Category: Candidate Attraction

Quorum Software: Delivering IT Recruitment with Multi-Country RPO 

Posted on by akessler
Quorum Software: Delivering IT Recruitment with Multi-Country RPO 

Quorum Software: Delivering IT Recruitment with Multi-Country RPO 

A global software company, Quorum, engaged PeopleScout for a full-cycle, multi-country RPO solution for IT recruitment to secure top technology talent and support global growth.

87 % Retention Rate
73 % of Candidates Submitted Invited to Interview
Upcoming Expansion to APAC and LATAM
Upcoming Expansion to APAC and LATAM

Situation 

Quorum, a global software company, had two North American in-house recruiters tackling all of the hiring for their operations outside of the U.S. On top of the challenging talent landscape in the IT sector due to skills shortages, they also needed help navigating recruiting across cultures. 

The client needed to streamline their international recruitment with an experienced RPO partner who could engage culturally varied candidates, support business growth and scale up their global talent acquisition program. 

Solution 

Quorum engaged PeopleScout for a full-cycle multi-country RPO solution, hiring for over 40 role categories across IT and technology, technical support and solutions consultants as well as corporate roles in HR, finance and customer success. The PeopleScout global recruitment delivery centers in Poland and India support over 20 stakeholders in Czech Republic, India, Netherlands, Norway and the UK.  

We’ve partnered closely with Quorum’s internal talent acquisition team to ensure we are compliant with company policies. Our specialist IT recruiters have also leveraged the client’s global EVP and employer brand in their candidate outreach on social media including LinkedIn. 

Our team regularly consult with the client’s TA leaders to advise on local market challenges, including a growing trend in India of candidates dropping out of the funnel between offer acceptance and start date. To counteract this, our team partnered closely with Quorum during the onboarding stage to keep candidates engaged with improved results. 

Results 

Through this focused approach to onboarding, PeopleScout has improved the dropout rate, with over two-thirds of candidates moving from the offer stage to starting their new role with Quorum. Plus, we’ve achieved an 87%+ retention rate of new employees after 90 days.  

With 73% of candidates submitted invited to interview, Quorum is so pleased with the quality of new talent brought in by PeopleScout, they have asked to expand our partnership to support client’s in-house talent acquisition team with specialist hiring across Malaysia, Australia, Spain and South America. 

At a Glance

  • COMPANY: Quorum Software
  • INDUSTRY: Technology
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • LOCATIONS: Czech Republic, India, Netherlands, Norway and the UK
  • ABOUT QUORUM: Quorum Software is a leading provider of energy software worldwide. Since 1998, Quorum has helped thousands of energy workers with business workflows that optimize profitability and growth.
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5 Essential Elements of a Positive Candidate Experience

Posted on by akessler

By David Macfarlane, Head of Employer Brand and Insight

Candidates have never had higher expectations. They are more well informed than ever, and today’s candidate-led market means they’re less tolerant of poor experiences. With 83% of candidates sharing their poor experiences with friends and family, and 54% taking to social media to voice their discontent, organizations who create a positive candidate experience will achieve better recruitment outcomes.

Yet, in our recent research report, Inside the Candidate Experience, we found that the gap between what candidates want and what they get still remains wide—but it can be made smaller. While there is no such thing as a perfect recruitment process, improving the candidate experience will improve your organization’s ability to attract and hire great talent.

Through our work with some of the world’s largest brands, we’ve distilled the candidate experience into these five essential elements.

Research Report

Inside the Candidate Experience

Read the Report

A best-in-class candidate experience:

1. Is Differentiated from Competitors

Your candidate experience should set you apart from other employers at every stage of the candidate journey. In addition to being a crucial component of the hiring process, the candidate experience serves as a sales tool that persuades top talent to join your organization.

Your candidate experience should be unique to your brand and help you stand apart from other employers hiring for similar roles or skills. For example, does your situational judgement test put the candidate in the work environment they’re applying to join? For candidates, the pre-employment experience is a test drive for what it’s like to work at your organization, so make sure you’re bringing what makes your culture exceptional to your candidate experience.

2. Elevates the Employer Brand

Your candidate experience should be distinct from your consumer experience by reflecting your employer brand—the perception and lived experience of what it’s like to work for your organization. That means all of your candidate communications should be branded—not just with your logo and brand colours, but it should be written in a way that reflects your culture.

Your tone of voice, your career site, your photography and design should all reflect what it’s like to work at your organization. For example, for our client, The AA, we created AAbot, a chatbot with expressive animations and cheeky banter that brings The AA’s playful personality to life. By seeing your employer brand reflected consistently across each interaction with your organization, candidates gain confidence in your employer value proposition.

positive candidate experience

3. Is Informative, Clear and Direct

Candidates want to know upfront what to expect during the application and recruitment process before they apply. Yet, our research found that only a third of organizations (34%) had career sites that featured frequently asked questions (FAQs) or advice to support candidates throughout the candidate journey (31%). Less than a third (28%) gave an overview of the key stages of the recruiting process.

This is about delivering the right message at the right time in the right way to help them understand where they stand and what happens next. Plus, you should express this information in plain language. Make sure you’re using verbiage that your candidate would use rather than your internal terminology. A candidate looking for a hotel job is more likely to search for “housekeeper” than “environmental services engineer.”

4. Embraces Technology

Increasingly, employers are taking a page from the consumer experiences created by e-commerce brands. Many organizations are embracing social media tools (like the one-click apply option on LinkedIn) to increase the simplicity and convenience of applications.

At the very minimum your application should be mobile optimised. But really, with over 90% of candidates using a mobile device in their job search, your candidate experience should be designed for mobile first.

A mobile-first application means the candidate doesn’t have to fill in information contained in their résumé or CV. This may seem basic, but we found that nearly 40% of organizations ask candidates to duplicate information that was already contained in their résumé or CV.

In our modern world, a great candidate experience means a candidate can submit an application while standing in a queue—with one hand, via their mobile phone—before they’ve reached the front. Can your current tech stack do this?

5. Puts Candidates in the Driver’s Seat

Something that many talent acquisition teams don’t appreciate is that candidates don’t perceive the recruitment process as a funnel. They’re the main character in their own story, and they want to be treated that way.

Candidates want to engage in their job search on their own terms. So, anytime they encounter a roadblock to getting the information they want, especially if they don’t know what to expect in the next stage, means they’re more likely to drop out of your process. By creating transparency within your recruitment stages, you empower candidates to opt in or out from recruitment process—ultimately improving your hiring outcomes.  

For more insights into create a positive candidate experience, download the Inside the Candidate Experience 2023 Report.

What Candidates Want: Key Research Findings [Infographic]

Posted on by akessler

At PeopleScout, we hear a lot of talk about the candidate experience. Most organizations understand the importance of improving how they engage with job seekers. Yet, our latest research shows that less than two in 10 candidates would rate their recent recruitment experience as excellent.

We audited the candidate journeys of over 215 organizations around the world, assigning each a Candidate Experience Quotient (CandidateXQ) score based on 40 key experience indicators, 15 of which are critical to the candidate experience. Then, we analyzed these scores alongside data gathered from surveying over 2,400 job seekers globally. The results revealed a clear disparity between candidate expectations and their reality.

Check out this infographic to explore the key findings from the Inside the Candidate Experience 2023 Report.

For more global candidate experience insights, download the full Inside the Candidate Experience 2023 Report.

Inside the Candidate Experience: 3 Revelations from Our 2023 Report

Posted on by akessler

By Simon Wright, Global Head of Talent Advisory

When it comes to applying for and accepting new jobs, candidates have more options than ever before. Companies with poor candidate experiences will lose out on the top talent as employers battle for the best prospects.

So, how does the average candidate experience stack up against candidate expectations?

According to PeopleScout’s most recent research, less than two in 10 candidates rate their experience as excellent.

For the Inside the Candidate Experience 2023 Report, we used our proprietary Candidate Experience Diagnostic to audit the candidate journeys of over 215 organizations worldwide. Then we compared this to data gathered via a global survey of over 2,400 job seekers.

Research report

Inside the candidate experience 2023 report

Read the report

The findings reveal a significant gap between candidate expectations and the reality they face while looking for jobs, gathering information to support their decision, and applying.

Here are three surprises from our research:

1. Less than half of employers show information about the organization’s mission, purpose or values on the career site

Yet, they’re in the top considerations for applicants when deciding to apply.

Your takeaway:

Candidates want fulfilling employment and a company that upholds their values—especially Gen Z and Millennial workers. In fact, one in five Millennials state that an organization’s goals and mission are their top priority when considering a job. By not featuring this information on your career site, you’re passing up an opportunity to create an emotional connection with your candidates.

2. Just half (53%) of organizations provide an opportunity for candidates to register their interest or to sign up for job alerts

Even fewer (39%) prompted candidates to join a talent community.

Your takeaway:

Modern job seekers are more sophisticated than ever and are looking to grow a career, not just apply for jobs transactionally. In fact, on average nine months goes by between a candidate engaging with an employer and applying for a job. Maintaining a talent pipeline lets you build a relationship with your talent audience and ensures you get the best talent, not just those who are looking at the time a vacancy arises.

3. 44% of organizations did not provide an opportunity for candidates to give feedback on their experience

Plus, men are more likely than women to be aware of opportunities to provide and receive feedback during the recruitment process.

Your takeaway:

This is a major oversight for many organizations. If you’re not leveraging surveys to gather feedback from all of your candidates, you are passing up valuable insights that might help you enhance your employer brand, lower attrition and shorten your hiring cycle.

The candidate experience is a hot topic, and most talent leaders I speak with appear to recognize the value of improving the candidate journey. However, this research demonstrates that organizations still have work to do to live up to the standards of today’s job seekers. My hope is that our recent findings will mobilize talent acquisition teams to put real action behind their words and make bold moves to improve their candidate experience and speed up the pace of progress.

To get the full research and more actionable insights, download the Inside the Candidate Experience 2023 Report.

The Future of Work: 4 Key Factors That Will Shape the Workplace by 2030

Posted on by akessler

It’s no secret that the labor market has been volatile over the last several years, and talent acquisition teams have experienced a multitude of highs and lows. In our capacity as trusted advisors, PeopleScout analyzed patterns in global workforce trends to help our clients create informed strategies for future-proofing their workforce by examining how these patterns may affect their workforce. While we can’t predict the future of work, we think there are four key factors will shape the world of work over the next decade.

1. Flexibility

Flexibility is here to stay, and it will apply to everything from where and how we work to the roles we do and who we do them for. There will be no hard and fast rules about working hours and shifts in the future.

As life becomes increasingly characterized by change, employees will need to be agile—always ready to reskill. Learning becomes a constant, and we may even find ourselves counting AI robots as our trainers and mentors.

Flexibility and upskilling will manifest differently from generation to generation, so organizations must facilitate working arrangements for different demographics. Over the next decade, the generation gap will widen and then gradually close as Baby Boomers begin to settle down to retirement by blending work and leisure. Millennials and Gen Z will bring their progressive perspectives to work.

10 Predictions for What’s NEXT in the World of Work

DESTINATION 2030

Read the Report

2. Fluidity and the future of work

Globalization will enable much more cross-border, cross-company collaboration. Project teams will be established based on all sorts of factors, not just who’s in what department or which location. People will work with talent from all sorts of specialities as they move from project to project.

Technology helps to support our wellbeing as the lines between work and home become more blurred. But with new technologies come new laws, so security and compliance will also be strategically important, especially for organizations working at the cutting-edge of innovation.

3. Focus 

future of work

Organizational culture will become more important than ever before as people make career choices based on ethics, values and purpose above things like pay and benefits. More and more employees will choose to work for organizations that have a clear purpose and are committed to working in the most ethical, sustainable and socially responsible ways.

Technology also plays a role here, in helping people focus on the work that matters to them as automation takes over the mundane tasks. However, more AI and machine learning will make some roles redundant and create many others—generating even greater demand for technical, analytical and digital skill sets across sectors.

4. Forward-thinking and the future of work

Organizations will continue to compete when it comes to creating innovative new technologies and using those technologies in the most creative ways. But they’ll also be happy to pool some resources to create a better future for everyone. 

Issues like equality and climate change will continue to grow in importance, forcing organizations to find new and better ways of making social and environmental improvements at speed.

Onward, Upward and Who Knows Where the Future Workplace Will Go

You may feel more prepared for some changes more than others as we approach 2030, but it’s safe to say that there will be plenty of surprises that will require creative thinking in order to stay resilient.

PeopleScout will be on the journey with you to support, challenge and inspire you—no matter what the future holds.

To learn more about how we came to these predictions and see our research findings, check out our Destination 2030 white paper.

Creating an Effective Employer Brand for Volume Hiring 

Posted on by akessler

It’s no secret that job vacancies continue to outnumber job seekers.  But what many employers focused on volume hiring don’t realize is that they already have one of the most effective tools for out-recruiting their competition at their disposal: their employer brand.

Investing in your employer value proposition (EVP) and employer brand is one of the best ways an organization can differentiate and attract the volumes of candidates it needs without compromising on quality-of-hire. In this article, we share ways to make your employer brand work harder for your volume hiring needs.

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Learn 9 Strategies for Improving Volume Hiring

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Employer Brand vs Consumer Brand        

At PeopleScout, we define employer brand and EVP as follows:

  • Employer brand: Your employer brand is the perception and lived experiences of what it’s like to work for your organization.
  • Employer value proposition: Your employer value proposition, or EVP, captures the essence of your uniqueness as an employer and the “give and get” between you and your employees.

When an organization’s brand is well-known, there is frequently an overlap in sentiment between the consumer and employer brands in the minds of the general public. What candidates expect from you as consumers will be very different from what they’re looking for as potential employees.

Your employer brand should showcase the characteristics that make a company a great place to work, as well as the benefits, career growth opportunities, work-life balance and company culture that help you attract and retain talent.

Understand Your Audience & Tailor Your Content

The key to an effective employer brand is to know your audience. Zero in on who your ideal candidates are by looking at the most successful employees in each role. Are there similarities in their work experience, motivators or personalities? For example, we helped a telecoms client create candidate persona profiles for their contact center and found that many of their longest tenured employees were previously employed in beauty salons. These employees were applying their previous customer service experience to their phone and online customer interactions.

By shifting the mindset from getting candidates with previous call center experience to getting applications from candidates with past customer service experience in salons, restaurants and hotels, we were able to help the client increase offer acceptance and reduce attrition.

Similarly broadening your target audience will help you hire at scale in today’s tight market, and understanding who is most successful in a role—what makes them tick, what motivates them—will help you lean into the aspects of your employer brand that will be most meaningful to them. That could mean playing up your flexible work shifts, growth opportunities or your organizational values.

Create a Positive Candidate Experience

Even if you receive an influx of applicants for a role, don’t sacrifice the candidate experience. Word of mouth is still alive and well, and candidates have no problem sharing their experiences (especially negative ones) on social media.

Investing in CRM tools to introduce more personalization into your candidate communications can boost your candidate experience. Look for tools with texting and SMS capabilities to reach candidates where they already are. Texting is often more accessible for many hourly job seekers who are more likely to rely on their mobile devices for job searches and internet access.

Automating your screening and interview scheduling processes via text helps free up time for your recruiters and hiring managers to connect one-on-one with candidates and hold meaningful conversations that improve the candidate experience.

Your recruitment process should leave every applicant, regardless of whether they get a job with you, with a positive impression of your organization. Candidates are often your customers, and the last thing you want is for your candidate experience to negatively impact your consumer brand reputation. An exceptional candidate experience is essential not only in engaging the talent you need today, but in establishing a strong employer brand that will serve you well into the future.

Get Tips to Optimize High-Volume Recruitment

Want more tactics for high-volume recruitment? Check out our ebook, 9 Strategies for Solving High-Volume Hiring Challenges.

Recession, Recruiting and Resilience: Creating Opportunities for Workforce Planning Success

Posted on by akessler

With signs pointing toward a global recession, employers are preparing their workforces for what’s to come. This may mean cutting back on their investment in talent acquisition, delaying HR projects or even reducing their workforce.

While economic uncertainty can lead to difficult decisions for employers, it’s also important to recognize the opportunity it provides. This may be the perfect time to assess the resilience of your workforce and invest in workforce planning to make it fare better in the long run.

Is your talent acquisition program resilient enough to weather the storm? Here are four questions to ask to find out where you stand.

1. Is your employer brand and EVP still relevant?

If you haven’t updated your employer value proposition (EVP) in the last 18 months, it’s probably out of sync with the market and what candidates want. Now is the time to sense check if it’s relevant in 2023 and beyond. Does your employer brand work for a remote and hybrid workforce? Is it an authentic reflection of what you have to offer your employees?

Even if you’re not planning to hire actively in the near future, employer branding is also important for retention. Auditing and updating your brand will help you retain your current talent and ensure you’re ready to attract top talent in the future.

2. Is your hiring process working for remote and hybrid employees?

At the start of the pandemic, if you shoehorned your old in-person hiring process into your new hybrid or remote work reality and never looked back, it’s time to assess whether that’s really working for you. Remote work often requires a different set of skills than office-based work. Is your current process helping you assess those skills to achieve the quality-of-hire you need?  

Review the competencies and behaviors you need for each role to ensure they’re relevant for hybrid or remote employees. Now is the time to update job ads and evaluate your assessment process to ensure they are in tune with the success factors that drive your business now—instead of those that drove success pre-pandemic.

3. Are you achieving your DE&I recruitment goals?

While you may not be actively hiring, now is a good time to engage with diverse communities to ensure candidates from underrepresented backgrounds make up a significant portion of your talent pipeline when you’re ready to ramp up hiring again.

Increase your visibility in diverse communities via campaigns or event sponsorships. Look into your diversity analytics to understand what’s working and what’s not when it comes to sourcing and hiring your target audiences.

4. Is it time to consider RPO?

Now is the time to re-evaluate how you’re going to market for talent, whether via an internal talent acquisitions team, staffing agencies, recruitment process outsourcing (RPO) or a hybrid model. Work with your procurement partner to scrutinize your spend and evaluate your options to streamline and minimize risk—including standardizing with one global RPO partner.

Just because you’re not hiring at the same volume you were before, doesn’t mean outsourcing is out of the question. Recruiter On-Demand or project RPO engagements offer flexible solutions for targeted hiring needs. An RPO partner can also offer value-added talent advisory services like market insights, employer branding, assessment services and more. Plus, once engaged, your RPO partner will be on tap to hit the economic recovery running and scale up for your hiring surge.

An economic slowdown is not the time to put your talent acquisition strategy on the back burner. Use this time to take stock and get prepared so you’re ready to bounce back faster. You’ll be able to beat your competition and create a resilient workforce that’s ready for whatever the future has in store.

Want more insight into the future of work? Check out our ebook, Destination 2030: 10 Predictions for What’s NEXT in the World of Work.

Targeted Recruitment Marketing Campaign Delivers Talent for Global Theme Park Brand

Posted on by akessler
Targeted Recruitment Marketing Campaign Delivers Talent for Global Theme Park Brand

Targeted Recruitment Marketing Campaign Delivers Talent for Global Theme Park Brand

During a unique time in the market with remote and flexible work options becoming the norm, this multinational chain of family theme parks required help hiring for critical in-person roles including customer service, performers and lifeguards across two of its major U.S. theme parks. PeopleScout helped hire over 1,500 workers using recruitment marketing campaigns and our talent advisory expertise.

1,500 + hires made in just six months across two locations
reduced drop-off by streamlining the application process
reduced drop-off by streamlining the application process
30,000 clicks from recruitment marketing ads across social media and online display networks

Situation

This multinational chain of family theme parks required help hiring a variety of roles across its California and New York resorts including customer service roles, performers and lifeguards.

Solution

PeopleScout conducted in-depth market research to determine the biggest challenges the client faced when recruiting for their theme parks and resorts. We identified remote work, “candidate is king” and higher pay as the three main challenges facing the client. Here’s how we solved each:


Challenge #1 — Remote Work:

More people want flexibility. Front-line and hourly positions are less attractive to candidates after the growth in remote work during the pandemic.

Our Solution: We leveraged the client’s “play” branding to emphasize the fun and rewarding aspects of working on-site at one of the theme parks. This was fed through into recruitment marketing creative and copy. 


Challenge #2 — “Candidate is King”:

With open positions outnumbering candidates for much of recent memory, today’s candidates know their worth, and the Great Resignation is proof that people are less willing than ever to settle.

Our Solution: By testing alternative job titles, improving job copy, and reaching out on different channels, we were able to widen our reach and pool of candidates. We strategically targeted candidates most likely to apply for the roles, such as those looking for seasonal or part-time jobs.

Challenge #3 — Higher Pay:

When faced with increased living costs, candidates are demanding higher pay.

Our Solution: The client was not in a position to raise wages for these roles. So, we got creative by restructuring job copy to better position the client’s competitive benefits. By quantifying these benefits and putting them front and center on job postings and recruitment marketing materials, we were able to generate interest without raising wages.

Results

  • In the first six months, we were able to fulfill our goal of 1,336 hires in California & 190 in New York.
  • The client’s previous application had up to 22 sections where the candidate had to input information. PeopleScout optimized and shortened this candidate journey by employing a variety of channels including Indeed One-Click, Indeed Hiring Events and Talent.com. This reduced the application abandonment rate.
  • PeopleScout restructured job descriptions to create job advertisements. In other words, we rewrote the copy to focus on the value the client and the role have to offer their employees rather than what the client wanted from candidates.  
  • PeopleScout performed A/B tests to determine which job titles would help reach a wider pool of candidates. For example, we found that “Waterpark Attendant” received almost 300 applications in the first week, while “Lifeguard” received only 15.
  • Social outreach using Facebook, Instagram and Google Display Network resulted in 4.1 million impressions and 30,000 clicks across the California and New York audiences.

At a Glance

  • COMPANY: Multinational chain of family theme parks
  • INDUSTRY: Travel & Tourism
  • PEOPLESCOUT SOLUTIONS: Talent Advisory
  • ANNUAL HIRES: 1,500+
  • LOCATIONS: Over 10 theme parks around the world
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[On-Demand] The Hard Truth About Candidate Experience: Part One

Posted on by nfuqua

[On-Demand] The Hard Truth About Candidate Experience: Part One

Heading into 2023, employers continue to face a challenging talent market. Beyond a shortage of qualified applicants, candidate expectations for the recruitment process have never been higher. Our latest research shows that fewer than two in ten candidates rate their experience as excellent, which means engaging top talent in the new year will require a new approach.

Make 2023 the year you focus on how you interact with job seekers. Join PeopleScout Global Head of Talent Consulting Simon Wright for the newest Talking Talent webinar, The Hard Truth About Candidate Experience available on-demand.

This bite-sized 30-minute webinar is part one of a two-part series that makes a case for the importance of a stellar candidate experience and provides the data to back up our recommendations for creating one.

In this first webinar, Simon will cover:

  • The state of the global jobs market
  • Current trends in job seeker behavior
  • The impact of changing consumer expectations
  • The cost of a poor candidate experience
  • And our forthcoming research!

Holcim: Total Workforce Solution for Building & Construction Recruitment

Posted on by akessler
Holcim: Total Workforce Solution for Building & Construction Recruitment

Holcim: Total Workforce Solution for Building & Construction Recruitment

In a highly competitive talent market, Holcim, a building materials supplier, partnered with PeopleScout for a Total Workforce Solution that blended project RPO and MSP to hire both white- and blue-collar roles for a major infrastructure project in Perth.

Successfully sourced building and construction talent during critical skills shortage
Successfully sourced building and construction talent during critical skills shortage
Campaign incorporating recruitment marketing and passive candidate sourcing
Campaign incorporating recruitment marketing and passive candidate sourcing
Collaboration with vocational training program helped reduce competition with other sectors
Collaboration with vocational training program helped reduce competition with other sectors

Holcim is one of Australia’s largest integrated suppliers and manufacturers of building materials and solutions. Their partnership with PeopleScout started with a national recruitment process outsourcing (RPO) solution, through which we recruited personnel across their entire organization including corporate, technical and blue-collar roles in metropolitan, regional and remote locations.

Situation

Following this success, Holcim came to PeopleScout for a project talent solution to support building a team to staff a major infrastructure project for the Western Australian Government. The key location was Metropolitan Perth, which presented challenges for the recruitment team:

  1. Australia was experiencing a worker and critical skills shortage following the long-term impacts of the COVID-19 pandemic, reduced migration and an ageing population. This was making recruiting in the building and construction industry particularly hard.
  2. In addition to the national labor shortage, Perth is the main hub for the WA mining sector and the FIFO workforce, which means Holcim was competing with the top mining companies for talent. Given that FIFO wages significantly outstrip metro-based roles, our team had their work cut out for them to attract the talent Holcim required.

Holcim needed to source 20 permanent roles across white-collar, engineering, workplace safety and supervisory roles. In addition to the permanent roles on offer, our team was tasked with sourcing a contingent workforce of 35 blue-collar roles including welders, production operators and machine operators.

Strategy

First, PeopleScout made the strategic decision to approach this like a true project recruitment activity. We dedicated a full-time resource to focus on the project with our project manager working towards specific timelines and taking an agile approach to sourcing and strategy. Our project leader and Holcim stakeholders met weekly to review and re-evaluate how the project was tracking and where modifications needed to be made to meet project requirements.

Holcim’s requirements fluctuated, and at times our team was required to quickly speed up or slow down the recruitment activity due to the dynamic nature of the infrastructure build. To increase our agility, PeopleScout invested in a significant amount of planning when tackling the Perth labor market and assessing the best sourcing strategies to use.

Solution

Our flexible sourcing approach targeted both passive and active candidates. We ran a campaign incorporating traditional recruitment advertising, internal referral programs and strategic sourcing for passive talent via LinkedIn and Seek databases.

A collaboration with a government-funded vocational training and placement program was instrumental in helping Holcim to fill the contingent blue-collar roles and meant that we did not have to compete with the mining sector to source this talent. PeopleScout team managed the relationship with the placement program and completed all vetting activities before the hiring manager interview, leading to faster fulfilment rates and reduced the burden on the Holcim hiring managers.

Results

With the help of PeopleScout’s total workforce solution, Holcim has been able to meet timelines for infrastructure project, and from a recruitment perspective, we are ahead of schedule and under budget.

At a Glance

  • COMPANY: Holcim Australia
  • INDUSTRY: Building & Construction
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Managed Service Program, Total Talent
  • ANNUAL HIRES: 20 permanent roles across white-collar, engineering, workplace safety and supervisory roles; 35 contingent blue-collar roles including welders, production operators and machine operators
  • ABOUT HOLCIM: Holcim is a global leader of manufacturing and supplying building materials and solutions. Locally led, Holcim supplies aggregates, sand and concrete products to build homes, towns and cities across Australia and New Zealand.
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