Category: Candidate Attraction

Social Value in Action: Flight for the Community

Posted on by akessler

By Thomas Mason-Paley, Bid Director

‘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

Posted on by akessler
Elida Beauty: Supporting a Recruitment Surge from Outreach to Onboarding

PeopleScout Amplifiers™

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
17 offers accepted, achieving 100% of target
3 months

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.
Let’s Connect

More Early Careers Insights

Elida Beauty: Supporting a Recruitment Surge from Outreach to Onboarding

Case Studies

Elida Beauty: Supporting a Recruitment Surge from Outreach to Onboarding

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…

Read the Case Study

Home Health Staffing: Strategies for Recruiting and Retaining Top Talent

Posted on by akessler

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. 

Aged Care Recruitment: 5 Strategies for Building a Compassionate Workforce 

Posted on by akessler

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

Posted on by akessler
Bridging the Future: Sourcing an Ecologist to Drive Sustainability

Amplifiers™

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
2 shortlisted
1 offer 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.  

They turned to their recruitment process outsourcing (RPO) partner, PeopleScout, for support.  

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.
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Global Early Careers Recruitment Trends [Infographic]

Posted on by akessler

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. 

Ready to elevate your early careers recruitment strategy? Download our ebook, Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment, for tips on becoming a magnet for top Gen Z talent. 

Specialist Hiring: Maximizing Success with Targeted Talent Sourcing  

Posted on by akessler
Specialist Hiring: Maximizing Success with Targeted Talent Sourcing

Amplifiers™

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.

123 Potential 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. 

At a Glance

  • COMPANY
    UK Government Agency
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
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Beginner’s Guide to Early Careers Programs 

Posted on by akessler

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: 

  1. Main recruitment drives (cohorts) for graduate programs or internships 
  2. 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.  

    Nurse Recruitment Strategies to Address the Nursing Shortage

    Posted on by akessler

    The healthcare industry is facing a severe shortage of nurses and other frontline clinical staff, creating unprecedented challenges for medical facilities across the nation. This crisis, exacerbated by an aging population and the lingering effects of the COVID-19 pandemic, threatens the quality, accessibility and continuity of patient care. Whether healthcare organizations require the recruitment of registered nurses (RNs), nurse practitioners (NPs), or certified nursing assistants (CNAs), the need for innovative nurse recruitment strategies has never been more critical.  

    The shortage spans all levels of nursing, from entry-level positions to advanced practice roles. Hospitals, clinics, long-term care facilities and home health agencies are all feeling the pinch as they struggle to maintain adequate staffing levels. This scarcity of nursing professionals not only strains existing staff but also impacts patient outcomes, increases wait times, and can lead to the reduction or elimination of certain services. 

    This article explores the depth of the nursing shortage, its root causes, recruiting strategies for nurses for today’s competitive landscape. 

    The Nursing Shortage: A Growing Crisis 

    The current state of the nursing workforce paints a concerning picture for the future of healthcare. The Bureau of Labor Statistics (BLS) projects that the United States will face a shortage of 195,400 nurses by 2031. There are not enough nurses joining the field, which is not for lack of interested and qualified applicants. As many as 80,000 qualified applicants get turned away from nursing colleges because there are not enough nursing faculty, clinical sites, and resources to support larger class sizes. 

    Driven by the strain of the pandemic and a shrinking workforce, many healthcare workers are choosing to the leave the field due to burnout. According to the American Association of Colleges of Nursing, the rates of RN turnover in the United States have ticked up over recent years, growing from 17% in 2017 to 26% by 2021. More than a quarter of RNs report they plan to retire or leave nursing over the next five years. 

    With nationwide labor shortages and inflation, healthcare organizations face rising costs for salaries, benefits and contract staffing which strains budgets. Hospitals and health systems are paying an additional $24 billion per year for clinical labor than they were before the pandemic. In general, modern employees require more competitive compensation, benefits and perks to be enticed. This is even more crucial in rural settings where healthcare staff often must be convinced to relocate. 

    In order to keep patient care standards high amidst staffing shortages, the U.S. healthcare system relies heavily on costly contract and travel nurses which further drives up labor costs for hospitals. According to  the American Hospital Association, the portion of nurse labor expenses going to contract travel nurses has grown from 4.7% in 2019 to 38.6% in January 2022.  

    While travel nurses accounted for 23% of total nurse hours in January 2022, they represented nearly 40% of all nursing labor costs for hospitals. Plus, relying on traveling nurses can be bad for morale as staff nurses realize how much more money travel nurses are making—thus exacerbating retention challenges. 

    nurse recruitment strategies

    7 Best Practices in Nurse Recruitment 

    Traditional approaches to nursing recruiting are no longer sufficient in this high-demand environment. Healthcare providers must reimagine their recruitment processes, workplace cultures and career development opportunities to attract and retain top nursing talent across all specialties and experience levels. To address the shortage, healthcare organizations should consider these best practices in nurse recruitment. 

    1. Modernize Recruitment Technology 

    Often healthcare organizations are struggling with legacy recruitment technology that is no longer fit for purpose when it comes to modern healthcare recruitment. Investing in your recruitment tech stack helps you gain agility, streamline your processes and access a world-class candidate experience that today’s nurses have come to expect.  

    AI-powered sourcing tools can help identify the most promising healthcare talent in a matter of minutes.  Plus, advanced analytics arm you with the data you need to hone your recruitment strategy.  

    2. Expand Nurse Recruitment Channels 

    Expanding recruitment channels is essential in today’s competitive market. Partnering with nursing schools for early careers recruitment opportunities can help secure a pipeline of emerging talent. Utilizing social media platforms effectively can reach nursing candidates where they spend much of their time. Attendance at both virtual and in-person job fairs for healthcare recruitment can also yield positive results. 

    3. Offer Competitive Compensation and Benefits 

    Offering competitive compensation and benefits is more important than ever for clinical recruitment. Regular salary benchmarking ensures that pay rates remain attractive in a rapidly changing market. Comprehensive benefits packages, including perks like student loan repayment benefits and robust mental health support, can set an organization apart. For hard-to-fill positions, sign-on bonuses may be necessary to secure top talent over your competition. 

    4. Create Clear Career Advancement Pathways 

    Creating clear career advancement pathways is crucial for both recruitment and retention—but don’t just promote it to existing employees. Before joining, nurses want to know that there’s an established path to promotion to assure them there’s room to grow their skills and earning potential.  

    Use your CRM to share content with nursing candidates throughout the recruitment journey that showcases mentorship programs for new nurses or leadership tracks for more experienced nurses. No matter where they are in their careers, nursing candidates want to know their employer will offer support and guidance throughout their careers.  

    5. Emphasize Work-Life Balance 

    In today’s workforce, emphasizing work-life balance is non-negotiable, regardless of industry. But with burnout among nurses higher than ever, it’s important to show nursing candidates upfront that you’re committed to work-life balance.  

    Offering roles with flexible schedules, including part-time and job-sharing opportunities, can attract a wider pool of candidates. Ensure your job descriptions address paid time off and promotes your well-being perks and benefits.  

    6. Diversify Your Nursing Workforce 

    Diversity in nursing is not only an ethical imperative but also a practical necessity in serving increasingly diverse patient populations and supporting multilingual patient care. Developing targeted recruitment strategies for nurses from underrepresented groups can broaden the talent pool.

    👉 Check out our DE&I Resource Center for information to help guide you on your diversity, equity and inclusion journey. 

    7. Engage a Healthcare RPO Partner 

    To overcome recruiting roadblocks, healthcare organizations can partner with a recruitment process outsourcing (RPO) partner to supplement internal recruiting teams and create sustainable talent acquisition strategies. When implemented correctly, a healthcare RPO program enhances recruiting effectiveness, attracts top talent and reduces cost, providing healthcare organizations with a competitive advantage. 

    The RPO Advantage for Nurse Recruitment 

    The nursing shortage is a complex challenge that requires a multifaceted approach. A growing number of forward-thinking healthcare talent acquisition and HR leaders have partnered with an RPO partner to stay ahead of the competition. An RPO program can help your organization implement these nurse recruitment best practices and position you as an employer of choice for nurses. 

    Discover how RPO can revolutionize your healthcare organization’s talent acquisition strategy with our ebook, Revolutionizing Healthcare Staffing: The RPO Advantage.   

    7 Direct Sourcing Best Practices in Talent Acquisition

    Posted on by akessler

    Direct sourcing is a pivotal strategy in talent acquisition that empowers organizations to proactively identify, attract and engage top talent. With the growth of the gig economy and blurring of lines between full-time and temporary employment, workers who traditionally seek full-time employment are increasingly willing to take up temporary placements—and vice versa. Organizations that create and nurture blended talent pools of both permanent and contingent workers through direct sourcing best practices can bypass traditional recruitment channels and connect with top talent in a more personalized and efficient manner.  

    Here are seven direct sourcing best practices to successfully implement direct sourcing as part of your talent acquisition strategy: 

    1. Focus on Your Employer Brand 

      A strong employer brand showcases what makes your company unique and appealing, serving as a powerful magnet for skilled professionals seeking temporary, project-based and full-time work. Investing in your employer brand pays dividends in direct sourcing by reducing time-to-hire, improving the quality of candidates and enhancing candidate engagement. Moreover, it helps build trust and credibility with potential workers, making them more likely to choose your organization over competitors. 

      To build an effective employer brand, start by developing a compelling employer value proposition (EVP) that highlights the distinct advantages of working with your organization. This should encompass your company’s values, culture and the unique opportunities you offer. Consider factors such as flexible work arrangements, challenging projects and professional development opportunities. Communicate these elements clearly and consistently across your website, social media platforms, email nurture campaigns and other channels to create a cohesive brand image. 

      With 41% of companies expecting to increase their use of contingent workers, it’s important to ensure that your EVP applies to both your temporary and permanent employees. Have you formally defined the value proposition for contractors? Contingent workers are a part of your cultural DNA and deserve the same experience as full-time workers. It may help to shift from using the term EVP, which implies the value is only experienced by those you employ directly, to using Worker Value Proposition (WVP) to make it more inclusive. Direct sourcing can help that drive that connection to the employer brand —regardless of classification. 

      2. Implement Robust Technology 

        Technology forms the second cornerstone of successful direct sourcing, providing the essential infrastructure for implementing and optimizing sourcing strategies. In fact, the effectiveness of most of our direct sourcing best practices hinges on the availability and proper utilization of advanced technology tools.  

        Look for solutions that offer AI-powered matching capabilities, which can dramatically improve the speed and accuracy of candidate selection. For example, PeopleScout’s Direct Sourcing is a tech-powered solution that helps you rediscover candidates who are already in your candidate database with the use of AI. Affinix™, our proprietary talent acquisition suite, compares your job description against profiles in your database and identifies a list of the best candidates—whether they’re previous applicants, individuals who have filled out an expression of interest form for the role, or silver/bronze medalists from previous requisitions. You receive a weighted score for each candidate (based on previous job titles and experience, skills profile and management experience) along with a written summary. Your hiring manager can then determine which candidates they want to pursue immediately, and which to add to a talent pool, where they’ll receive additional outreach before being invited to apply.  

        We can also use our AI smart search technology to tap into 1.3 billion candidate profiles across multiple external talent databases. This vastly expands your access to talent by identifying strong candidates within seconds of opening a new job requisition.  

        In addition to outbound channels, PeopleScout’s Direct Sourcing offers technology solutions for inbound sourcing channels including custom careers sites, internal job portals, expression of interest forms and programmatic advertising.  

        In addition to sourcing capabilities, prioritize platforms with robust automation to reduce manual tasks and free up your team to focus on strategic initiatives. Don’t forget comprehensive analytics to help you continually refine your sourcing strategies, identify trends and measure your efforts.  

        3. Create Segmented Talent Pools 

          Creating segmented talent pools is a crucial strategy in effective direct sourcing, allowing organizations to target their efforts more precisely and efficiently. By developing and maintaining pools of both permanent and contingent talent based on skills, experience levels and job types, companies can quickly identify and engage the best candidates for specific roles or projects.  

          This targeted approach allows for more personalized engagement strategies, tailored communication and faster matching of candidates to opportunities. Through analytics you can develop an understanding of each talent segment’s unique needs and motivations, allowing you to refine your value proposition for different groups. Ultimately, segmented talent pools build stronger connections with candidates, improving the quality of hires and the efficiency of your direct sourcing program. 

          4. Develop Talent Engagement Strategies 

            Once you’ve established distinct talent segments, it’s essential to develop and implement engagement approaches that resonate with each group’s unique characteristics and preferences. This personalized approach ensures that your communication is relevant, timely and effective, increasing the likelihood of attracting and retaining top talent for your organization. 

            Implement a robust CRM and recruitment marketing engine to streamline and automate these engagement processes, allowing for consistent and personalized interactions at scale. Regularly provide updates, feedback, and relevant information to keep candidates engaged and interested, fostering a sense of connection with your organization even before a specific opportunity arises. Your engagement strategy should also span social media, networking events, relevant online platforms, industry associations and SMS to keep your talent pools informed about opportunities and foster connection. 

            This approach not only helps you cultivate a diverse pool of specialized talent but also positions your organization as an attractive option for skilled professionals. By maintaining active engagement with passive talent, you create a ready pipeline of qualified candidates, enabling you to quickly scale your workforce and access a broad spectrum of skills and expertise when needed. 

            5. Focus on the Candidate Experience 

              In the realm of direct sourcing best practices, a positive candidate experience not only enhances your organization’s reputation but also increases the likelihood of successful placements and repeat engagements. Regardless of whether a candidate is up for a permanent or contingent role, they’ll be expecting a mobile-first, streamlined, informative and engaging process from initial outreach through placement. 

              Focus on transparency and communication throughout the sourcing process. Provide clear, detailed job descriptions and requirements, offer insights into your company culture and set realistic expectations regarding timelines and next steps. A tech-powered solution will feature automation that ensures candidates receive timely responses to their applications and inquiries.  

              By prioritizing a positive candidate experience, you not only improve your chances of securing top talent but also build a strong employer brand that attracts high-quality candidates to your talent pools over time. 

              6. Optimize Direct Sourcing Performance 

                Measuring and optimizing the performance of your direct sourcing program is crucial for long-term success and continuous improvement. To effectively gauge the impact of your efforts, it’s essential to track key metrics that provide insights into various aspects of your sourcing strategy such as time-to-fill, quality of hires, cost per hire, candidate engagement rates and source of hire. Additionally, monitor the size and quality of your talent pools, the effectiveness of your engagement strategies, and the overall satisfaction of both candidates and hiring managers.  

                Regularly analyzing these metrics will provide a comprehensive view of your direct sourcing program’s performance and highlight areas for improvement. For instance, if you notice a particular talent pool consistently yields high-quality candidates with shorter time-to-fill rates, you might allocate more resources to cultivating that segment. Similarly, if certain engagement tactics result in higher response rates, you can refine your communication strategies accordingly.  

                Continuously refining your approach based on performance data ensures that your direct sourcing program remains agile and effective, adapting to changing market conditions and organizational needs. Remember, the goal is not just to collect data, but to translate these insights into improvements. 

                7. Consider Outsourcing to a Talent Partner 

                  While implementing a successful direct sourcing strategy can yield a competitive edge, it requires substantial resources, expertise and ongoing management. This is where a total talent solutions partner can be a game-changer for organizations.  

                  Outsourced total talent solutions providers who offer recruitment process outsourcing (RPO) and managed service programs (MSP) have the advantage of scale and specialization. They continuously invest in the latest sourcing technologies, stay abreast of market trends and refine their strategies based on data from multiple clients across various industries. This expertise enables them to build and manage segmented talent pools more efficiently, implement sophisticated engagement strategies and deliver an outstanding candidate experience.  

                  Moreover, a partner brings consultation to a direct sourcing solution. By evaluating the skills gaps in your organization in line with your anticipated demand, a talent partner can help you develop more formal workforce planning to keep you ahead of the curve. Direct sourcing can play a major role in pipelining talent so you can tap into it at the right time. 

                  This approach not only saves time and costs from staffing agencies, but it also provides access to a broader and more diverse talent pool, enhances employer branding efforts and improves the quality of hires. Ultimately, partnering with a provider to help execute direct sourcing best practices enables organizations to achieve better results faster, positioning them to combine approaches for contingent and permanent talent acquisition management and take steps toward total workforce management.