Solution: Technology

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.
Let’s Connect

The Future of Graduate Recruitment is Digital

Posted on by akessler

The graduate recruitment process has grown increasingly digital in the past few years, but the entire process for 2020 was held online due to the pandemic. However, the virus didn’t create this change; it simply sped up a process that was already happening.

As a graduate resourcing consultant, 2020 is my fourth graduate recruitment cycle. I currently work on the Lendlease team at PeopleScout, supporting our client by sourcing bright minded graduates who will help to shape and deliver the future of the construction and property industry.

And, despite the uncertainty in the world right now, I am confident that this move to digital graduate recruitment will stick.

Graduate Roles are Still Important

Graduates are the future of every business. Lendlease has a two-year graduate program, and the people hired for those roles use that program to grow their skills and experience before moving on to other roles within the business. We have even seen some of those graduate hires grow to become senior leaders at Lendlease.

Furthermore, it is critically important to continue recruiting for graduate roles during this uncertain time. Graduates futureproof the business by bringing in diverse, new talent with different perspectives, new ideas and an understanding of current trends. By actively filling these roles, we are preparing for the future beyond COVID-19.

But, the Process Needs to Change

Normally, the planning for a graduate recruitment cycle begins in the previous year. For 2020, we started planning in November and December of 2019. We prepare through January and February, and then the campaign goes live in March. In previous years, we would attend career fairs, flying to different universities and presenting information about Lendlease in person. Throughout the next few months, candidates would apply and interview online, and finally attend an in-person assessment center.

But, in 2020, we needed to adapt rapidly. We stuck with our normal timeframes, but moved the entire process online – career fairs and assessment centers included. Earlier this year, I attended one of the virtual career fairs.

The fair was run by a university, and nearly 1,500 students registered. We advertised on social media to get students excited to speak with Lendlease. On the day of the fair, about 300 students visited the digital booth – making it one of the most popular. I was able to present to larger groups of students at once – something that isn’t possible at a traditional booth. Students also came with questions, which I was able to answer and talk with them about one-on-one.

The virtual fair I attended was held using Zoom video technology, along with the help of a third-party provider to ensure everything ran smoothly on the day of the event. Each employer had a unique booth and logo, so students could easily identify them and talk with employer representatives. Many graduates registered to come talk with us, allowing us to target hundreds of students in just three hours without having to travel.

Best Practices to Make the Transition Smooth

For the process to be successful, consider the types of technology you use. For virtual career fairs, the university may already have a preferred platform. However, you will still need to consider virtual interviews and virtual assessments. At PeopleScout, we use Affinix™, our proprietary talent technology. With Affinix, we can schedule and conduct virtual interviews – live or recorded – on a candidate’s own time.

Likewise, it is important to focus on communication. Graduates want to hear from you. Something as simple as a message to check in can be powerful. Communicating with candidates, even if it means admitting you don’t have all the answers, builds trust in an uncertain time.

We Won’t Go Back

With the COVID-19 crisis, we are always facing new surprises. However, with graduate recruitment, the surprise was how well the process worked – even with changes taking place under a tight timeline. We had to adapt quickly, but we saw that the digital process works. Students responded well to online career fairs. We saved money by avoiding air travel and lodging. We communicated with and assessed candidates in ways that kept everyone safe.

Based on our experience, 2020 won’t be a one-off year in which graduate recruitment looks different than normal. It will be the first year where digital graduate recruitment is normal.

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
Let’s Connect

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
Let’s Connect

A Comprehensive Recruiting Solution Saves 35% in Recruitment Costs

Posted on by nfuqua
A Comprehensive Recruiting Solution Saves 35% in Recruitment Costs

A Comprehensive Recruiting Solution Saves 35% in Recruitment Costs

A leading regional food company across the Asia-Pacific region partnered with PeopleScout to implement an RPO solution to reduce agency spend and improve recruitment outcomes.

35 % Reduced agency spend by over 35%
500 k Save an excess of half a million dollars in recruitment costs
Implemented a new streamlined recruitment process underpinned by analytics
Implemented a new streamlined recruitment process underpinned by analytics

Scope and Scale

The client operates in a highly competitive market where the need for evolving technical specialization can expand quickly as a result of high demands and product innovation. PeopleScout has developed an unrivaled experience and knowledge of the organization and the talent acquisition skills needed within consumer goods and consumer goods manufacturing companies. To meet its workforce demands, the client engaged PeopleScout to implement a full-cycle RPO program for their head office and production sites.

Situation

The client requires a scalable RPO solution to optimize recruitment technology, reduce agency usage, centralize recruitment processes and increase the quality-of-hire by standardizing the recruitment and selection process. The solution combines highly skilled recruiters, innovative technology and sophisticated recruitment processes to source market leading talent across Australia and the wider APAC region.

Solution

EMBEDDED RECRUITMENT SUPPORT

The solution has been constantly evolving over time to become a fit-for-purpose recruitment model that can flex up and down to meet the growth needs of the company across both regions as determined by changes in seasons and mergers and acquisitions.

IMPROVED TECHNOLOGY

The optimization of the recruitment technology ensures all roles are approved through an online form. The end-to-end recruitment process is shifted online allowing for measurable analytics.

TAILORED RECRUITMENT FOR DRIVERS

PeopleScout designed a recruitment and assessment process for drivers with a simple one-click apply and a single onsite interview. Completed pre-employment paperwork meant that drivers only came in once to complete the selection process. Mobile drug and alcohol testing vans were made available at the end of their shifts for a period of three days—reducing administrative costs and time-to-hire. On the day of the interview, candidates also completed medical assessments, further reducing time-to-fill.

SOURCING FOR LEADERSHIP ROLES

PeopleScout was asked to recruit a number of senior leadership roles across the organization. In the past, these roles would have been filled by an executive recruitment agency. PeopleScout was able to reduce time-to-fill and create a significant cost savings.

Results

REDUCTION IN AGENCY SPEND

Since the start of our journey with the client we have reduced agency spend from 40% to less than 5%. This equates to a cost reduction of well in excess of half a million dollars.

INSIGHTS & EXPERTISE

The client values the transparent approach to sharing data and the regular insights underpinning process improvement provided by PeopleScout’s RPO team as well as their ability to quickly source and hire candidates for hard-to-fill positions.

ACQUISITION SUPPORT

The use of structured screening and assessment combined with hiring manager training and uplift in hiring manager capability has led to an increased quality of hire.

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.

ALIGNMENT TO PEOPLE CAPABILITIES

The company people capabilities set the behaviors of how the company performs, grows, recruits and recognizes people. The talent acquisition team continues to work closely with key stakeholders to build success profiles and interview guides that embed these capabilities in the recruitment process, and the team coaches hiring managers on best practice interview techniques.

At a Glance

  • COMPANY: Food manufacturing company
  • INDUSTRY: Consumer Goods
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Affinix
Let’s Connect

Staying COVID-Safe: Are You Ready to be a Health Business?

Posted on by akessler

Joe Mongon, Head of Recruitment Delivery, EMEA

This week in the UK, many businesses are considering how to safely return their employees to construction sites, field work and offices in larger numbers. Schools, nurseries and—dare we hope—shops, bars and restaurants may follow in June and July.

What does your workplace look like today? Is it an empty office or a packed manufacturing facility? Wherever your employees and colleagues are, their health and safety have never been more important.

Post-pandemic, the vigilance around employee care will move from wellness to health. I don’t want to downplay a strong wellbeing policy, and it’s cool to have a yoga studio, but it’s essential to provide protection from harm. Government guidelines will likely mean it’s not a matter of choice, but it’s not legislation alone that will drive this cultural change. 

Some new examples of business responses are highlighted in a recent article from the BBC, from onsite medical teams to implementing temperature checks for employees and customers.

“We used to say every business will be a digital business. But today we say every business will be a health business.”

Gianfranco Casati, Chief Executive for Growth Markets, Accenture

Businesses with high-risk environments have recognised the importance of keeping employees safe and healthy for a long time. I worked with an offshore drilling company who set ‘Safety’ as a cultural objective for all employees. It’s  sound reasoning—a payroll clerk doing their job with unerring accuracy gives someone on the drilling platform one less distraction on the job.

So, how does this impact recruitment and talent acquisition?

Candidate Experience 

In your communications plan, information on health and wellbeing should be mandatory information, not just positioned as a benefit. Recruiters and interviewers must demonstrate higher levels of responsibility and care to candidates, including guidance on safely accessing your sites.

Technology 

Implementing virtual hiring solutions can help to protect your employees and candidates by eliminating face-to-face interactions while allowing you to continue moving forward with your recruiting needs.

Employer Brand 

In late 2020, at the height of the COVID-19 pandemic, prospective employees who wanted to understand a company’s culture and values asked their interviewers how they and their colleagues were treated, and how well they were cared for.

In a way, that shouldn’t feel new. People and culture are most companies’ greatest assets. Leading organisations recognise this and demonstrate it to their employees and candidates. Protecting your people must be more serious now, but it’s likely always been a priority.  

Haven’t you always been a health business?

The AA: Bot-Powered, Brand Boosting Innovation

Posted on by edyson
The AA: Bot-Powered, Brand Boosting Innovation

Chatbot for Talent Acquisition

The AA: Bot-Powered, Brand Boosting Innovation

The AA brought PeopleScout on board for a major redesign and rebuild of their careers site, including developing a cheeky chatbot to increase engagement and improve the candidate experience.

30,000 applications, up from 8,000—a 275% increase
60 percent increase in career site traffic year-over-year
17 percent reduction in bounce rate

The AA is often referred to as “Britain’s fourth Emergency Service.” But, being known for doing one thing very well is both a blessing and a roadblock when it comes to attracting brilliant candidates. We developed a new employer brand for the AA to help them overcome this challenge. The next step was a major redesign and rebuild of their careers site. With a totally new way to navigate and a recruitment industry first—a website-based chatbot—we helped them boost not only their employer brand, but their number of site visits and applications.

Situation

Say the AA and a lot of people can’t see beyond roadside recovery. Heading to the careers website, visitors are overwhelmed by choice or jump straight to the same old roles. Which means they miss out on the impressive variety of careers they offer (from customer advisers to digital professionals), and the AA loses the opportunity to engage with excellent candidates.

The AA brought PeopleScout on board for a major redesign and rebuild of their careers site. We were set a sizeable task, to attract and engage more visitors and increase applications – all underpinned with innovation.

Solution

Solution Highlights

  • Navigation Innovation
  • Bleeding-Edge Software
  • Booting Site Traffic
  • Huge Increase in applicants

At a Glance

  • COMPANY: The AA
  • INDUSTRY: Roadside Recovery Services
  • PEOPLESCOUT SOLUTIONS: Talent Advisory
  • ABOUT THE AA: The Automobile Association (The AA) has been supporting motorists in the United Kingdom since 1905. With over 14 million members, breakdown cover is always their number one priority, but The AA has branched out into finance, insurance, leisure and lifestyle services.
Let’s Connect

A RECRUITMENT INDUSTRY FIRST

When is a website not a website? When it’s chatbot-powered. We launched a reimagined careers site that could do justice to the new brand proposition, “Ready for ANYTHING?” At its heart is a totally new way to navigate and a recruitment industry first: a website-based chatbot.

BLEEDING-EDGE SOFTWARE

To achieve it, we sought out bleeding-edge software—Microsoft’s Bot Framework—which was still in beta and constructed new bot pathways even as the core code changed under our feet. The result, AAbot, is your guide to the world of AA.

ENTERTAINING, INFORMING & ENGAGING

By asking questions, candidates can access all website information from within the chatbot—utterly tailored to their interest—and, if desired, full job listings. With expressive animations for (almost) any occasion and banter full of cheek and surprise, AAbot is packed with personality. He takes the employer’s tone of voice in a bold, playful new direction. And he shows that functional UX copy can entertain and build a brand, as well as inform.

Results

BOOSTING SITE TRAFFIC

Site visitors are now engaging with the wider AA story and roles. We’ve successfully boosted candidate interest, as site traffic has risen by 60 percent year-over-year, while the bounce rate has fallen by 17 percent.

HUGE INCREASE IN APPLICATIONS

Applications, meanwhile, have increased from 8,000 to more than 30,000, taking direct hire numbers from 55 percent to 95 percent of all applicants. And it’s just the start.

MULTI-CHANNEL APPEARANCES

AAbot is already a breakout star, appearing in digital ad banners and social media communications. You’ll already find him at the Wycombe Wanderers football stadium, emblazoned all over the AA offices and popping up on LinkedIn. And we have big plans to let AAbot loose across the end-to-end recruitment process.

Cutting Time-to-Hire with On-Demand Digital Interviews

Posted on by skatz
Cutting Time-to-Hire with On-Demand Digital Interviews

Multi-Country RPO

Cutting Time-to-Hire with On-Demand Digital Interviews

PeopleScout delivers multi-country RPO for a multinational food distribution company to hire warehouse workers and truck drivers, reducing time-to-hire by implementing digital interviews.

58 percent of candidate complete the recruitment process—up from 33%
12 day reduction in time-to-hire
6,200 annual hires

PeopleScout partnered with a multinational food distribution company to facilitate its warehouse and driver hiring across the United States, Canada, the Bahamas, Ireland and Northern Ireland. PeopleScout’s full-cycle global RPO program manages more than 6,200 annual hires, 3,000 of which are distribution truck drivers. PeopleScout’s solution provides the client with the insights and expertise to improve recruiting outcomes.

Situation

Before engaging with PeopleScout, the client struggled to meet its global hiring goals. Approximately two-thirds of candidates dropped out of the hiring process between the first two steps of the screening process as many candidates couldn’t complete screening during traditional business hours while they were on the road.  

In response to these challenges, PeopleScout’s international RPO solution provides a highly scalable delivery team to meet the client’s fluctuating hiring needs and address regional and cultural preferences during the screening process. PeopleScout’s centralized recruitment support ensures compliance and streamlines the process through innovative technology solutions.

Solution

SOLUTION HIGHLIGHTS

  • On-Demand Digital Interviews
  • Improved Interview-to-Hire Ratio
  • Improved Time-to-Hire

ON-DEMAND DIGITAL INTERVIEWS

PeopleScout uses on-demand digital interviews that candidates can complete at their convenience—outside of typical business hours.

REDUCED CANDIDATE FALLOUT

PeopleScout’s digital interview process is designed to be completed in 10 to 12 minutes to reduce candidate fallout.

CANDIDATE REVIEWS

PeopleScout’s team reviews the digital interviews and scores candidates based on adherence to safe work practices, demonstrated ability to do the job and genuine interest in the organization.

Results

EXPANDED CANDIDATE ENGAGEMENT

The number of candidates who completed the screening process increased from 33% to 58%.

IMPROVED INTERVIEW-TO-HIRE

The interview-to-hire ratio improved from 2.25:1 to 1.7:1.

IMPROVED TIME-TO-HIRE

Time-to-hire was reduced by 12 days.

At a Glance

  • COMPANY: Multinational food distribution company
  • INDUSTRY: Transport & Logistics
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES: 6,200
  • LOCATIONS: Across the United States, Canada, the Bahamas, Ireland and Northern Ireland
Let’s Connect

How the Skills of the Future Will Impact Enterprise Recruitment Teams

Posted on by epadmin

Technology is disrupting nearly every industry, at a pace that has never been seen before. As we shared in our earlier article on how to create a workforce equipped with the skills of the future, this pace of change means that employers need to take a proactive role in ensuring their workforce is prepared for this change. As in-demand skills shift towards prioritising complex problem solving, critical thinking, emotional intelligence and creativity, workforce leaders need to rethink the way they are acquiring talent.

We’ve explored the pending change of skills in the workplace and its impact on employees, but what does this mean for an in-house recruiting team? As roles are redefined and employers move from traditional job descriptions to skills-based definitions, traditional recruiting teams must learn to adapt.

In this article, we’ll examine the need to change the way jobs are defined and categorized to attract the right talent, how the shifting candidate experience drives continued focus on digital sourcing and recruiting strategies and what these changes mean to in-house recruiting teams.

Changing Skills in the Workplace and the Impact on Recruiting Teams

Jobs are being redefined, skills gaps are widening, which impacts the way recruiting teams must work to find the best candidates. How can internal recruiting teams that have traditionally been aligned to specific business units adapt to meet the needs of workforce 4.0?

  • Some companies are realigning their recruiting teams away from business units to talent segments, where they focus on recruiting for a specific skill set
  • Others are outsourcing select talent segments to RPO providers for additional support and expertise
  • Other employers are moving from job-based recruitment to skills-based recruitment

The shift towards aligning recruiters with specific skills creates a challenge for in-house recruiting teams, which may not have the bandwidth or ability to shift to this model. In-house teams are struggling to keep up with the pace when recruiting for a large variety of roles and skill sets, as the number of jobs being redefined to adapt to new skills increases. Analysis of some in-house client teams show time-to-hire is actually increasing as teams find difficulty with new skills and unique roles to fill.

The digitization of work is also having a major impact on recruiting. It’s difficult for enterprise recruiting teams to keep up with the pace of change in talent acquisition and HR technology. Recruitment teams have access to more technology, which should increase productivity and improve the quality of candidates. But in truth, it can be overwhelming. The HR technology marketplace is valued at more than $14 billion, and new technologies continue to enter the space. Tech & digital skills will become more in-demand amongst recruitment teams.

As employers continue to shift their recruiting processes to keep up with the pace of change, many are turning to outsourced providers, like RPOs, to help with talent segments they’re having trouble with. Partnering with an outsourced firm also brings access to improved talent technology. At PeopleScout, for example, our Affinix™ technology is equipped with AI, machine learning and predictive analytics tools that enable our clients to connect with the best talent faster. We are also continuously evaluating and implementing new tools and features, so our clients are on the cutting-edge of emerging technologies in the marketplace.

Changing Candidate Experience: Ways to Engage with Candidates Online

Employers need to contend with changing candidate expectations in addition to adapting their jobs for the skills of the future. Candidates today want benefits like flexible working hours and virtual work opportunities and have in-demand skills that translate across multiple job categories. And, candidates today have more options than ever. With very strong job growth and low unemployment in many of the world’s leading economies, it is becoming a more candidate-driven job market every day.

How do you find these candidates of the future? Employers need to shift their employment branding strategies to fit the digital era.

Many employers invest large amounts of time and money in their career sites and application process, however most candidates are not finding your career site organically and the application process is often still cumbersome and slow.

While it is critical for candidates to have a good experience when they hit your career site, you need to first find and reach candidates where they are. With the rise of Amazon and other personalized online retail experiences, candidates expect to be treated like a consumer throughout the recruiting process. Recruitment marketing tactics must evolve to meet these requirements, with career sites recommending jobs to candidates the way online retailers recommend products to consumers.

Developing candidate personas can help employers understand exactly who they are targeting. With the candidate in mind, you can develop targeted digital advertising campaigns, post positions on specialty job boards and develop recruitment marketing content to guide candidates through the application process.

It is also critical to closely monitor job rating sites. A poor candidate or employee experience can result in a loss of candidates due to negative reviews on sites like Glassdoor and Indeed. A positive review, on the other hand, can be more meaningful as it is coming straight from an unbiased individual, rather than a company career site.

The right talent acquisition technology tool can also help provide a superior candidate experience.

  • AI-enabled sourcing tools help recruiters find the best candidates faster.
  • A streamlined application process can allow candidates apply with just one click.
  • Personalized recruitment marketing tools like chatbots, SMS messages, email campaign and individualized landing pages provide candidates with the consumer-like experience they have come to expect online.

Why Turn to Outsourced Recruitment?

When enterprise recruiting teams are struggling to implement technology or source the right candidates for positions requiring new skills, some employers bring in a talent partner to focus on specific job functions or skillsets. Talent acquisition leaders are turning to RPO providers for their expertise in hard-to-source talent segments. They’re also looking for a partner who can bring the right technology to improve sourcing and hiring metrics. Learn more about PeopleScout’s RPO solutions.

Healthcare HR Technology To-Do List

Posted on by epadmin

Marc Miller, president and founder of Marc S. Miller Associates HR Technology Consulting, gave the presentation “HR’s Strategic Shift: How to leverage HR technology to drive results for your Healthcare organization” at the Healthcare Talent Acquisition and Management Summit held in New Orleans earlier this year. Miller’s presentation covered a wide range of topics related to HR technology and its impact on healthcare HR professionals. Below, we take three items from Miller’s HR technology “to-do” list and explore the ways in which emerging healthcare HR technology is helping achieve success in these areas.

Leverage Healthcare HR Technology to Reduce Time Spent on Administrative Tasks

Administrative tasks are the backbone of a well-run healthcare organization’s HR department. They put into action the ideas and concepts developed during HR strategic planning and include educating employees on benefits, keeping employment records and processing essential paperwork, from job applications to time sheets and travel per diems.

Dig Deeper

How RPO Can Solve The Top Challenges In Healthcare Talent Acquisition

Download Free Ebook Or Contact an Expert Today

Keeping up with administrative tasks can be daunting for healthcare HR professionals. This may be why more and more HR professionals are turning to HR technology to alleviate some of the burdens. A robust HR technology platform can help manage many basic HR functions — including payroll, benefits, employee onboarding and time off tracking. An HR technology platform will also organize these tasks into categories so users can easily navigate information from a single platform. With multiple HR functions organized in one space, healthcare HR departments can be more efficient and productive in handling administrative tasks.

Before sitting down with potential vendors, healthcare staffing teams should outline a list of questions including:

  • Will the platform integrate with current systems?
  • How secure is employee data inside the platform?
  • Will the vendor or a third party be involved in training staff on the technology?
  • What proprietary features does this platform offer?
  • Is the interface easy to navigate?
  • How customizable is the platform?
  • What ongoing support can be expected of the vendor?

Outsource Important HR Functions to Tech-Capable Partners

While HR professionals are adept at managing a wide variety of critical HR functions, there are only so many hours in a day to get things done. Outsourcing HR functions to companies who possess the know-how and technology to manage them efficiently can help maximize productivity. In fact, according to a SHRM survey, 18 percent of companies surveyed outsource HR functions to take advantage of technological advances.

For instance, in the healthcare industry, attracting and retaining qualified talent can be challenging. Competition is fierce. The Bureau of Labor Statistics believes the total healthcare labor market will grow to 22 million jobs, or a 29 percent increase in overall employment, in the next decade. What’s more, according to a SHRM survey, 46 percent of HR professionals reported it was “very difficult” to fill full-time roles for high-skilled medical positions such as nurses, doctors and specialists.

To brace for the looming surge in demand for healthcare talent, HR professionals should look to recruitment outsourcing as a viable and necessary solution. Talent acquisition experts at recruitment process outsourcing (RPO) companies can manage healthcare recruitment. A healthcare RPO provider can deliver a comprehensive assessment of the whole talent spectrum and can source and hire clinical and non-clinical healthcare workers.

The right RPO provider can employ cutting-edge talent acquisition technology to help manage all aspects of the recruiting process, from identifying talent to creating a more efficient applicant experience. For example, AffinixTM, PeopleScout’s proprietary talent technology platform, combines AI, predictive analytics and machine learning to deliver speed and scalability to a user’s recruitment process. Affinix can also improve candidate experience with a mobile-first application process, digital assessments and video interviews. If you would like to learn more about Affinix, please download our fact sheet here.

Use Healthcare HR Technology to Organize and Track Metrics

Tracking HR metrics is important for healthcare HR professionals and leadership teams looking to better understand the health and vitality of their organization and its workforce. However, according to research conducted by XpertHR, 95.5 percent of HR professionals have experienced problems gathering and analyzing HR metrics data.

HR technology can make tracking, measuring and analyzing the value of employees easier. Advances in technology such as HR dashboards allow organizations to gather data better. An HR dashboard can be used to analyze performance and identify areas for improvement in an organization. Executives and HR leaders can work together to review the data they need in order to make fact-based decisions when it comes to the development and management of HR and personnel resources. We have outlined some measurement best practices:

Keep HR metrics focused

Even though technology has made it easier to gather and report HR metrics, it is still important to be discerning and careful about what metrics are measured and reported on. Healthcare HR professionals should focus on tracking metrics that directly impact key performance indicators. This can be achieved by determining the key factors impacting an organization’s staff from turnover to employee satisfaction to tell the story of what is happening with employees.

Align reports with the organization’s strategic goals

Healthcare HR professionals need to be deliberate about aligning metric analysis with overall organizational goals. This is important to show how HR programs are driving progress and helping the organization reach its strategic goals as well as illustrating the value and impact employees make every day.

Use metrics to drive executive action

One of the main objectives of reporting key metrics is to compel the executive team to take action on HR-related issues that may need attention and improvement. Healthcare HR professionals need to be sure to illustrate where employees are struggling as well as the progress of HR programs to give leadership a clear picture of where to allocate resources.

Conclusion

The world is rapidly evolving with apps, big data, real-time communication and increasing use of artificial intelligence, chatbots and predictive analytics playing a larger role in our everyday lives. These technologies are quickly bringing new functionality to the world of HR. The future success of healthcare HR professionals will be directly linked to how well they adapt to new developments to create and design the healthcare workforce and employee experience.