes Leaders as being ahead of the curve in “demonstrating strong vision and capability to support their clients” and at the forefront of “investing in developing emerging capabilities, including consulting, value-add services, skill-based support and generative AI.” Leaders are also selected for their multi-regional capabilities and significant global presence.

          “We are honored to again receive a Leader distinction from Everest Group, which is a direct reflection of the continued dedication and best-in-class service our team delivers every day,” said Rick Betori, President of PeopleScout and EVP of TrueBlue. “As we forge stronger connections throughout the talent ecosystem with our best-fit technology, scalable offerings and unrivaled in-house talent advisory expertise, we remain unwavering in our commitment to building sustainable talent strategies that drive results and improve business outcomes for our clients.”

          Everest Group’s assessment of PeopleScout on this year’s PEAK Matrix® highlighted the following key strengths:

          • PeopleScout has significant global capabilities, with proven expertise supporting large and mid-size enterprises across a variety of sectors, with solutions rooted in their partnership-led approach.
          • PeopleScout recently launched two agile RPO offerings in response to evolving buyer demands:
            • PeopleScout Accelerate™, a tech-enabled, quick implementation RPO solution.
            • PeopleScout Amplifiers™, a suite of modular talent solutions, providing customizable and stand-alone services for talent mapping, talent sourcing, Recruiter On-Demand™, candidate assessments, and onboarding and retention.
          • PeopleScout continues to invest in its proprietary and cloud-based technology platform Affinix™, which offers functionality across the talent acquisition spectrum, from candidate sourcing and matching to customized reporting and analytics.
          • PeopleScout’s talent advisory services include consulting and value-added services across employer branding, recruitment marketing strategy and activation, talent insights and workforce planning, DE&I strategy and candidate assessments.
          • By capitalizing on its contingent talent acquisition capabilities and technology, PeopleScout successfully delivers total talent solutions, and helps buyers with early careers hiring and high-volume recruitment.

          Everest Group’s research is based on three key sources of information, updated annually: its database of approximately 6,400 RPO deals, the operational capability of the 50+ assessed RPO service providers, and buyer references interviews and ongoing buyer surveys and interactions. The analyses in the report are presented at two levels: overall market analysis and current market trends based on deal activity in the last five years.

          To learn more about the RPO Services PEAK Matrix® Assessment 2024, visit the Everest Group website.

          About PeopleScout 
          PeopleScout, a TrueBlue (NYSE: TBI) company, is a global talent solutions leader that provides unmatched scalability to meet the hiring needs of organizations of all sizes. It connects clients with top talent through Recruitment Process Outsourcing (RPO), Managed Service Provider (MSP), Total Workforce Solutions, and talent and technology advisory services. PeopleScout is helping talent leaders harness the power of data, drive decisions and exceed expectations through tech-charged solutions founded on machine learning and AI. PeopleScout’s legacy of service and partnership has led to consistent recognition as a leader by industry analysts. For more information, visit peoplescout.com.

          About TrueBlue
          TrueBlue (NYSE: TBI) is a leading provider of specialized workforce solutions that help clients achieve business growth and improve productivity. In 2023, TrueBlue served 67,000 clients and connected approximately 464,000 people to work. Its PeopleReady segment offers on-demand, industrial staffing; PeopleScout offers recruitment process outsourcing (RPO) and managed service provider (MSP) solutions to a wide variety of industries; and PeopleManagement offers contingent, on-site industrial staffing and commercial driver services. Learn more at trueblue.com.

          [On-Demand] Hype or Happening? What Our Data Tells Us About AI in Recruiting

          Posted on by akessler

          [On-Demand] Hype or Happening? What Our Data Tells Us About AI in Recruiting

           

          We are bombarded with hype about the disruptive power of Generative AI, or Gen AI, on recruitment, including doom-laden, worst-case scenario predictions and claims that our existing talent assessment methods are already obsolete.

          It is hard to make sense of all this to come to informed decisions about how we should respond to the new era of Gen AI. Much of what we see and hear is based on opinions, and the research reported focuses on the potential to disrupt rather than revealing the reality of what is actually happening right now.

          At PeopleScout, we have responded to this confusion and lack of useful evidence by doing our own research. We wanted to look for evidence of real use cases and impact of Gen AI on job changers and live assessments—and what we found shines a different light on how candidates are using Gen AI in the real world.

          In this webinar, we:

          • Debunk common myths and hype about Gen AI in recruiting.
          • Present real-world data and use cases of Gen AI’s impact on job seekers and assessments.
          • Offer actionable insights to help you navigate the evolving landscape of recruitment technology.

           

          Revolutionizing Healthcare Staffing: The RPO Advantage

          Posted on by akessler

          Revolutionizing Healthcare Staffing: The RPO Advantage

          Attracting and retaining top talent is a massive challenge in today’s competitive healthcare landscape. Unlike other sectors, a miscalculation in hiring the wrong candidates can have severe consequences for patients.

          That’s where Recruitment Process Outsourcing (RPO) comes in.

          In this ebook, Revolutionizing Healthcare Staffing: The RPO Advantage, you’ll discover how RPO can revolutionize your healthcare organization’s talent acquisition strategy. We’ll explore:

          • The unique hiring challenges facing the healthcare industry and how RPO addresses them head-on
          • The benefits of partnering with an RPO provider, from cost savings to improved candidate quality
          • Real-world case studies showcasing RPO’s impact in healthcare settings

          Join the growing number of forward-thinking healthcare talent acquisition and HR leaders who have partnered with RPO providers to stay ahead of the competition. Download our ebook today!

          PeopleScout Company Overview

          Posted on by akessler

          PeopleScout Company Overview

          Global talent solutions providing unmatched scalability to meet the professional, specialist, volume and contingent hiring needs of organizations of all sizes and sectors.

          Download this fact sheet to learn more.

          Download Fact Sheet

          Learn more about PeopleScout’s award-winning talent solutions.

          Learn More

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          TrueBlue’s PeopleScout Unveils “Connect More”™ Brand Promise

          Posted on by lloftus

          Demonstrating commitment to elevating connections with top talent

          TACOMA, Wash., – April 30, 2024 – TrueBlue (NYSE: TBI), a leading provider of specialized workforce solutions, today announced that its global talent solutions brand, PeopleScout, has undergone a strategic brand refresh. PeopleScout’s new brand promise, “Connect More”™, and refreshed visual identity convey the importance of meaningful connections between employers and critical talent in the changing world of work.

          “Today’s dynamic talent landscape demands an innovative approach to attracting candidates and engaging employees,” said Taryn Owen, President & CEO of TrueBlue. “PeopleScout’s ‘Connect More’ brand promise emphasizes the importance of these connections across the talent spectrum, furthers our mission to connect people and work, and underscores the important difference the right talent can make for our clients.”

          PeopleScout knows that cultivating deeper, more profound connections is imperative. “Connect More” extends beyond connecting employers with talent. It spans PeopleScout’s industry-leading technology, scalable offerings, and unrivaled in-house talent advisory expertise to deliver actionable insights, transformative strategy, and a partnership experience unlike any other provider in the industry.

          PeopleScout’s refreshed brand is grounded in its long legacy of exceptional service and differentiators that maximize results and improve outcomes for clients:

          • Proven Delivery: For more than 30 years, PeopleScout has built its reputation on integrity, transparent communication and a proven track record of success.
          • Meaningful Connection: PeopleScout excels at connecting with sought-after talent across diverse sectors—from the shop floor to the top floor; from healthcare clinics to innovation labs.
          • Digital Transformation: Leveraging its proprietary talent technology suite, Affinix™, PeopleScout provides candidates with a digital-first experience, harnessing AI, automation and data analytics to remove friction and enhance outcomes. 
          • Talent Advisory: With one of the industry’s largest in-house talent advisory teams, PeopleScout delivers fresh perspectives and innovative solutions to complex talent acquisition challenges.
          • Ultimate Scalability: PeopleScout’s unique blend of insight, experience and action offers flexibility and scalability to support specialty, professional, volume and contingent hiring for organizations of all sizes.
          • Speed and Agility: Flexible solutions like PeopleScout’s Accelerate™ and Amplifiers™ empower employers with the agility required to compete in today’s talent market and address immediate hiring needs.

          “We believe in the transformative power of connection to drive results, and our new brand promise reflects our commitment to forging stronger connections throughout the talent ecosystem to improve business outcomes,” said Rick Betori, President of PeopleScout & EVP of TrueBlue. “By helping our clients ‘Connect More,’ we elevate employers’ connections to the right talent, build sustainable talent programs and achieve their immediate and long-term workforce goals.”

          Discover how PeopleScout helps organizations “Connect More” with talent at the newly refreshed PeopleScout.com.

          About PeopleScout

          PeopleScout, a TrueBlue (NYSE: TBI) company, is a global talent solutions leader that provides unmatched scalability to meet the hiring needs of organizations of all sizes. It connects clients with top talent through Recruitment Process Outsourcing (RPO), Managed Service Provider (MSP), Total Workforce Solutions, and talent and technology advisory services. PeopleScout is helping talent leaders harness the power of data, drive decisions and exceed expectations through tech-charged solutions founded on machine learning and AI. PeopleScout’s legacy of service and partnership has led to consistent recognition as a leader by industry analysts. For more information, visit www.peoplescout.com.  

          About TrueBlue

          TrueBlue (NYSE: TBI) is a leading provider of specialized workforce solutions that help clients achieve business growth and improve productivity. In 2023, TrueBlue served 67,000 clients and connected approximately 464,000 people to work. Its PeopleReady segment offers on-demand, industrial staffing; PeopleManagement offers contingent, on-site industrial staffing and commercial driver services; and PeopleScout offers recruitment process outsourcing (RPO) and managed service provider (MSP) solutions to a wide variety of industries. Learn more at www.trueblue.com. 

          Press Contact
          Taylor Winchell 
          Senior Manager, External Communications 
          +1 253-680-8291
          pr@trueblue.com

          Early Careers Recruitment Success for an Australian Construction Giant

          Posted on by akessler
          Early Careers Recruitment Success for an Australian Construction Giant

          Early Careers Recruitment

          Early Careers Recruitment Success for an Australian Construction Giant

          PeopleScout embarked on a strategic project to revitalize the graduate recruitment program for one of Australia’s largest development and construction companies. Through our early career talent expertise, we brought in more innovative approaches to candidate engagement and elevated the graduate recruitment experience, cutting renege rates in half.

          18 Weeks Cut from Time Spent of Recruitment Activity
          50 % of Graduate Hires Identified as a Woman
          50 % Reduction in Candidate Drop Off & Reneges

          Situation

          One of Australia’s largest development and construction companies had a graduate recruitment program consisted of a short burst of marketing and campus engagement (six weeks), two recruitment phases in March (16 weeks) and August (12 weeks) and a long “keep warm” period. This approach heavily impacted their HR and recruitment teams as well as a line manager resource. Plus, the long recruitment process and keep warm periods resulted in drop off or renege rates of up to 30%.

          They engaged PeopleScout to help them create a more efficient graduate recruitment process, while ensuring they connected with bright emerging talent.

          Solution

          Seeking to strengthen the connection with students and to drive more efficiency, we executed an early careers talent solution that shifted the focus of the campaign—adding more meaningful campus engagement (24 weeks) and one short, sharp recruitment window (10 weeks).

          Laying the Foundation

          The first step PeopleScout took in updating the program was to conduct in-depth job analysis interviews with a variety of stakeholders including: high performing graduates and interns, their line managers and visionaries across the business. This allowed us to develop a robust success profile, which defined what good looks like now and into the future.

          Then we reviewed and updated the early careers value proposition and updated the campaign materials to tap into candidates looking to build a purpose-driven career. We also tailored our approach to ensure we connected with the client’s target diversity groups.

          We created an always-on expression-of-interest portal for the client which allowed us to build a talent pool for the whole academic year. With the Affinix™ Student Engagement Platform, we delivered tailored content and shared employee stories showcasing ‘a day in the life’ and career journeys. This helped us to drive interest and change minds about a career in construction and property by myth-busting common misperceptions.

          Campus Engagement

          Recognising the importance of genuine and authentic communication, we identified graduate ambassadors across the breadth of the business. Moving away from pure reliance on careers fairs and job boards, our campaign involved the delivery of 38 student engagement events, including site tours, “meet the team” sessions and panels with female leaders leveraging our ambassadors.

          Recruitment Process & Candidate Assessment

          Now, having driven engagement with the target student population, it was important that the recruitment process was also effective, efficient and engaging. Our client had been following the traditional path of online testing, group assessment centres and hiring manager interviews to deliver their graduate program. But there was opportunity to ensure the process amplified their brand, provided candidates a realistic job preview, and levelled the playing field for all, enabling candidates to demonstrate their potential.

          Using the insights from the internal client stakeholder interviews during our discover phase, we implemented the following changes:

          • Completely redesigned the assessment framework.
          • Adopted a CV-blind approach which helped to reduce unconscious bias.
          • Implemented a skills assessment in place of previous cognitive tests, which provided a more holistic view of the candidate, tapping into their motivation, cognitive strengths and behaviours, and measured the candidate against the client’s success profile.
          • Provided candidates with meaningful feedback reports, giving candidates an overview of their strengths and areas for development.
          • Revamped assessment centre exercises to bring the client’s construction project world to life, with candidates working together to deliver solutions involving the client’s core areas of focus, like community and sustainability.
          • Used our virtual assessment centre technology to encourage participation, especially for working candidates, rural candidates or those unable to afford the travel who previously experienced barriers during in-person events.
          • Leveraged our technology to improve accessibility for candidates with a disability and for those with ESL requirements.

          Results

          • Reduced time spent on recruitment activity from 28 weeks down to 10 weeks.
          • Achieved client diversity targets, with 50% of graduates hired identifying as women (compared with 15% of graduates with construction and engineering degrees identifying as women) and 3% of graduates hired identifying as First Nations (compared with 1% of graduates with construction engineering degrees identifying as First Nations).
          • Reduced candidate drop off and reneges from 30% to 14%.

          “The process was very well run, and we had strong candidates. Thank you for the hard work and efforts with this program. It was a very thorough process with great results.”

          Client Feedback

          The enhanced engagement and innovative approach to assessment had an amazing impact on the client’s candidate Net Promoter Score (cNPS) with candidates rating their experience at 65, which is considered great. Candidate feedback was incredibly positive with a sample of feedback below:

          • “Very modern and innovative approach to the regular interview process. Allows busy applicants to complete in their own time.”
          • “The interview process was very innovative and provided additional insight into the role.”
          • “Overall has been a great experience. The assessment provided me with feedback that I can take into account in the future.”
          • “Very user friendly interface and didn’t feel demeaning or intimidating.”
          • “Thank you for making it such a smooth application process. I really appreciated all of the support provided, and I’m looking forward to working in such a supportive work environment. I also really appreciated the quick turnaround time for my application.”

          At a Glance

          • COMPANY
            Large development and construction company
          • INDUSTRY
            Building & Construction
          • PEOPLESCOUT SOLUTIONS
            Recruitment Process Outsourcing, Affinix
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