Tag: #internal-mobility

Redeployment Revolution: AI-Driven Internal Mobility for an APAC Government Agency

Posted on by akessler
Redeployment Revolution: AI-Driven Internal Mobility for an APAC Government Agency

Internal Mobility by PeopleScout

Redeployment Revolution: AI-Driven Internal Mobility for an APAC Government Agency

A massive redeployment initiative with this long-term government client demanded a new approach to identifying, developing and mobilizing internal talent. We implemented our tech-powered Internal Mobility solution and in doing so, deepened our partnership, transforming our role from technology provider to a trusted talent advisor.

66,000 + employees empowered to find internal opportunities across 40 departments
800 employees within a healthcare department successfully redeployed
5,000 candidates added to talent pools

Situation 

This federal government organization has been a PeopleScout client for more than ten years. Until recently, we served primarily as a talent technology partner—the client leveraged our talent technology suite Affinix™ to manage the job posting and application process for positions within their healthcare arm.

Because the government and public sector client had no visibility of the skills and talent across departments, talent scarcity issues—due to rapid technology advancements, widening skills gaps and shifting demographics—were exacerbated. Without a central view of the workforce, each department was managing their talent acquisition activities independently, some with the support of recruitment technology, and some without. Additionally, employees lacked visibility into cross-department opportunities with no easy way to explore openings.

To support an immediate need, the client asked PeopleScout to develop a redeployment solution within two weeks for 800 healthcare employees. In addition, they asked us to create a long-term internal mobility program to support ongoing talent initiatives.

Solution 

PeopleScout’s Internal Mobility solution leverages AI to automatically match employees with open positions, tapping into a talent pool of qualified and engaged candidates to expedite hiring and create a culture of growth and retention. Leveraging their Affinix suite, we helped streamline the client’s internal sourcing processes and created a comprehensive view of employee skills and competencies to effectively redeploy 800 employees within the healthcare department.

We also developed an internal mobility portal to proactively support ongoing redeployment across the entire government organization, thereby creating a more agile workforce where employees can quickly and seamlessly be reassigned to areas of greatest need. Our custom solution included four key modules:

  • Internal Career Portal: We created a Workforce Mobility Hub to support surge, temporary and long-term redeployments. This custom branded, user-friendly platform enables employees to search for cross-department opportunities, self-manage their professional profiles and sign up for custom job alerts.
  • Employee Expression of Interest: Candidates who want to be considered for short- or long-term internal opportunities complete expression of interest forms, which automatically adds them to talent pools.
  • AI Matching and Search: Affinix AI technology automatically searches the employee database to match candidates to roles based on their skills, experience and preferences. Hiring managers use our AI-talent matching tool to create talent pools of workers which they then target directly using automated email campaigns in Affinix. Since its inception, over 5,000 employees have been added to a talent pool. 
  • Skills-Based Assessments: Affinix integrates with best-in-breed screening and assessment platforms to evaluate employees’ skills and experience against the requirements of the role, ensuring candidate fit and promoting long-term career growth.

Results 

Our tech-powered Internal Mobility solution successfully supported not only the redeployment of 800 healthcare employees, but it also supports ongoing internal mobility initiatives across the entire organization. In fact, we empower their 66,0000 full-time employees to mobilize across 40 departments, future-proofing the organization with a skilled and agile workforce.

At a Glance

  • COMPANY
    Federal government agency in APAC
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Affinix
  • ANNUAL HIRES
    66,000+ employees empowered with Internal Mobility, powered by Affinix™
Let’s Connect!

9 Best Practices for Building an Internal Mobility Program 

Posted on by jpatel

Employers are facing a dual challenge: retaining top talent and filling critical roles. As the competition for skilled professionals intensifies, companies are turning their focus to their internal mobility program, recognizing the untapped potential within their own ranks.

Internal mobility isn’t just about moving employees between departments. It’s about creating a dynamic ecosystem where talent can flourish, skills can be developed and organizational knowledge can be leveraged to its fullest potential. Leading organizations are leveraging technology to support internal mobility, not only streamlining processes but also opening up new possibilities for employee growth and organizational success.

In this article, we’ll take a deeper look at internal mobility, the benefits for your business, and some best practices for building an effective internal mobility program.

What is Internal Mobility? 

First thing’s first—what is internal mobility? Internal mobility refers to the movement—both vertically and laterally—of employees within an organization. Internal mobility has become a necessity for filling critical skills gaps left in organizations. Through an internal mobility program an organization develops a specific process for moving internal talent between roles.  

Benefits of Internal Mobility 

The benefits of internal mobility extend far beyond simply filling vacant positions, impacting not only individual employees but also team dynamics, organizational culture and the bottom line. Let’s explore the key advantages that make internal mobility a cornerstone of successful talent management strategies. 

Save Time and Money 

Research suggests that the cost to replace an employee can be high as 50% to 60% of their salary with overall losses to the company as high as 90% to 200%. Two of the biggest benefits of an internal mobility strategy are cost savings and the ability to operate more efficiently—especially during a time when many organizations are operating with leaner teams after scaling down in response to economic challenges. 

The time and money spent on recruiting externally, like posting job ads, running recruitment marketing campaigns, sourcing and communicating with candidates can take a toll on already limited resources. Plus, external candidates often have higher salary expectations than internal employees. In fact, on average, the starting salary of an external hire is 18% to 20% more than that of internal candidates.  

Retain Top Talent  

Our recent research, The Skills Crisis Countdown, revealed a whopping 70% of employees would explore opportunities within their current organization before looking externally, which is great news for employers. By developing job skills within your organization and providing opportunities for mobility, you can achieve higher retention rates and reduce employee turnover. By implementing a skills-based internal talent mobility strategy, you’ll gain access to a robust pool of qualified internal candidates. 

Boost Productivity 

On average, it takes 28 weeks for a new employee to reach full productivity in a mid-level role. Internal mobility allows you to easily search your existing employees, targeting the people who know your business and are ready to grow their careers with you.   

Internal candidates can use their experience with your organization’s structure and culture to acclimate and contribute to a new role quickly, often with less time spent on training. You’ll also have access to this talent almost immediately, allowing you to move quickly and reduce time spent searching for external candidates.  

Drive Employee Engagement  

A demonstrated investment in employee growth and development significantly boosts employee engagement. When organizations prioritize internal mobility, employees feel valued and motivated, seeing clear pathways for both upward and lateral career progression within the company. This sense of possibility and personal growth keeps employees intellectually stimulated, leading to higher levels of engagement and productivity. 

Moreover, internal mobility creates a culture of continuous learning and adaptability. Employees who know they have opportunities to expand their skill sets and take on new challenges are more likely to stay curious and proactive in their professional development. As a result, organizations benefit from a more agile workforce, with an internal bench of engaged, qualified candidates ready to swiftly fill skills gaps and meet changing business needs.  

Foster Diversity and Inclusion  

An internal mobility program can be a great way to proactively develop the diverse talent already existing within your organization. Utilizing internal talent and providing opportunities for growth will improve diversity and inclusion at your organization overall and will aid in succession planning. By giving employees the opportunity to move up, reskill and take pathways for growth within your organization, you’ll be fostering a more diverse workforce at all levels, including leadership.   

The Role of Technology in an Effective Internal Mobility Program

internal mobility program

Technology can enhance your internal mobility program and save your talent acquisition team time in a variety of ways through artificial intelligence, automation and more. For example, PeopleScout’s Internal Mobility solution is boosted by our proprietary talent technology, Affinix™. With the power of AI, we help employers to quickly source, promote and reassign talent across their organization, filling skills gaps now and into the future.   

PeopleScout’s Internal Mobility solution offers a comprehensive approach to identifying, developing and mobilizing internal talent through four key modules:  

  • Internal Career Portal: A custom-branded platform delivers a best-in-class experience for employees to explore internal opportunities and manage their professional profiles.  
  • AI Matching and Search: Affinix AI technology automatically matches internal candidates to new roles based on their skills, experience and preferences.  
  • Employee Expression of Interest: Employees can self-identify for consideration in new internal opportunities as they become available.  
  • Skills-Based Assessments: Evaluates employees’ existing skills and experience against role requirements, identifying learning opportunities and skills gaps. 

PeopleScout’s Internal Mobility solution enables a comprehensive view of employee skills and competencies, resulting in a more robust skills database and advanced job mapping. 

Case Study: Internal Mobility in Practice   

A government agency in Australia was operating with a lean workforce and limited resources. They required a solution that allowed them to leverage the skills and competencies of their existing workforce so they could save time, costs and resources.  

They turned to PeopleScout’s Internal Mobility solution to launch a platform to find and support workers looking to move within their department or to other agencies within the Australian government.  

Solution Highlights  

PeopleScout deployed our Internal Mobility solution, powered by Affinix™, to give the client insight into the scope and experience of their internal talent. With our solution: 

  • Employees self-manage their profiles which showcase demographics, education and work history. Plus, they can self-rate on specific skills and key competencies.  
  • Employees are given priority access and visibility to all job opportunities across the agency before they are advertised externally.  
  • AI technology matches candidates to open opportunities and provides alerts to candidates on open job opportunities.  
  • Engagement rates of existing staff increased, while the use of expensive contingent labor resources went down. 
  • Recruiters have a strong sense of what other positions may be a good fit for internal employees, based on hard and soft skills assessments.   

The client experienced a more engaged workforce as a result of enhanced workforce mobility, skills development and career opportunities.  

9 Best Practices for Building an Internal Mobility Program

Implementing a successful internal mobility program requires thoughtful planning and execution. While every organization’s needs are unique, we’ve developed certain best practices to guide our clients in creating a robust and effective program. The following strategies can help you build a culture that not only supports but actively encourages internal mobility, ensuring that both your employees and your organization reap the full benefits.

1. Establish Clear Policies and Processes

Develop a comprehensive policy that outlines eligibility criteria, application procedures and timelines for internal moves. This should include guidelines for how long an employee needs to be in their current role before applying for an internal move, the process for informing their current manager, and how internal candidates will be evaluated. Ensure these policies are easily accessible to all employees and that HR and management are aligned in their implementation.

2. Develop a Skills Inventory

Create a centralized database of employee skills, experiences and career aspirations by conducting an internal mobility skills audit. This inventory should be dynamic, allowing employees to update their profiles regularly. Use skills assessment tools to objectively evaluate competencies and consider implementing AI technologies to help you identify skill gaps and potential matches for open positions. This comprehensive view of your workforce’s capabilities enables you to get the most out of your talent and helps identify areas for training and development.

3. Implement a User-Friendly Internal Career Portal

Your internal career portal should be more than just a list of open positions. It should be intuitive and engaging, with detailed job descriptions, required and desired skills and potential career paths. Make sure it includes features like self-managed professional profiles and expression of interest capabilities. Ensure the platform is mobile-friendly to increase accessibility and engagement.

4. Encourage Cross-Departmental Collaboration

Boost upskilling at your organization by creating opportunities for employees to work across different teams and departments. This could involve establishing cross-functional project teams, implementing a formal job rotation program or organizing “innovation days” where employees from different areas come together to solve organizational challenges. These initiatives not only broaden employees’ skills but also increase their visibility across the organization, opening up more potential paths for mobility.

You may also consider creating an endorsement and referral system in which a manager can refer an employee for an opening and provide their endorsement. This gives recruiters and hiring managers additional insight into which employees may be the best fit for open roles based on feedback from leaders who have worked directly with the internal candidate.

5. Provide Career Development Resources

Invest in a robust suite of career development tools and resources. This might include access to online learning platforms, workshops on career planning and skill development, or a formal mentorship program. Consider implementing individual development plans for all employees, with regular check-ins during which employees can discuss progress with their managers or mentors and adjust goals. The key is to empower employees to take charge of their own career development while providing the necessary support and resources.

6. Align with Business Strategy

Ensure your internal mobility program is not operating in isolation but is tightly integrated with your overall business strategy. Regularly review how internal moves are supporting key business objectives and addressing critical skill gaps. Involve leadership in identifying future skill needs in order to shape the direction of the program. This alignment ensures that internal mobility is not just benefiting individual employees, but actively contributing to your organization’s success.

7. Communicate Transparently

Develop a comprehensive communication strategy to promote your internal mobility program. Inform employees of the new program and provide clear guidance on how to navigate the internal job market, how the process will work and what to expect after applying for a role. If you have specific internal mobility software, include training on how to access the platform, create a profile, view job openings and submit an expression of interest or application.

Communications should include regular updates on open positions, success stories and program benefits. You could even provide tips on how to prepare for internal interviews and how to transition between roles. Consider hosting regular information sessions or webinars to address common questions and concerns.

8. Measure and Iterate

Establish key performance indicators (KPIs) for your internal mobility program, such as internal fill rate, time-to-fill for internal vs. external hires, employee satisfaction scores and retention rates of internally moved employees. Consider collecting feedback through surveys and focus groups to understand the employee experience with the program. With this data you can refine and improve your processes, addressing pain points and capitalizing on what’s working well.

9. Leverage an RPO Partner to Support Internal Mobility

Partnering with a Recruitment Process Outsourcing (RPO) provider can significantly enhance your internal mobility efforts. A skilled RPO partner can bring expertise in talent assessment, market insights and advanced recruiting technologies to your internal mobility program. They can help streamline the process of identifying and evaluating internal candidates, provide objective assessments of skills and potential and offer valuable benchmarking data.

Additionally, an RPO partner can support the development of internal talent pipelines and even manage aspects of your internal job board and internal recruitment process. By leveraging an RPO’s resources and knowledge, you can create a more robust, efficient and data-driven approach to internal mobility that complements your existing HR capabilities.

Internal Mobility & the Future of Work

As organizations navigate the complex landscape of talent acquisition and retention, internal mobility has emerged as a critical strategy for building a resilient and adaptive workforce. In an era where agility is paramount, internal mobility programs have become essential for fostering a dynamic and engaged employee base.

The role of technology in boosting internal mobility cannot be overstated. From AI-powered matching and search to skilled-based assessments, these advancements are transforming how organizations approach internal talent development and deployment.

By leveraging both advanced technologies and RPO partnerships, organizations can create a robust internal mobility program that supports continuous learning, career growth and workforce planning. This multifaceted approach not only aids in retaining top talent with key skills but also in developing a workforce that can swiftly adapt to changing business needs.

Internal Mobility

Posted on by akessler

Internal Mobility by PeopleScout

Powered by AI, our Internal Mobility solution streamlines the process for recruiters and automatically matches employees with open positions, ensuring the right fit and maximizing productivity. The result? A talent pool that’s engaged, roles that are filled faster, and a culture of growth and retention.

Download this fact sheet to learn more.

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Learn more about Internal Mobility by PeopleScout.

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Dig into More Talent Insights

Redeployment Revolution: AI-Driven Internal Mobility for an APAC Government Agency
Case Studies

Redeployment Revolution: AI-Driven Internal Mobility for an APAC Government Agency

Situation  This federal government organization has been a PeopleScout client for more than ten years. Until recently, we served primarily as a talent technology partner—the client leveraged our talent technology suite Affinix™ to manage the job posting and application process for positions within their healthcare arm. Because the government and public sector client had no…

9 Best Practices for Building an Internal Mobility Program 
Article

9 Best Practices for Building an Internal Mobility Program 

Take a deeper look at internal mobility, the benefits and how to building an effective internal mobility program in your organization. 

Learn More
Internal Mobility
Fact Sheets

Internal Mobility

Internal Mobility by PeopleScout Powered by AI, our Internal Mobility solution streamlines the process for recruiters and automatically matches employees with open positions, ensuring the right fit and maximizing productivity. The result? A talent pool that’s engaged, roles that are filled faster, and a culture of growth and retention. Download this fact sheet to learn…

Succession Planning: Maintaining Talent Continuity

Posted on by edyson

The immediate response to the COVID-19 pandemic by many organizations correctly focused on workplace safety, maintaining business continuity and preserving relationships with key clients and suppliers.

Now, organizations are rebuilding and preparing themselves for the new normal. And, they are taking a good look at their people, processes and systems, including creating or revisiting organizational succession plans.

Establishing a well thought out succession plan is now more important than ever and will continue to be a vital process as baby boomers move into retirement and skills gaps and shortages that were challenges before COVID-19 persist. In this article, we explore best practices for designing and executing a successful succession planning program to help your organization better prepare for workforce disruptions.

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What is Succession Planning?

For some organizations, succession planning simply means making sure there are replacement candidates for key positions. For organizations with a more comprehensive view, succession planning is a systematic process to ensure leadership continuity in key positions, retain and develop institutional knowledge within key employees for the future, encourage individual advancement and ensure the stability or “bench strength” of key personnel.

Having employees identified as backups makes good business sense, as it allows organizations to fill vital roles with qualified successors quickly. A successful succession planning program should align talent management with an organization’s culture, vision and strategies.

Key Benefits of Succession Planning

  • Identify skill gaps and training needs
  • Retain institutional knowledge in a knowledge economy
  • Replace unique or highly specialized competencies

Building Your Succession Planning Team

The role of HR in succession planning should be to support business leaders, facilitate the process and provide tools and guidance along the way. Engaging stakeholders, particularly senior leadership, is critical. As part of the process, you should conduct interviews with them, invite them to take surveys and attend focus groups to get a better understanding of which roles are considered most essential to operations and the future talent needs of your organization

Plan for Both People and Positions

The first step of succession planning begins with identifying which positions your organization should target based on urgency and how critical the roles are to your organization’s operations. Your succession plan should address both specific positions and individuals to ensure you are covering all of your bases.

When identifying individual employees as potential successors for a role, consider the following traits:

  • Flexible and willing to change roles and work environments
  • Interested in professional development and learning new skills
  • A good communicator who works well with other teams and departments

When identifying positions to include in your succession plan, considering the following:

  • Positions central to strategic goals or that can provide you with a competitive advantage during uncertain times
  • Positions that are specific to your organization or industry
  • Positions of influence and leadership within your organization
  • Jobs with long learning curves, training requirements, specialized licenses and certifications
  • Positions that require institutional knowledge and experience

Assessing Successor Candidates

Once critical positions have been identified, it is time for your succession planning team to identify the employees who can potentially fit into those roles when opportunities emerge. But what should your team look for in a potential successor? To answer this question, examine a candidate’s knowledge, skills and abilities (KSAs). The three terms seem interchangeable. However, they are distinctly different dimensions of a potential successor’s qualifications.

Knowledge: Focuses on the candidate’s understanding of key theoretical concepts important in the role.

Skills: Skills are the capabilities or hands-on experience needed for the application of theoretical knowledge important for the role.

Abilities: Abilities are the innate traits or talents that a person brings to the role if selected as a successor.

KSAs are the core competencies used when assessing talent and can create a better picture of a potential candidate’s strengths and weaknesses and are useful in paving an organization’s development programs and eventually, a successors’ growth in their new role. 

It is essential for you and your organization to develop a KSA profile of each candidate and see if their attributes align well with a specific role.  

Your succession planning team can start building KSA profiles by asking these three questions: 

  • Where does the organization see the role evolving in the next three to five years? 
  • What unique or specialized competencies are needed to succeed in the role?
  • What qualities should the new successor possesses in order to thrive in the role and meet your organization’s business objectives? 

A successor does not need to be someone who will think, talk and react the same way as the incumbent, you just need to be confident that the candidate can step up to the plate when called upon.

Develop Future Leaders Today

While every job is important, leadership positions within your organization would significantly impact your business if left open for a long period. In fact, according to SHRM’s Selecting Leadership Talent for the 21st-Century Workplace report, the cost of replacing a senior executive can range from $750,000 to $2.5 million, and up to $52 million for a chief executive officer. Leaders will undoubtedly be a significant competitive advantage as your organization rebounds and recovers. This means retaining, developing and leveraging future talent is even more important than it was pre-pandemic.

Your succession planning team, which should include HR and other key members of your executive leadership team, should conduct a thorough review of the skill sets of each member of your leadership team and identify candidates with similar skills who could become potential successors. Your team should also determine skills that you might be missing on your current leadership team and will be needed to emerge successfully from the pandemic and beyond.

PeopleScout Solution Spotlight

Design and delivery of leadership and development centers for a law enforcement agency.

  • Our client’s promotion criteria were historically focused on operational knowledge; we lead a shift in focus to also consider leadership capabilities and behavior.
  • We designed a behavioral framework aligned with national law enforcement standards and local leadership aspirations and organizational values.
  • We led the creation of both operational and behavioral exercises for each rank in the law enforcement agency.
  • We trained talent assessors and developed a digital assessment platform with automated feedback reports to create a more centralized process for succession planning.

Leverage Succession Planning to Retain Institutional Knowledge

According to research conducted by Panopto, 42% of the skills and expertise required to capably perform in a given position will be known only by the person currently in that position. Institutional knowledge is a combination of experiences, processes, data, expertise, cultural values and information possessed by specific employees or teams within your organization. It can span decades and is comprised of your organization’s tangible and intangible knowledge that defines who you are and how you operate. While some of this knowledge gets translated into processes and policies, most of it resides in the heads and hands of individual employees.

For example, what happens if your organization’s top sales manager is decides to take an early retirement or accepts a new position at another organization? Do you have a ready replacement? If yes, do they possess the deep institutional knowledge of your organization needed to rally their team and engage clients effectively?

With succession planning, you can ensure that knowledge sharing can occur concurrently between an employee and their potential successor, giving the successor the unique opportunity to gain useful skills and knowledge without a long, on-the-job learning curve. In the following graphic, we outline best practices for training and developing successor talent.

Training and Development of Successor Candidates

Training and development for potential successor candidates can take many forms and should include both real-life scenarios and classroom-style training. Below are a few common exercises to help ease the candidates into their future roles. 

  • Stretch Assignments: Just like the name implies, the employees will have to complete a set of tasks or assignments that stretch their limits. Examples include leading a special project, being assigned to a challenging task, or chairing a committee. 
  • Job Rotations: Enable successor candidates to rotate and assume different roles to obtain new experiences and learn more about the operations and processes of your organization. 
  • Mentoring and Coaching: Create or leverage existing corporate mentorship programs and pair successor candidates with senior employees to provide candidates with ongoing guidance, deeper insights and career support. 

Communication is Key

Clear and concise communication makes the succession planning strategy much smoother. According to research conducted by Massachusetts Mutual Life Insurance Company, around 25% of employees in line to take over a key role in an organization did not know they had been chosen for the role. Consider what this might mean — an employee might believe they have no real future at your company and so might make plans elsewhere.

Be sure to inform each employee you have identified as a potential successor — especially in the case of leadership roles — that they have been ear­marked for a future role (without making an outright promise). Take this opportunity to determine if they are interested. While they might be content with their current position, knowing that you see real promise in them might make them feel valued, resulting in better employee retention.

Conclusion

A well-implemented succession plan will give your organization a sense of the investment you will need to make should backups for key positions be necessary. Whether it’s temporary or long-term, employees who are asked to assume greater responsibilities need support. Regularly checking in with employees will make you keenly aware of what they will need to be successful.

Remember, succession planning is not a one-off task. Organizations need to be agile to keep up with the fast-paced and ever-evolving world. You should regularly discuss and reevaluate your strategy with key stakeholders including front-line managers, your executive leadership team and HR leaders to make sure your plan is up to date.

PeopleScout’s Affinix Talent Technology Wins 2020 American Business Award

Posted on by jpatel

Affinix Recognized for Simplifying the Talent Acquisition Process 
 
CHICAGO — May 21, 2020 — PeopleScout’s proprietary talent technology Affinix™ has been named a winner in the 18th Annual American Business Awards® program. Affinix won Silver in the Artificial Intelligence/Machine Learning Solution—Business Technology category. Affinix creates a superior user experience that mimics the simplicity and usability of the best consumer websites to drive improved results for the talent acquisition process.

“The talent acquisition process is laborious and crucial for companies, PeopleScout makes this process easy by using the latest technologies,” the judges said. “This is the future and AI will definitely help innovation and thinking.” 

Designed in response to changes in candidate preferences, skills shortages and digital disruption, Affinix provides access to the latest tools in one platform for talent acquisition. Artificial intelligence, machine learning and other emerging technologies extend across Affinix, streamlining the sourcing, screening and candidate engagement process to identify the top talent more efficiently. 

“In this unprecedented time, innovative, forward-looking talent acquisition technology
has become even more essential,” said PeopleScout Interim President Chip Holmes. “This honor from the American Business Awards is great validation of the power of Affinix as we continue to explore new ways that it can make it easier for companies and job seekers to connect now and in the future.” 

The power of Affinix is showcased through enhancements to the candidate experience, significant performance improvements and valuable insights and opportunities for future efficiency.  

  • Artificial intelligence identifies an average of 43 more candidates per requisition. 
  • Percentage of candidates applying on mobile increases nearly three-fold. 
  • Applicant conversion has increased from an average of 30% to 80% with easy apply features. 
  • Virtual assessment and scheduling reduce time-to-fill by as much as 35%. 

Affinix continues to lead the talent technology space with a number of noteworthy achievements: 

  • In 2019, PeopleScout introduced Affinix as part of its solution offering in Europe to empower faster connections with the best talent.  
  • Affinix was awarded “Most Innovative Enterprise Solution” in the 2019 Recruiting Service Innovation (ReSIs) Awards at TAtech North America and won gold in the “HR Software Enterprise Product of the Year” category in the 2019 Best in Biz Awards.  
  • In 2018, Affinix won the gold award in the “Best Advance in RPO Technology” category in Brandon Hall Group’s Human Capital Management (HCM) Excellence Awards and the HRO Today TekTonic Award in the “Candidate Experience” category. 

The American Business Awards are the premier business awards program in the U.S. Details about The American Business Awards and the list of 2020 winners are available at www.StevieAwards.com/ABA. 
 
About PeopleScout  
PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent solutions that span the global economy, with end-to-end MSP and talent advisory capabilities supporting total workforce needs. PeopleScout boasts 97% client retention managing the most complex programs in the industry. The company’s thousands of forward-looking talent professionals provide clients with the edge in the people business by consistently delivering now while anticipating what’s next. Affinix, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience with one-point ATS and VMS integration and single sign-on. Leveraging the power of data gleaned from engaging millions of candidates and contingent associates every year, PeopleScout enhances talent intelligence for clients across more than 70 countries with headquarters in Chicago, Sydney and London and global delivery centers in Toronto, Montreal, Charlotte, Bristol, Krakow, Gurgaon and Bangalore. For more information, please visit www.peoplescout.com.  
 
About The Stevie Awards 
Stevie Awards are conferred in seven programs: the Asia-Pacific Stevie Awards, the German Stevie Awards, The American Business Awards®, The International Business Awards®, the Stevie Awards for Women in Business, the Stevie Awards for Great Employers, and the Stevie Awards for Sales & Customer Service. Stevie Awards competitions receive more than 10,000 entries each year from organizations in more than 60 nations. Honoring organizations of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about the Stevie Awards at http://www.StevieAwards.com. 

Press Contact:  
Caroline Sabetti  
Global VP of Marketing and Communications  
csabetti@peoplescout.com  
312-560-9173 

COVID-19 Series: Keeping Candidates and Employees Safe with a Virtual Hiring Solution

Posted on by nfuqua

As organizations around the globe confront the challenges presented by the coronavirus (COVID-19) outbreak, even the most seasoned talent leaders find themselves in uncharted territory. We’re creating a miniseries with our experts here at PeopleScout about the issues that are most pressing during this uncertain time.

We are focused on the safety of our employees and clients, friends, families and loved ones. However, it is important for many organizations to keep their talent acquisition functions moving – whether to provide essential services or to serve our communities by providing jobs. Many organizations are also now adapting to a newly virtual workforce.

In that spirit, in this podcast, we share insights from PeopleScout Global Leader of Affinix Client Success and Strategy Allison Brigden on transitioning to a virtual talent acquisition solution.

Allison has been with PeopleScout since 1995 and has served in roles related to implementing and managing complex RPO programs as well as operations and technology. In her current role, Allison focuses on leveraging technology to elevate the talent strategy and client success through Affinix, PeopleScout’s proprietary talent technology platform. Allison leads an Affinix Client Success Team and our strategic technology partnerships. The Affinix Client Success Team is focused on understanding our clients’ objectives with Affinix and creating positive outcomes. She also possesses a deep commitment to corporate social responsibility, with an emphasis on military veteran advocacy. Allison holds a bachelor’s degree from the University of Utah.

At PeopleScout, we’re all dealing with the same changes—working from home and recording these podcasts from a distance, so things may sound a bit different than you’re used to hearing.