Professional Search: Sourcing a Transformative Leader to Boost Diversity in Schools
After a couple of years of interim leaders, a local council in the UK knew they needed consistent strong leadership and reached out to PeopleScout to help find a high-profile Director of Education and Skills.
59candidates proactively targeted
92%candidate engagement rate
3stage recruitment process supported
Situation
When the Office for Standards in Education, Children’s Services and Skills (Ofsted), the regulator for services for children and young people in England, revealed they would be implementing changes to their framework, our client, a local government agency in the UK, knew that the Director of Education and Skills position, which had been put on hold and filled by interim leaders for several years, needed to become a top priority.
The agency recognized there was a lack of teacher diversity which didn’t reflect the community. Plus, although progress had been made, there was still a need to focus on special educational needs and disabilities (SEND). On top of these challenges, Good and Outstanding ratings from Ofsted had dropped.
To counter this, they were looking for a new director with SEND experience who could build relationships with education leaders to get the best out of the area’s diverse schools–putting social justice at the heart of the community while maintaining achievement and attainment.
The PeopleScout Apex team took an extensive brief from the Executive Director, benchmarked profiles to further refine our search and presented a target list of people to approach which the client approved. Alongside this outreach, PeopleScout processed all candidates generated through advertising using the same method as the proactively sourced candidates to ensure a fair and open process.
PeopleScout performed a first round of interviews, presenting the qualifying candidates to the client for consideration with a written report for each. We partnered with the client in the technical interview, providing comprehensive feedback and recommendations to inform the final shortlisting process. A PeopleScout Apex team member was also present at the final interviews to provide advice and guidance.
Results
Altogether, we identified and reached out to 59 potential candidates. Out of these 54 people engaged, resulting in a 92% engagement rate. Nine candidates were selected for the first stage of interviews with three proceeding to the final round. Ultimately, one hire was made.
59 candidates identified
54 engaged
9 interviewed at first stage
3 interviewed at second stage
“Thanks very much for all the support from PeopleScout for the recent recruitment of our Director of Education and Skills. We have been impressed with the quantity and caliber of candidates—which has been recognized by the selection committee. Thanks for an overall professional service.”
Head of Internal Communications & Organizational Development
Neurodiverse recruitment unlocks a wealth of unique strengths, offering employers access to exceptional skills in pattern recognition, analysis, mathematics and beyond. This approach to hiring isn’t just inclusive—it’s a catalyst for innovation. By building cognitively diverse teams that blend neurodivergent and neurotypical talent, organizations supercharge their creativity, decision-making and problem-solving capabilities. The result? A dynamic workforce that drives efficiency and innovation to new heights.
The untapped potential of neurodivergent talent is staggering, with alarming underemployment rates that rob both candidates and companies of incredible opportunities. In the U.S., it is estimated that as many as 85% of college-educated autistic adults struggle with unemployment. The Office for National Statistics (ONS) paints an equally grim picture for the UK, with just 21.7% of autistic individuals employed. In Australia, 70% of new starters with disabilities do not survive the probation period, while 65% of Australian businesses remain unsure about how to access this rich talent pool.
While many organizations aspire to build a workforce that harnesses the potential of the neurodivergent community, few achieve this goal. While the reasons behind this gap are multifaceted, there’s a critical knowledge gap about neurodiversity in the workplace and how to create neuro-inclusive hiring processes.
Ready to move the needle on neurodiverse recruitment? Let’s dive into five strategies that will transform your hiring process and unlock the full potential of neurodivergent talent.
What is Neurodiversity?
First, let’s define what we mean by neurodiversity. Neurodiversity refers to the concept that everyone experiences and interacts with the world around them differently. A neurodivergent person’s brain may work in a different way than the average “neurotypical” person. They may have unique ways of learning, communicating, working, socializing or perceiving their surroundings.
While neurodiversity is often used in the context of autism spectrum disorder (ASD) and Asperger’s syndrome, many conditions fall under the neurodivergent umbrella, including ADHD, dyslexia, dyspraxia, Down syndrome, Tourette syndrome, and even mental health conditions like bipolar disorder, OCD and social anxiety.
There’s no one-size-fits-all solution for neuro-inclusive recruitment, as neurodiversity encompasses a wide range of conditions, many of which may be undiagnosed or undisclosed. The key is to create a flexible process that can be tailored to individual needs.
1. Identify Roles for Neurodivergent Recruitment
To identify roles for neurodivergent talent, companies need to think beyond traditional job categories and focus on the core skills and tasks involved. Analyze and pinpoint positions that require deep focus, pattern recognition or systematic thinking—areas where many neurodivergent individuals excel. Look for roles that benefit from attention to detail, data analysis, quality control or creative problem-solving.
Tech roles often offer a goldmine of opportunities, from software development to cybersecurity. But don’t limit yourself—neurodivergent talent can thrive in unexpected places. Consider positions in finance, research, design or even customer service roles that involve script-based interactions.
You might also consider job carving, which involves customizing job roles by reorganizing tasks to create a new, tailored position that aligns with an individual’s strengths and abilities. This approach not only benefits neurodiverse employees by providing them with roles tailored to their abilities but also helps organizations make the most of their diverse workforce.
The key is to break down jobs into their fundamental components and match them with the unique strengths often associated with neurodiversity. Remember, it’s about recognizing where neurodivergent traits can be a significant asset to your existing needs.
2. Audit the Application Process for Neurodivergent Recruitment
Once you’ve identified roles where neurodiverse talent can thrive, it’s time to audit the application process. Put on your detective hat and scrutinize every step. Is it neurodiversity-friendly, or is it secretly working against you?
First start with the job description. Consider replacing lengthy, jargon-filled job descriptions with clear, concise summaries of the core responsibilities. Embrace inclusive language that speaks to diverse cognitive styles. Think less “excellent multitasker” and more “deep focus on specialized tasks.”
Then, move onto the application itself. Complex, multi-step applications can overwhelm candidates with conditions like ADHD or autism, potentially causing them to abandon the process altogether. Simplify application forms by asking only for essential information. You could even consider offering alternative submission methods, like video applications.
Ditch the requirement for cover letters in favor of skill-based assessments that directly relate to the job. By streamlining the application step, you level the playing field and tap into a rich pool of often-overlooked talent.
3. Communicate Early & Often
Be direct with your language and deliver information in multiple ways. Some candidates will be okay with written instructions, others like those with dyslexia, may receive information better through videos or audio explanations.
Start by providing a clear preview of the entire recruitment journey. Communicate each stage, what the candidate will be required to do and how they’re being evaluated. This transparency benefits all candidates but is particularly crucial for neurodivergent individuals who may need to prepare mentally for each phase.
Maintain frequent, personalized communication throughout the process. Strategic follow-ups can keep candidates engaged and comfortable, increasing the likelihood of offer acceptance. This ongoing dialogue also provides opportunities for candidates to ask questions or request additional accommodations as needed.
4. Balance Assessments & Interviews
Making the interview and assessment steps more neuro-inclusive is crucial for tapping into the diverse talent pool of neurodivergent candidates. While interviews shouldn’t be eliminated entirely, consider balancing them with other evaluation methods.
Shift the focus from traditional metrics to a strength-based evaluation approach. Look for candidates’ unique capabilities and how they align with job requirements, rather than adhering strictly to conventional interview performance criteria. For candidates requiring adjustments, you might weigh interviews less heavily in your overall evaluation, focusing more on practical skill demonstrations or work samples.
When it comes to assessments, large, complex exercises can be overwhelming for some neurodivergent candidates. Break these down into smaller tasks and add in the option to take breaks. Additionally, consider offering extra time for assessments if needed, focusing on the quality of work rather than speed of completion.
A blended assessment approach that incorporates multiple question styles and task types is great option for assessing neurodivergent talent. For instance, at Heathrow we introduced a completely bespoke virtual testing platform called One Experience Assessment (1XP) to recruit for their security officer roles. This included visual “spot the difference” exercises alongside traditional questions, providing a realistic job preview while allowing candidates to demonstrate their skills in different ways.
5. Be Prepared to Provide Accommodations & Adjustments for Neurodiverse Recruitment
Organizations should proactively prepare to provide reasonable adjustments and accommodations for neurodiverse candidates during the recruitment process. Flexibility should be a cornerstone of your approach as everyone has unique needs.
Be prepared to offer extra time for assessments, adjusting standard time limits or breaking longer tasks into manageable chunks. Additionally, be open to changing the location or format of interviews or allowing the use of assistive technology like screen readers during online assessments. Provide interview questions in advance to make the experience more accessible for those who process information differently.
Neurodiverse candidates may experience “sensory overload” in office environments and during in-person interactions. To help candidates better focus on demonstrating their skills and qualifications, design interview spaces with adjustable lighting, offer noise-canceling headphones and provide multiple seating options. These seemingly small adjustments can significantly reduce sensory sensitivity and anxiety.
6. Customize Onboarding & Beyond
Creating effective onboarding programs for neurodiverse employees is crucial for integration into the workplace and their long-term success. Recognize that each neurodivergent employee may have different needs and preferences, and be prepared to tailor the onboarding experience accordingly.
Training is a cornerstone of successful integration. This should be a two-way street, involving both the neurodiverse employee and their colleagues. Provide education and diversity training to managers and team members in advance of or early in the onboarding process. These sessions should sensitively address the characteristics and preferences of neurodivergent individuals, always respecting privacy and dignity. For instance, explain that a colleague with autism might avoid eye contact, helping coworkers understand this isn’t a sign of disinterest. Similarly, managers should be trained on how to introduce neurodiverse team members appropriately, avoiding potentially uncomfortable situations like introductions in large group settings.
Once neurodiverse employees start work, any adjustments offered during recruitment should be available in the workplace as well, ensuring a seamless transition from candidate to employee. By anticipating and preparing for these accommodations, organizations create an environment where neurodiverse candidates can thrive. This may also require implementing flexible working patterns that play to individual strengths. Offering adjustable work hours, remote work options or customized workspaces can help minimize sensory overwhelm.
To further support neurodiverse employees, consider developing growth opportunities tailored to the unique needs of neurodivergent employees. This could include specialized mentorship programs or coaching sessions that focus on leveraging their strengths and navigating workplace challenges. By implementing these strategies, companies can create an onboarding experience that not only welcomes neurodiverse talent but sets them up for long-term success and growth within the organization.
The Importance of Neurodivergent Recruitment
Embracing neurodiverse recruitment is not only a step towards inclusivity but a strategic move that leverages the unique strengths of this group to foster innovation and enhance performance. By closing the knowledge gap and implementing targeted strategies, organizations can create a more inclusive work environment that truly maximizes the potential of all employees, leading to a more dynamic and productive workforce.
‘Is there a social value question? What’s the weighting?’ In my role as Bid Director, I come across this in almost every pitch invitation.
For the uninitiated, almost all formal tenders now ask what a bidder will do, over and above the contract, to help support local communities, disadvantaged groups or the population at large.
To be honest, it gives me mixed feelings. In theory, it is important that businesses give back in meaningful ways, especially those receiving money from the public purse. Through collective efforts, combining the reach of the public sector with the skills of the private sector, we can significantly improve lives, and in turn, make society safer, richer and better for all.
However, I also understand the hurdles; not every company has the resources to make a real impact. For example, does an SME business, with few staff, really possess the time, money and resources to run employability workshops or CV writing webinars? When a client asks for time, resources and money from a provider, it runs the risk of social value becoming a ‘necessary evil’ which delivers poor returns for all, rather than a genuine force for good.
“Effective philanthropy requires a lot of time and creativity – the same kind of focus and skills that building a business required.”
– Bill Gates
It’s easy to complain and point out challenges. Anyone can do that; finding solutions is much harder. I believe PeopleScout and Heathrow Employment and Skills Academy provide a great example of combining resources, applying creativity and utilising key skills to deliver social good that benefits all.
The two organisations work in genuine collaboration to help Heathrow’s wider community find meaningful and gainful employment across the whole of the Airport, from shops and restaurants through to engineering and mechanical departments.
Heathrow, and its business partners, advertise available roles via the Heathrow Employment and Skills Academy website. PeopleScout screens candidates to ensure suitability and provide more insight into specific roles to ensure candidates fully understand responsibilities and would be comfortable working within the environment. We then book interviews on their behalf. Just as importantly, PeopleScout provides these candidates with advice and guidance prior to interviews, ensuring they are ready, motivated and equipped to increase their chance to succeed in the recruitment process. This personal and supportive service is most important for people who have been out of work for a long time or who may be making their first ever application for paid employment.
We also work with the Heathrow Employment and Skills Academy to deliver careers and essential skills workshops, employment webinars and community drop-in sessions. These are not projects which are ‘outsourced’ to PeopleScout, they are truly collaborative events that enable us to support the local community, with shared resources and shared goals, utilising the skills of both PeopleScout and Heathrow teams to maximum effect.
We have also re-written advertising content to ensure it is fully inclusive and appeals to different demographics, thereby ensuring no group feels hesitant about applying for roles that could significantly improve their lives.
This combined approach has delivered outstanding success; together, PeopleScout and the Skills Academy have supported over 14,000 applications from unemployed candidates and made over 600 job offers. Plus, 31 new apprentices have started on our shared apprenticeship scheme with our construction supply chain partners in 2024 alone. By working together, applying the methodologies of business with the values of philanthropy, we can drive real social change.
Elida Beauty: Supporting a Recruitment Surge from Outreach to Onboarding
Elida Beauty turned to PeopleScout to support an early careers recruitment project with Talent Campaign: Surge Support, part of PeopleScout Amplifiers™
650+applications generated
17offers accepted, achieving 100% of target
3months
Situation
When Elida Beauty, a personal care product manufacturing company, underwent a transformation including breaking away from their parent company, Unilever, they found themselves in need of a boost to support their industrial placement year roles across several UK locations.
Every year they bring in a number of industrial placements from various universities as part of their early careers program. These are students who spend a year learning “on the job” as part of their coursework. The Elida Beauty talent acquisition team had advertised for these opportunities, generating over 650 applications.
However, with this many applicants to whittle down to just 17 hires across 12 role types in marketing, finance, supply chain, sales, ecommerce and R&D, they turned to PeopleScout for support. We ot to work with our flexible recruiting service, Talent Campaign: Surge Support, part of PeopleScout Amplifiers™ suite.
Solution
The campaign was executed by a global team, led by a delivery director in our Krakow delivery center and supported by a team of senior recruiters in our global delivery center in Gurgaon, India.
To support the project, we stood up an ATS for the client and a bespoke landing page which provided candidates with more details about the roles, recruitment process and organization. Our recruiters handled all touchpoints, including:
Reaching out to applicants to gauge continued interest and availability
Executing a screening questionnaire to confirm eligibility and a screening exercise
Conducting telephone interviews with competency-based questions
Scheduling virtual interviews with hiring managers
Supporting a group exercise activity for successful candidates for the final screening step
In just three weeks, we were reached out to and screened all applicants and scheduled interviews.
We also supported the offer process and regularly checked in with successful candidates to keep them warm prior to their start date. All candidate communications were captured via a workflow in the ATS which allowed us to provide the Elida Beauty team with reporting at each stage of the recruitment journey.
Results
Ultimately, in just three months, we connected with and screened over 650 applicants, conducting 170 telephone interviews. Hiring managers were presented with a quality pipeline of 80 candidates for virtual interviews. As a result, we achieved our target of 17 successful hires for Elida Beauty for this industrial placement cohort.
At a Glance
COMPANY Elida Beauty
INDUSTRY Consumer Goods
PEOPLESCOUT SOLUTIONS Amplifiers
ABOUT ELIDA BEAUTY Elida Beauty was formed in 2021 and its original beauty and personal care brands included Q-tips®, Impulse, Caress, Tigi, Timotei, Monsavon, Brut, Moussel, Alberto Balsam, VO5 and more. In 2022, it became a formalised global business unit within Unilever Personal Care. It was announced in December 2023 that the Unilever group has concluded an agreement to sell its Elida Beauty business to Boston-based private equity firm Yellow Wood Partners and the transaction is due to be completed by mid-2024 following completion of customary closing and regulatory approvals.
Situation When Elida Beauty, a personal care product manufacturing company, underwent a transformation including breaking away from their parent company, Unilever, they found themselves in need of a boost to support their industrial placement year roles across several UK locations. Every year they bring in a number of industrial placements from various universities as part…
The home healthcare sector is experiencing unprecedented growth, driven by an aging population and a growing preference for receiving medical care in the comfort of one’s own home. As the demand for home healthcare continues to surge, so does the need for qualified and compassionate healthcare professionals to provide these essential services. However, home health staffing presents unique challenges that require innovative and effective strategies to overcome.
In this article, we will explore comprehensive strategies for successful home health hiring. By addressing these challenges head-on and implementing innovative solutions, organizations can meet their staffing needs and improve the quality of care provided to patients in their homes.
Understanding the Home Health Recruiting Landscape
The home healthcare landscape is diverse, encompassing a wide range of roles from home health aides and personal care assistants to skilled nurses and therapists. The nature of home healthcare work—which often involves working remotely and independently in patients’ homes—requires trust, reliability and adaptability.
Home health recruiting is about more than filling positions; it’s about finding individuals who can rise to these ideals, maintaining professional standards and contributing to the overall well-being of patients.
Several trends within home healthcare are impacting recruitment within the sector, including:
Rapid Growth: The Bureau of Labor Statistics projects that employment in home healthcare services will grow by 33% by 2030, making home health staffing shortages a challenge for the sector.
Shift from Institutional Care: There’s a growing preference for receiving care at home rather than in hospitals or nursing homes, which is driving demand for home healthcare services.
Technology is Changing Skill Sets: The adoption of telehealth and remote monitoring technologies is changing the skill sets required for home healthcare workers.
Focus on Specialized Care: There’s a growing need for home healthcare workers with complex medical conditions. Recruiting home healthcare aides will become more complicated as the need to upskill to keep pace with modern healthcare requirements becomes more crucial.
Cultural Competence: There’s an increasing demand for care workers who represent their diverse community and who can communicate effectively with patients from various backgrounds.
Given these trends, the need for qualified home healthcare professionals is expected to continue growing. However, with high turnover rates and competition from other healthcare sectors, recruiters are struggling to reach the right talent. Next, we’ll explore how to identify ideal candidates for home healthcare roles.
5 Strategies to Overcome Home Health Staffing Challenges
By addressing home health recruiting issues head-on, organizations can improve their recruitment outcomes and build a more stable workforce.
1. Create Competitive Offers
While the opportunity for meaningful one-on-one patient care and diverse experiences will attract talent for home health hiring, home healthcare providers must differentiate their positions to compete with other healthcare sectors for talent. Leverage market intelligence to understand which organizations in your area are hiring for similar skills and average salary ranges by experience level to craft offers that will entice quality talent.
Remember, not all parts of an offer are material. Flexible scheduling options, including part-time and job-sharing arrangements, are sought-after in the healthcare sector because they provide better work-life balance compared to traditional hospital settings.
2. Address High Turnover in Home Healthcare
High turnover is putting pressure on healthcare recruitment and home health is no exception. There are strategies organizations can use in the recruitment phase to find candidates who are likely to thrive in these roles long-term. Predictive analytics tools use historical data to predict which candidates are most likely to succeed in specific roles.
You can also use the recruitment process to showcase your organization’s commitment to employee development, highlighting real-life examples of career advancement paths and recognition programs that reward exceptional performance. By emphasizing these retention-focused initiatives upfront, you can attract candidates with the temperament and intrinsic motivations that align with the unique demands of home healthcare, building a more stable and engaged workforce to provide outstanding patient care.
3. Showcase Your Support Systems
Turnover in the healthcare sector has been primarily driven by employee burnout since the start of the pandemic. Caring for patients who are sick, elderly or even dying can take an emotional toll on home health workers. Plus, home healthcare workers often work alone in patients’ homes, which can present safety concerns and feelings of isolation.
Showing candidates that you have well-established safety protocols for various situations they might encounter in the role will reassure them you have their best interest in mind. Recruitment content should emphasize the support structures you have in place from regular supervisor check-ins to mentorship programs and peer support groups where employees share experiences and receive advice.
4. Leverage Technology in Home Health Staffing
Talent technology can significantly enhance home health recruiting efforts, especially when it comes to creating a mobile-first candidate experience. This is crucial for recruiting home health aides who work “on the road” visiting various patients. Another tech-enabled process enhancement to consider is recorded video interviews, in which candidates record responses to preset questions. For talent with variable schedules and movable workplaces, this lets them record at their convenience, reducing drop off rates.
AI-powered candidate sourcing and matching tools can further streamline the process, automatically surfacing the most suitable talent based on their profiles and job requirements. However, it’s crucial that organizations strike the right balance, using technology to enhance but not replace the human elements of recruitment. Assessing soft skills and establishing personal connections remain vital, especially in a field as inherently people-oriented as home healthcare.
5. Partnering with an RPO for Home Health Recruiting
Partnering with a recruitment process outsourcing (RPO) provider can be a game-changer for home healthcare organizations seeking the right talent. RPO partners bring specialized expertise and access to a wider talent pool that can be difficult for individual organizations to match on their own. By tapping into an RPO partner’s advanced recruitment technology, data-driven insights and dedicated sourcing teams, home healthcare providers can elevate their recruitment capabilities, fill open roles fast, and build a more stable, engaged workforce primed to deliver exceptional patient care.
Critically, an RPO partner will understand the unique challenges of home health staffing and can customize their approach to address high turnover, competition from other healthcare organizations, and the need for flexible, remote-friendly hiring. With an RPO partner serving as an extension of your organization, internal talent teams are free to focus on assessing cultural fit and building meaningful relationships with employees.
Conclusion
The ability to attract and retain qualified, compassionate professionals has become mission-critical for the home healthcare sector. By addressing common home health staffing challenges head-on, leveraging the power of technology and forging strategic RPO partnerships, home healthcare providers can build a stable, engaged workforce prepared to deliver exceptional patient care. Ultimately, hiring decisions made today will shape the quality of care and quality of life for countless individuals seeking medical support in the comfort of their own homes.
The aged care sector stands at a critical juncture, facing unprecedented demand as global populations continue to age. According to the United Nations, the proportion of individuals aged 65 and over is expected to increase from 10% in 2022 to 16% by 2050. This demographic shift has placed immense pressure on aged care services, highlighting the urgent need for effective aged care recruitment strategies to meet the growing demand for qualified caregivers.
The challenges in aged care recruitment are multifaceted, ranging from a shortage of skilled workers to high turnover rates and a competitive job market. This article aims to explore these challenges and provide actionable strategies for improving recruitment in the aged care sector. By addressing these issues head-on, you can ensure high-quality care for the elderly in your community while creating rewarding career opportunities for caregivers.
Understanding the Aged Care Sector
Before delving into aged care recruitment strategies, it’s crucial to understand the diverse landscape of the aged care workforce. The sector encompasses a wide range of care options, including:
Residential aged care facilities (nursing homes)
Home care services
Assisted living communities
Respite care centers
Palliative care services
Within these various settings, comprehensive care requires a variety of essential roles, from nurses to physiotherapists to administrative staff. Whether it’s for nursing home hiring or home health recruiting, each role requires a unique set of skills and qualifications. While some positions, such as RNs, demand extensive formal education and licensing, others like activity coordinators may not require certification. Regardless of the specific role, recruiters must assess all aged care workers for interpersonal skills, empathy, patience and a genuine passion for working with older adults.
Current Aged Care Recruitment Challenges
The aged care sector faces several significant recruitment challenges:
Shortage of Qualified Staff: Many countries are experiencing a severe shortage of trained aged care workers and home healthcare workers. This shortage is exacerbated by growing demand for health services, including home health services, long-term care and aged care.
High Turnover Rates: The aged care sector struggles with high turnover rates, often due to burnout, emotional stress and physically demanding work conditions. This level of churn creates a cycle of recruitment and training that strains resources.
Competitive Job Market: With the expansion of healthcare services, aged care providers often find themselves competing for talent with hospitals, clinics and other healthcare facilities that may offer more attractive compensation packages or work environments.
Changing Demographics of the Aged Care Workforce: As the current workforce ages, there’s a need to attract younger generations to aged care roles. However, many younger workers have different career expectations and may not initially consider aged care as a viable career path.
5 Strategies for Effective Aged Care Recruitment
To address these challenges, aged care providers must adopt innovative and comprehensive recruitment strategies.
1. Develop a Strong Employer Brand
Creating a compelling employer brand is crucial for attracting top talent for aged care staffing. This involves crafting a narrative that highlights your organization’s mission, values and the meaningful impact of aged care work on individuals and communities. Use various channels such as your website, social media and recruitment advertising to help your organization stand out as an employer of choice.
To attract younger workers, develop a strong social media presence that showcases success stories of real employees, emphasizing personal growth, job satisfaction and the rewarding nature of caring for older adults through engaging content such as videos, employee testimonials and facility tours. Highlight career progression opportunities within your organization, demonstrating that aged care can offer long-term, fulfilling career paths.
2. Update Recruitment Technology Platforms
In today’s digital age, investing in your recruitment tech stack is essential for reaching a wide pool of potential candidates in aged care recruitment. Yet, many aged care providers are grappling with outdated recruitment systems that are ill-equipped to meet the demands of modern recruitment. Updating your tech stack can significantly enhance agility, streamline processes and provide the seamless candidate experience that today’s aged care professionals have come to expect.
AI-powered sourcing tools can swiftly identify the most promising talent for various aged care roles, from nurses to physiotherapists, in a matter of minutes. Furthermore, advanced analytics equip recruitment teams with valuable data to refine strategies, allowing you to target the right candidates more effectively and improve retention rates in the challenging aged care sector.
3. Implement Employee Referral Programs
Employee referral programs can be a powerful tool for recruiting high-quality candidates to your aged care roles. When employees refer qualified friends, family members or professional contacts to open positions, hiring processes are often faster, recruitment costs are lower and retention rates are higher, as referred employees tend to have a more realistic understanding of the job and organization before joining.
When implementing an employee referral program, it’s important to communicate the details of the program clearly to all employees and make the referral process as simple and straightforward as possible. Offer incentives for successful referrals, such as monetary bonuses, extra paid time off or other perks. Plan ways to regularly celebrate successful referrals to maintain enthusiasm for the program.
4. Offer Competitive Compensation and Benefits
Offering competitive compensation and comprehensive benefits packages is crucial for attracting and retaining top talent in this competitive space. Develop a comprehensive benefits package that addresses the diverse needs of your workforce, including health insurance, retirement plans and paid time off. Consider adding perks that can set you apart as an employer. Flexible scheduling options, wellness programs, professional development opportunities or tuition reimbursement for continuing education can go a long way to enticing talent to aged care.
Regularly benchmark your salary offerings against industry standards to ensure you remain competitive. Beyond base salary, consider offering bonuses to motivate and reward exceptional performance. Remember that investing in your employees through competitive compensation and benefits can lead to higher job satisfaction, improved performance and lower turnover rates in the long run.
5. Engage an RPO Partner for Aged Care Recruitment
Recruitment Process Outsourcing (RPO) has emerged as a strategic aged care staffing solution for providers facing persistent recruitment challenges. For aged care organizations, RPO leads to faster hiring times, improved quality of hires and a more streamlined recruitment process overall.
One of the key advantages of RPO in aged care recruitment is its scalability and flexibility, allowing organizations to quickly ramp up or down their recruitment efforts as needed. RPO providers in healthcare often bring a data-driven approach, offering valuable insights into recruitment metrics and market trends specific to the aged care sector. An RPO partner can also help develop your employer brand strategy, ensuring that your values and culture are effectively communicated to potential candidates.
Choose an RPO partner with a deep understanding of the aged care sector’s unique challenges and requirements. When considering RPO, think about the level of outsourcing that best suits your needs, whether it’s a full-scale solution or a project-based approach for specific roles. With clear communication and well-defined performance metrics, RPO can be a powerful tool for aged care providers to enhance their recruitment capabilities and ensure they have the skilled workforce needed to provide high-quality care.
Conclusion
Effective aged care recruitment is not just about filling positions; it’s about building a sustainable, skilled and passionate workforce capable of providing high-quality care to our aging population. By implementing comprehensive recruitment strategies, embracing tech innovations, and collaborating with an RPO partner, you can address the current challenges and prepare for future demands. By embracing these strategies, aged care organizations can elevate the perception of aged care work, attract talented individuals to the field, and ensure that our elderly receive the compassionate, skilled care they deserve.
Bridging the Future: Sourcing an Ecologist to Drive Sustainability
PeopleScout helped an infrastructure company overcome market misperceptions to fill a niche ecologist role with Talent Sourcing, an Amplifiers™ solution.
700+candidate profiles reviewed
2shortlisted
1offer accepted
Situation
This infrastructure company operates, maintains and improves motorways and major roads in England. Their internal recruitment was struggling to fill a newly created ecologist role. However, the company is not well known in the market for environmental roles like this, making it difficult to reach professionals with a background in ecology. They advertised for the role using external media and LinkedIn, but this approach did not generate applications.
Because the client has a robust internal talent acquisition team who could handle interview scheduling, offer management and onboarding, we proposed our Talent Sourcing solution, part of our Amplifiers™ solution set. This shortlisting solution covers the front end of the process, sourcing and headhunting, screening and providing the hiring team with a shortlist of candidates that match the brief.
Solution
Our senior recruiters searched for candidates amongst industry governing bodies, environmental societies and networking groups, and employers with large ecology workforces. Ultimately, we reviewed over 700 profiles within the target talent pool. We reached out to candidates whose profiles appeared to have the required skillset. Due to the reputation of the transport sector amongst environmentally conscious talent, engagement and response rates were very low amongst this audience, but we were able to conduct in-depth screening calls to qualify candidates against the client’s brief.
Results
Despite the challenges, we presented a shortlist of two qualified candidates to the client’s hiring team which they were delighted with. This resulted in interviews being conducted and an offer being extended to one of the shortlisted candidates. The process from initial client briefing to offer extension was just under 11 weeks.
At a Glance
COMPANY Infrastructure company responsible for building and maintaining motorways
INDUSTRY Building & Construction
PEOPLESCOUT SOLUTIONS Amplifiers
ABOUT THE CLIENT PeopleScout provides high-volume RPO and specialist talent sourcing to this infrastructure company, hiring over 400 hires annually within the transportation, building and construction sectors.
The landscape of early careers recruitment is undergoing rapid transformation. As we navigate through economic uncertainties and technological advancements, both employers and emerging talent face new challenges and opportunities.
From the intensifying competition for top graduates to the shift towards skills-based hiring, the insights in our latest infographic will help you stay ahead in the evolving world of graduate and early careers recruitment.
Check out this infographic with key stats from the global early careers market.
As our infographic illustrates, the early careers talent market is at a critical juncture. While competition for top talent intensifies and application volumes surge, many organizations are grappling with resource constraints and outdated tech stacks. However, the shift towards skills-based hiring presents a promising opportunity to tap into a more diverse talent pool.
To thrive in this new landscape, employers must adapt their strategies to meet the expectations of Gen Z candidates while optimizing their recruitment processes. By leveraging the right technologies and focusing on skills over traditional metrics, organizations can position themselves as attractive destinations for emerging talent.
Specialist Hiring: Maximizing Success with Targeted Talent Sourcing
A local authority in the UK needed support in headhunting for a highly specialized role for a harbor master. So, they engaged PeopleScout for our Talent Sourcing solution, part of the Amplifiers™ suite, to successfully shortlist top talent.
123Potential Candidates Identified
38%Engagement Rate
7 Qualified Candidates Shortlisted
Situation
A local authority in the southwest of England had a robust talent acquisition team but required additional support for front-end headhunting and sourcing assignments. A new and niche position for a harbor master demanded a comprehensive strategy to locate the right specialist.
A habor master ensures the safety of all users of a harbor, including managing vessel traffic, investigating marine incidents and maintaining compliance with all safety codes. The ideal individual had strong leadership capabilities and the ability to hit the ground running, leveraging past experience.
With only 433 official harbors and fewer than 300 harbor masters in the UK, the talent pool was limited. Plus, the role would require the ideal individual to relocate. To tackle these challenges, the authority engaged PeopleScout for a calculated approach, utilizing our Talent Sourcing solution from the Amplifiers™ suite.
Solution
Our specialist senior professional sourcing team demonstrated a keen understanding of the local job market and quickly captured the client’s interest. We devised a strategy targeting individuals with:
Experience working as a harbor master
A harbor master diploma
Strategic leadership qualities with a commercial mindset
Membership in the British Ports Association
Our recruitment team employed a multifaceted approach, reaching out to potential candidates through LinkedIn and job boards. Given the specialist nature of the position, we had to think creatively. The team looked to social media and found a popular Instagrammer who had completed a charitable sailing journey to every port in the UK. By analyzing engagement on his posts, we identified key contacts relevant to the position.
The team worked tirelessly, reaching out to these contacts and identifying potential candidates. Our search extended across the UK and even to the Middle East. While this broader search boosted candidate quality, it required more in-depth conversations with candidates about relocation possibilities and lifestyle changes to ensure a comprehensive fit for the role.
Results
Through our efforts, we approached 123 individuals as potential matches. Out of these, 47 engaged with us, resulting in a notable engagement rate of 38%—well above the usual industry range of 18% to 25%.
Following a detailed and technical screening process, we successfully shortlisted seven candidates. This final shortlist included a mix of local candidates and those willing to relocate, demonstrating the effectiveness of our strategic recruitment approach.
A well-designed early careers program is not just a nice-to-have—it’s a strategic imperative. As organizations vie for top Gen Z talent, those with robust, thoughtfully structured programs gain a significant edge. This article delves into the crucial elements of building a successful early careers initiative, and how engaging an RPO can help you structure your overall program and craft an effective early careers recruitment strategy.
The following guide will explore how to create a program that not only attracts bright, ambitious graduates but also nurtures their growth, aligns with your business objectives, and builds a pipeline of future leaders. From rotational schemes and mentorship opportunities to innovative early careers recruitment tactics, we’ll cover the essential components of how an RPO partner can set your early careers program apart.
The Impact of RPO for a Strong Early Careers Program
Establishing a robust early careers program can be a complex undertaking, but partnering with an experienced recruitment process outsourcing (RPO) provider can significantly streamline the process. An RPO partner brings specialized expertise in designing and implementing comprehensive early careers initiatives, from structuring rotational schemes and mentorship programs to crafting tailored development pathways. They can help align your program with current industry best practices, ensuring it appeals to Gen Z talent while meeting your organization’s strategic objectives.
Moreover, an RPO partner can revolutionize your early careers recruitment strategy, leveraging cutting-edge technologies and innovative approaches to attract top young talent. They can manage the entire recruitment lifecycle, from employer branding and candidate sourcing to assessment and onboarding, allowing you to focus on core business activities. By entrusting your early careers program to an RPO specialist, you’re not just filling entry-level positions—you’re investing in a scalable, future-proof talent acquisition strategy that will drive long-term organizational success and build a strong pipeline of future leaders.
Considerations for Your Early Careers Program
Before you can start thinking about how to recruit this dynamic generation, you need to think about how to structure your early careers program. Your RPO provider will guide you through some of the questions below as they help you create a blueprint for building your early careers program.
Early Careers Program Structure
What are the goals and objectives for your early careers program? Do you want to develop future leaders, or are you trying to find talent with particular skills?
Have you created an early careers success profile? Who is the ideal early careers hire that will meet your program objectives and fit your company culture? What skills and capabilities do they need? What behaviors should they exhibit?
What are your diversity targets for the early careers program?
What will the program look like? Will early careers hires join a particular team or department? Or will they go through rotations with various departments before specializing? How long will each rotation last? What will they do during each rotation?
How long is your early careers program? It could be one to three years, or even longer, depending on your objectives.
Will you hire continuously for your early careers program or bring in annual or semi-annual cohorts? How big is each cohort? You’ll need to balance your program objectives with providing individualized attention and fostering connections.
Do you have a dedicated early careers program coordinator? What about an executive sponsor or steering committee?
Work Environment & Support Systems
Where will your early careers talent work? Are they required to work from the office? Or are you open to hybrid working options to offer flexibility?
How will you ensure retention of early careers talent? Mentoring programs that pair early careers talent with experienced professionals and buddy systems for peer-to-peer support are two ways to foster engagement, inclusion and community.
Development Opportunities & Career Progression
What training will your early careers talent need to be successful in the short and long term? Are these materials already created or do you need to develop them? Does the training take place in person, virtually or a hybrid? Do you need to invest in learning and development (L&D) technology?
How will you measure the performance of your early careers talent? Gen Z loves feedback and will want to have career development discussions early and often. Your RPO partner can help ensure your managers and leaders are prepared with performance criteria and coaching frameworks.
What is the career path for your emerging talent? Is there one set path for your program, or will it depend on the individual? Clearly outline potential career paths within the organization and ensure early careers talent know how to find opportunities for internal mobility once they’ve completed the program.
Remember, an RPO partner will help you create a program that develops talent who align with your organization’s culture and strategic objectives. Plus, they will regularly review and adjust your program to ensure it remains relevant and effective in training and retaining top talent.
Structuring Your Early Careers Recruitment Campaigns
Once you know what your early careers program will look like, your RPO partner will then help you structure the recruitment process. Rolling and block campaigns are two different approaches to structuring early careers recruitment efforts. Both approaches have their merits, and some organizations use a hybrid model. The choice depends on factors like industry norms, organizational needs and the types of roles being filled.
Rolling Campaigns
In a rolling campaign, you recruit early careers talent throughout the year. Applications are accepted continuously, and candidates are evaluated as they apply. This means rolling campaigns can be more resource-intensive to manage and may make it harder to compare candidates directly.
Benefits & Considerations for Rolling Campaigns:
Flexibility for both employers and candidates
Ability to fill positions as needs arise
Potentially shorter time-to-hire due to quicker responses and hiring decisions, which can keep candidates engaged
Opportunity to capture top talent year-round
Continuous recruitment aligns well with ongoing social media strategies, allowing for regular content and engagement opportunities
Fewer applicants at a time means you can offer a more personalized recruitment experience, which Gen Z appreciates
Block or Cohort Campaigns
Block campaigns, also known as cohort recruiting, involve recruiting during a specific timeframe, often aligned with the academic calendar. For example, you might have an intern recruitment campaign in the spring to hire a cohort of summer interns, or you might hire in the spring to capture students as they graduate. Block campaigns are common in industries with predictable hiring needs and can be more efficient for processing large numbers of entry-level positions.
Benefits & Considerations for Cohorts
Set application deadlines and structured hiring cycles appeal to Gen Z’s desire for transparency and help them plan accordingly
Great for internships and graduate programs that follow the academic calendar
Creates a sense of urgency and competition among candidates inspiring them to put their best foot forward
Allows for batch processing of applications making it easier to manage large volumes all at once
Allows for group assessments centers or virtual events, which can showcase your company culture and allow candidates to interact with peers
Can be perceived as fairer and more inclusive, which are important values for Gen Z
Hybrid Approach
Consider a hybrid model that combines elements of both rolling recruiting and cohort campaigns. It might look something like:
Main recruitment drives (cohorts) for graduate programs or internships
Year-round opportunities (rolling) for specific roles or departments
Benefits & Considerations of Hybrid Early Careers Recruitment
Attracts a wider range of candidates, including those who may not align with specific cohort timelines
May require additional resources and careful planning to manage both rolling and cohort recruitment simultaneously
Can help distribute the recruitment workload throughout the year, potentially reducing stress on internal teams during peak periods
May create challenges ensuring consistent assessment and selection processes across both recruitment methods
May complicate budget forecasting for recruitment and training
RPO & Early Careers Programs
By partnering with an RPO, organizations can leverage their expertise to design comprehensive early careers programs that align with their strategic goals and resonate with Gen Z candidates. From innovative recruitment strategies to structured development paths, these programs offer a multifaceted approach to nurturing young professionals. Companies that invest in robust early careers initiatives will find themselves well-positioned to build a dynamic, skilled workforce capable of driving future success.
![Global Early Careers Recruitment Trends [Infographic]](https://www.peoplescout.com/wp-content/uploads/2024/09/early-careers-infographic-320x320.jpg)
