Category: Contingent Workforce Management

Managed Service Provider Solutions

Posted on by epadmin

PeopleScout MSP Solutions

Embrace workforce agility with contingent labor through PeopleScout’s Managed Service Provider (MSP) solutions. PeopleScout MSP supports everything from requisition through to invoicing and payment for temporary, temp-to-hire, direct hire, direct sourcing, payrolling, independent contractor (1099) administration, statement of work (SOW) engagements and other complex services across all skill categories and geographies.

Download this fact sheet to learn more about PeopleScout’s MSP solutions.

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Learn more about PeopleScout’s Managed Service Provider (MSP) solutions.

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Dig into More Talent Insights

Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution
Case Studies

Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution

Situation  PeopleScout has partnered with this door and window manufacturer since 2017, providing Managed Service Provider (MSP) support for contingent talent solutions in the areas of light industrial, technology and professional roles. Initially, PeopleScout supported locations in the U.S. only, but in 2021 expanded into Canada, playing a key role in supplier vetting, contract negotiations, data…

The Skills Crisis Countdown: The Clock is Ticking on Tackling Skills Gaps
Research Report

The Skills Crisis Countdown: The Clock is Ticking on Tackling Skills Gaps

Our latest research shows a detailed picture of the current state of skills in the global workforce and how HR leaders are preparing for the impending skills crisis

Read the Research
Inside the Candidate Experience
Research Report

Inside the Candidate Experience

Download our free Inside the Candidate Experience report for the latest research exploring the disparity between candidate expectation and reality.

Read the Research

Food Processing Company Slashes Costs, Boosts Compliance with Contingent Workforce Tech Overhaul

Posted on by nfuqua
Food Processing Company Slashes Costs, Boosts Compliance with Contingent Workforce Tech Overhaul

MSP – Contingent Hiring Solution

Food Processing Company Slashes Costs, Boosts Compliance with Contingent Workforce Tech Overhaul

PeopleScout helped a leading food processor centralize and streamline its contingent hiring process through targeted technology improvements resulting in $500k annual cost savings and 19% payroll spend reduction.

$ 500,000 annual cost savings
19 % reduction in payroll spend
100 % compliance audit scores

Situation 

A leading food processing company was struggling to successfully utilize its contingent labor program across all divisions of the business. The challenges spread across 67 of the organization’s locations in 23 states, where the existing business model enabled them to operate independently.

This decentralization resulted in varied spending between locations, increased compliance risk and an unequal distribution of contingent opportunities across the program. Just ten suppliers held 84% of the program spend, which drove diversity spend below 5%.

The client had also recently announced an initiative to move several satellite offices into the company headquarters, requiring contingent workers to either relocate or work remotely when possible.

On top of this, the client was experiencing reporting limitations within their existing vendor management system (VMS), challenges with an oversaturated supply base and difficulty identifying workers for unique healthcare assignments related to worker safety during the COVID-19 pandemic.

To solve these issues, the organization approached PeopleScout to create a centralized contingent hiring solution.

Solution 

PeopleScout deployed several centralized technology process improvements across all client locations. This included implementing a more robust and enhanced VMS to improve the experience for hiring managers, suppliers and project managers. The new VMS also offered better reporting and visibility into the program spend, supplier performance, requisition management, time-to-fill and more. PeopleScout also provided the client with data for competitive benchmarking. 

PeopleScout initially experienced resistance to the new process from both managers and suppliers but overcame that obstacle by highlighting benefits like cost savings, competitive rates, expedited payment terms and more.  

As the company relocated workers, PeopleScout proactively reached out to offices where contingent workers were assigned to determine if staff could work remotely and provided strategies to assist in retention and filling vacancies. 

PeopleScout also provided Talent Advisory consulting services, including onsite meetings to review the value of MSP programs and total talent management solutions, and to discuss DE&I trends and goals with the client’s DE&I taskforce.

Results 

PeopleScout’s program led to a cost savings of $500k in annual billing and reduced payroll spend by 19% while increasing diversity spend to $2.7 million. Additionally, in interviewing 333 workers, project managers maintained an overall compliance audit score of 100%. Partnerships have been established with knowledgeable suppliers to provide sourcing support for the challenging healthcare roles. 

“I am so very grateful for all that you have done and are doing for our location. You have made this very easy on this end. I truly can’t thank you enough.” 

Client Hiring Manager 

At a Glance

  • COMPANY
    Food processing company
  • INDUSTRY
    Consumer Goods
  • PEOPLESCOUT SOLUTIONS
    Managed Service Program
  • LOCATIONS
    67 locations served in 23 states
Let’s Connect

Tech & Digital Skills: 5 Recruitment Strategies for Closing the Skills Gap

Posted on by akessler

There are a host of new and emerging tech disciplines—the metaverse, blockchain, generative AI, cybersecurity and more—that are changing the way we work and the kind of work we do. Many jobs that were previously done by humans are now done by machines. Many new jobs are emerging that require new and changing skill sets and organizations are struggling to find the talent they need to keep up as tech and digital skills gap grows.  

According to World Economic Forum, it is estimated that by 2030, “approximately 85 million jobs could go unfilled globally because of a lack of applicants with the skills to take them, which could result in $8.5 trillion (USD) in unrealized annual revenues.” 

Skills Shortage: Digital Age or Digital Deficiency? 

Salesforce’s 2022 Global Digital Skills Index surveyed 23,000+ workers across 19 countries and found the global digital skills readiness score is just 33 out of 100. No wonder that 64% of managers don’t think their employees are able to keep pace with future skill needs. Furthermore, 70% of employees say they haven’t even mastered the skills they need for their jobs today. Plus, a third (36%) of HR leaders say their sourcing strategies are insufficient for finding the skills they need. 

As organizations try to reinvent their business models to keep up with change, employers of all stripes—regardless of sector—must prepare their workforce for digital-first employment. By taking a skills-based approach to your talent acquisition strategy, you can move beyond your tired methods to find people with the right skills and competencies regardless of their degree or job history.  

Recruitment Handbook for Hiring Tech & Digital Talent

Download Now

Measuring the Technology Skills Gap 

As an HR or TA leader, you’re probably asking, “Which digital and tech skills should I prioritize?” 

Well, it depends. 

To plan for the skills of the future, you must know where you are today. Conduct a skills inventory of current employees, regardless of department. Then, run a technology skills gap analysis, looking at what’s available now and what you’ll need in the future based on your organizational strategy.  

This, combined with external labor market data on the availability of tech and digital skills, you’ll be able to understand which critical skills gaps are in place today, what skills are available in the market and what skills you’ll have to develop internally. 

5 Skills-Based Talent Acquisition Strategies for Tech and Digital Talent 

Here are five strategies for closing the skills gap for your tech and digital roles. 

1. Assess for Adjacent Skills 

A crucial part of your skill inventory must be identifying skills adjacent to your critical skills which can be developed to bridge the gap. With the right capability and skills taxonomy in place—both for internal mobility and external hiring—you can tap talent with related skills to fill talent gaps through recruitment and upskilling.  

PeopleScout recently facilitated a reskilling project for a leading bank in the UK. We supported an evaluation of their customer service employees in call centers and bank branches to identify hidden skills. We evaluated hundreds of employees, surfacing many with complementary skills who are now involved in a development program to supply software engineering talent in the future.  

2. Don’t Overlook Candidates with Non-Traditional Backgrounds 

Identifying these complementary skill sets has the additional benefit of helping you surface non-traditional internal and external talent pools. These are candidates who possess the skills necessary to perform a role’s duties but may never have held a position with a tech or digital specific title. By taking a skill-based approach to tech and digital talent acquisition, you don’t limit yourself to a small talent pool with hard-to-find experience. This could also mean relaxing requirements around university degrees. Plus, it’s a great way to achieve diversity and social-mobility goals. 

technology skills gap

3. Develop Upskilling Opportunities 

Once you’ve found talent with adjacent skills, you’ll need an upskilling program to get them up-to-speed on their target role and for ongoing development of skills as new technology emerges. Learning and development programs are a great way to support cross-functional talent mobility. Plus, it can act as a big draw for recruitment, as more and more candidates say they value growth opportunities when considering a new job. According to the LinkedIn’s Future of Recruiting report, Advancement and Skills Development are in the top five most important priorities for candidates.  

4. Embrace Global Expansion  

With the explosion of remote work, organizations can widen their talent search beyond their office locations. By shifting your focus to talent location and skill set, rather than your business footprint, you benefit from a more diverse talent pool. Leverage labor market data to find emerging tech hubs where demand is still low. For example, several cities in Latin America have a growing supply of digital skills with moderate salary expectations. 

5. Look Outside the IT Department for Tech & Digital Skills

Technology advancement means departments across the organization—and across sectors—have become breeding grounds for addressing the IT skills shortage. In fact, according to Gartner, almost 40% of job postings for talent with digital skills come from outside of IT departments. The explosion of FinTech, MarTech and even HRIS means that there’s a plethora of digital talent in finance teams, marketing teams and HR teams. So, instead of looking for a data scientist, why not try tapping a financial analyst to get those much-needed analytical skills? 

How an RPO Partner Can Help You Secure Tech and Digital Skills 

Employers looking to grow their tech and digital workforce can benefit from the services of a recruitment process outsourcing (RPO) provider. Your RPO partner can help you adapt your attraction strategy to resonate with candidates with tech and digital skills, ensuring that you are sourcing talent with the required skills and identifying new ways to target candidates who fit these personas. Plus, an experienced RPO provider can assist you in building your talent pool from within your own organization, by consulting to develop an internal reskilling program. 

Get five proven strategies to attract, engage and hire the best tech professionals. Download our Recruitment Handbook for Hiring Tech & Digital Talent. 

PeopleScout Jobs Report Analysis – December 2022

Posted on by nfuqua

U.S. employers added 223,000 jobs in December, beating analyst expectations. The growth came despite rising interest rates aimed at slowing the job market. The unemployment rate dropped to 3.5%. Year-over-year wage growth fell to 4.6%.

jobs report infographic

The Numbers

223,000: U.S. employers added 223,000 jobs in December.

3.5%: The unemployment rate fell to 3.5 percent.

4.6%: Wages grew 4.6% over the past year.

The Good

December’s jobs report shows evidence the Federal Reserve’s strategy of increasing rates to provide a “soft landing” for the U.S. economy may be working. So, what would look like bad news in almost any other year is actually good news.  

The 223,000 jobs added to the economy is the smallest increase in the past years, as the Wall Street Journal reports, but it is still a healthy pace of job growth. Additionally, year-over-year wage growth slowed to 4.6%. Wage growth has remained stubbornly high over the past two years, and economists feared it could contribute to high inflation. December’s report helped allay some of those concerns.

The Bad

Though December’s job report was generally taken as good news, there are still some signs of unwanted weakness. As MarketWatch reports, layoffs in the technology sector are making an impact in the report. The business and professional services sector, which covers many tech roles, posted a decrease of 6,000 jobs. Additionally, while the labor force participation rate did increase in December, it still remains below prepandemic levels. This continues to contribute to the ongoing labor shortage.

The Unknown

Economists say that the slowing growth in December’s report will likely cause the Federal Reserve to slow the pace of interest rate increases aimed at slowing inflation. As the New York Times reports, the S&P 500 rose 2.3% with the release of the report. Investors have been eager for fewer and smaller interest rate increases. The Federal Reserve meets next on January 31.

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.
Let’s Connect

PeopleScout Jobs Report Analysis—November 2022

Posted on by nfuqua

U.S. employers added 263,000 jobs in November, beating analyst expectations. The growth came despite rising interest rates aimed at slowing the job market. The unemployment rate remained at 3.7%. Year-over-year wage growth rose to 5.1%.

jobs report infographic

The Numbers

263,000: U.S. employers added 263,000 jobs in November.

3.7%: The unemployment rate remained at 3.7%.

5.1%: Wages grew 5.1% over the past year

The Good

While the overall jobs number remained higher than expected in November, the growth was not spread evenly across industries. Service-based industries like leisure and hospitality and education grew, while goods-based industries like retail and transportation and warehousing saw jobs losses. As the New York Times reports, these numbers show that while employers are being more cautious, they are still finding reason to expand.

While the U.S. job market has fully recovered the number of jobs lost at the start of COVID-19 pandemic, some industries lag behind their 2019 jobs numbers, like leisure and hospitality. Those industries largely drove November’s growth.

The Bad

As MarketWatch reports, November’s jobs data is not promising when it comes to reducing inflation. Year-over-year wage growth jumped back up to 5.1%—significantly higher than the Federal Reserve’s goal. November alone saw a 0.6% jump in wages, which is more than double what is expected.

The Unknown

The Federal Reserve is set to meet in two weeks, and as the Wall Street Journal reports, November’s jobs numbers make it likely that officials will raise interest rates about 0.5%. This comes after four straight .075% increases. Fed Chair Jerome Powell has said that some prices that rose significantly in the past year, like used cars and housing could fall in 2023 but that “despite some promising developments, we have a long way to go” when it comes to inflation. To decrease inflation, experts will watch carefully in the next year to see how high and for how long the Federal Reserve will raise rates.

U.S. Workforce Trends Quarterly Report for Q3 2022

Posted on by nfuqua

U.S. Workforce Trends Quarterly Report for Q3 2022

To help businesses succeed in navigating the current hiring climate, our Q3 2022 U.S. Workforce Trends Report shares the latest employment numbers along with exclusive jobs data across a variety of industries.

Although the high demand for U.S. workers has cooled a bit since its peak in April 2022 (11.9 million), the number of unfilled jobs remained high as of September 2022, with 10.1 million job openings, according to the Bureau of Labor Statistics (BLS). Companies face a mismatch between supply and demand that has left about 1.7 job openings for every available worker, notes BLS data. The mismatch has led to increasing wages, with average hourly earnings up 5% year over year.

To help businesses succeed in navigating the current hiring climate, our U.S. Workforce Trends Quarterly Report for Q3 2022 shares the latest employment numbers along with exclusive jobs data across a variety of industries.

Key information in the report includes:

  • The latest national jobs numbers

  • Wage info for several key industries

  • Breakdown of jobs seeing the most growth

  • Recommended solutions and strategies for dealing with the labor shortage

PeopleScout Jobs Report Analysis—October 2022 

Posted on by nfuqua

U.S. employers added 261,000 jobs in October, beating analyst expectations. The growth came despite rising interest rates aimed at slowing the job market. The unemployment rate rose to 3.7%. Year-over-year wage growth dropped to 4.7%. 

jobs report infographic

The Numbers  

261,000: Employers added 261,000 jobs to the U.S. economy in October.  

3.7%: The unemployment rate rose to 3.7%. 

4.7%: Wages grew 4.7% over the past year.  

The Good 

The 261,000 jobs added in October demonstrate continued resilience in the U.S. economy, according to the Wall Street Journal. Healthcare and education and business and professional services led the growth. While the leisure and hospitality sector has dropped back from the extremely high jobs numbers we saw during the Great Rehire, there is still sustained growth, led by hotels and other accommodations. 

The Bad  

Like last month, the bad news in October’s jobs report would look like good news at almost any other point. Job growth is strong, but as MarketWatch reports, the strong growth means the current labor shortages are not going anywhere. The Federal Reserve has been aggressively raising interest rates in the hopes of slowing the job market. The current labor shortages are driving higher wages, contributing to inflation. In fact, Fed Chairman Jerome Powell said the labor market is “out of balance” because there are too many job openings and not enough job seekers to fill them. 

The Unknown 

As the New York Times reports, the Federal Reserve is watching these jobs numbers closely, and October’s report suggests that they will be likely to raise rates again. Their next decision is scheduled for December 14. The fact that both hiring and wage growth have cooled slightly shows movement in the right direction, but experts say that it is still happening too slowly. Job postings actually rose again in September after falling in August, demonstrating the stubborn resilience of the job market. 

[On-Demand] Boosting Candidate Engagement with a Comprehensive Talent Strategy

Posted on by nfuqua

[On-Demand] Boosting Candidate Engagement with a Comprehensive Talent Strategy

The current hiring environment remains a challenge for employers—in the U.S., there are currently 4.3 million more open jobs than there are job seekers. Not only are employers struggling to find enough qualified candidates, keeping them engaged proves even more critical amid rising trends like candidate ghosting and recruitment process drop-out as well as the continued Great Resignation.

To cope, many organizations have added more gig workers, but the market for contingent workers suffers the same challenges. If talent leaders aren’t leveraging a unified strategy for recruiting both full-time employees and gig workers, gaps in their workforce will persist.

So, how can you engage these different types of candidates? Join PeopleScout Global Vice President of Implementation Mark Fita for the newest Talking Talent webinar, Boosting Candidate Engagement with a Comprehensive Talent Strategy, available now on-demand.

In this webinar, Mark will cover:

  • Today’s candidate recruitment process landscape

  • Best practices for optimizing your recruiting process

  • How to expand your employer brand to gig workers

  • The importance of using the right technology to engage candidates

  • And more!

PeopleScout Jobs Report Analysis—September 2022

Posted on by nfuqua

U.S. employers added 263,000 jobs in September. This came in just below analyst expectations. The unemployment rate fell back to 3.5%. Year-over-year wage growth dropped to 5.0%.

jobs report infographic

The Numbers

263,000: U.S. employers added 263,000 jobs in September.

3.5%: The unemployment rate fell to 3.5%.

5%: Wages rose 5% over the past year.

The Good

The good news in September’s jobs report may seem surprising. The red-hot jobs market is cooling. As MarketWatch reports, the latest report marks the slowest job growth in 17 months as the Federal Reserve continues to raise rates and employers face continuing labor shortages. The Federal Reserve is hoping to slow the unsustainable pace of job growth to avert a potential recession. Wage growth also cooled slightly in September. This is a major focus for policy makers as higher wages can increase inflation.

The Bad

The bad news in September’s report is that the cooling isn’t happening fast enough. While September’s report shows a slower pace of hiring compared to recent years, historically, the 263,000 jobs added demonstrate significant job growth. Labor force participation also dropped slightly and has yet to reach pre-pandemic levels. As the Wall Street Journal reports, this means the Federal Reserve is not meeting its inflation goals and will likely raise rates again in November.

The Unknown

The big question for economists will be whether the Federal Reserve is able to do enough to slow inflation in coming months to avert a recession. As the New York Times reports, the next rate decision is scheduled for Nov. 2, and officials are closely watching the jobs data. There are indications that employers are starting to slow the pace of hiring, as the number of open jobs fell by more than one million in August, and filings for unemployment benefits have slightly increased. However, economists say the economy needs to slow more quickly than the current pace.