Category: Talent Acquisition Strategy

The Future of Early Careers: Preparing Our Children for Jobs That Don’t Exist Yet 

Posted on by akessler

By James Chorley, Talent Solutions Director 

My children are about eight to nine years away from entering the world of work. As a parent, it’s both exciting and daunting to think about the future careers of my children. With rapid advancements in technology and shifts in the global economy, the job market of today will undoubtedly look very different in 10 years when my kids are entering the workforce.  

While automation will displace many jobs, it will also create new jobs, generating significant benefits for businesses and economies by lifting productivity and economic growth. According to the World Economic Forum’s Future of Jobs Report 2025, by 2030, the creation of 170 million new jobs (14% of today’s employment), offset by the displacement of 92 million current jobs (8%), will result in net growth of 78 million jobs (7%). 

For organisations with early careers programmes, understanding these shifts is crucial. The pipeline of emerging talent will need different skills, experiences and expectations than previous generations in order to have the capabilities necessary drive organisational success in the coming decades. Here are some key insights into how the changing job landscape will impact early careers programmes, the types of roles that will emerge and how to prepare the next generation of talent. 

Jobs That Might Disappear 

As technology continues to evolve, several traditional roles are projected to decline significantly: 

  • Postal Workers: The rise of digital communication methods and automated sorting systems are already reducing the reliance on traditional postal services. The World Economic Forum identifies Postal Service Clerks among the fastest-declining roles in the job market. 
  • Print Journalists: The decline of print media and the shift towards digital news consumption has led to fewer opportunities for print journalists, with many news outlets now digital-first or entirely online. 
  • Community Banking: The increase in online banking, mobile banking apps and ATMs has reduced the need for in-person bank tellers. Bank Tellers are among the fastest-declining roles globally. 
  • Travel Agents: Online travel booking platforms and AI-driven travel assistants are making traditional travel agent roles less common. 
  • Taxi Drivers: The rise of ride-sharing apps like Uber and Lyft, combined with the development of autonomous vehicles, could significantly reduce the demand for traditional taxi drivers. 
  • Telemarketers & Customer Service Reps: AI-driven customer service and sales platforms, along with stricter regulations on telemarketing, are reducing the need for human telemarketers and customer service workers, often a common first job for many young professionals. 
  • Librarians: Digital libraries and online information resources are diminishing the need for traditional librarian roles, though there will still be a need for digital information specialists. 
  • Factory and Assembly Line Workers: Robotics and advanced manufacturing technologies are increasingly handling tasks that once provided steady employment for those entering the workforce without higher education. 
  • Data Entry Clerks: The World Economic Forum lists Data Entry Clerks among the jobs seeing the largest decline due to automation and AI advancements. 
  • Retail Cashiers: The rise of e-commerce and self-service kiosks in retail stores are diminishing these roles, which have historically provided flexible employment for students and recent graduates. 

Whilst some of these roles may not be considered ‘career roles’, they are an important step on the work ladder for early careers talent. Before I found my feet and whilst still deciding what I wanted to do, I had a number of temp roles doing data entry, customer service and telemarketing. Declining numbers in these roles that have historically served as steppingstones for early careers talent could have significant impact on early careers employees and employers. 

Impact on Early Careers Programmes 

The decline in these traditional entry-level roles presents significant challenges for early careers recruitment strategies: 

  • Shrinking Entry Points: Many traditional entry-level positions for graduates and school leavers are disappearing. This means fewer natural entry points into organisations, requiring companies to create more structured early careers pathways. 
  • Skills Gap Widening: As routine tasks become automated, the skills gap between education and employment is growing. Entry-level roles increasingly require more advanced technical skills and digital literacy from day one. 
  • Higher Expectations for Early Talent: With fewer administrative or process-driven roles available, early careers talent is expected to add value more quickly, often needing to demonstrate complex problem-solving and critical thinking skills immediately. 
  • Reimagining Work Experience: Companies must rethink work experience, internships and placement years to provide meaningful exposure to emerging technologies and future-focused skills that automation cannot easily replace. 
  • Increased Competition: As traditional entry points decrease, competition for remaining early careers opportunities intensifies, making employer branding and candidate experience more critical than ever. 

To address these challenges, early careers programmes must evolve. Talent acquisition leaders should consider creating rotational experiences that expose emerging talent to a variety of business functions, developing accelerated digital upskilling programmes, and establishing mentorship opportunities that help bridge the experience gap. 

Jobs That Will Significantly Change for Early Careers Talent 

According to McKinsey Global Institute, at least 30% of work activities that could be automated for about 60% of occupations. Rather than complete displacement, many entry-level and early career roles will undergo significant transformation. 

  • Junior Healthcare Professionals: The integration of telemedicine, AI diagnostics, and wearable health technology are changing how healthcare is delivered. Early careers talent will need to be comfortable with digital patient management systems and telehealth platforms from day one.  
  • Teachers and Educators: The rise of online education, virtual classrooms, and AI-driven personalised learning experiences are transforming teaching. New educators will need to be proficient in digital tools and platforms, incorporating technology into their teaching methods and focusing on facilitating learning rather than just delivering knowledge. 
  • Manufacturing and Production Workers: Technological advancements in AI, robotics, and automation will drive both job creation and decline, with manufacturing roles evolving to focus more on overseeing and maintaining automated systems. Early careers talent in this sector will need skills in robotics, programming and systems management rather than traditional manufacturing processes. 
  • Financial Graduates: AI and advanced analytics will handle much of the data processing and routine analysis that junior finance professionals typically managed. Early careers talent will need to focus on interpreting data and providing strategic insights rather than data gathering. The World Economic Forum notes that Fintech Engineers are among the fastest-growing jobs in percentage terms, representing a shift in early financial careers. 
  • Supply Chain Coordinators: With the rapid expansion of e-commerce, warehousing jobs have grown 61% in the last decade. At warehouses, depots, and logistics centres throughout the supply chain, there is a growing need for human workers with the skillsets necessary to manage a more complex, interconnected and tech-enabled supply chain.  

These changes highlight the increasing importance of digital literacy, adaptability and continuous learning for early careers talent. The traditional learning curve for new graduates is getting steeper, with expectations to contribute meaningfully to technology-driven processes from the beginning of their careers. 

Emerging Early Career Opportunities 

Much as technologies of the past have done, automation will create new entry-level occupations that do not exist today. Here are some promising examples of future job opportunities for early careers talent: 

  • AI and Machine Learning Specialists: According to the World Economic Forum, AI and Machine Learning Specialists are among the fastest-growing roles. Early careers talent looking to enter these professions need a strong background in computer science, programming, statistics and data analysis. Companies are increasingly creating graduate pathways specifically for these roles. 
  • Cybersecurity Analysts: The World Economic Forum ranks networks and cybersecurity among the top three fastest-growing skills. Entry-level roles in this field are expanding as organisations build security teams to protect expanding digital infrastructure. Early careers talent should focus on network security, ethical hacking, risk management and security compliance. 
  • Sustainability and Environmental Specialists: With 47% of employers expecting climate-change mitigation to transform their business in the next five years, organisations are creating early careers paths in sustainability. Entry-level roles supporting renewable energy engineers and environmental specialists represent growing opportunities for graduates with relevant knowledge. 
  • Data Analysts and Data Scientists: Big Data Specialists are among the fastest-growing jobs in percentage terms. Early careers programmes in this area are expanding rapidly, seeking talent with skills in data mining, statistical analysis, programming and data visualisation. 
  • Remote Work Support Specialists: According to the World Economic Forum, 83% of employers plan to provide more opportunities to work remotely, creating significant demand for professionals who can support distributed workforces. These roles represent new entry points for early careers talent with strong organisational skills and digital communication tools proficiency. 
  • Health and Wellness Coaches: Supporting employee health and well-being is becoming a strategic priority, with 64% of employers identifying it as key for talent attraction. Early careers talent with knowledge in nutrition, fitness, mental health awareness and coaching may find entry-level opportunities across sectors. 
  • Robotics Engineers: With 58% of employers expecting robotics to transform their business by 2030, early careers pathways are emerging for talent with skills in mechanical engineering, electronics, and programming. Graduate schemes specifically focused on automation and robotics are becoming more common. 
  • Virtual Reality (VR) and Augmented Reality (AR) Developers: LinkedIn data shows Game Designers and Game Developers grew by 58% and 40% respectively as the UK games sector hit record size during the pandemic. New entry-level positions for those with skills in 3D modelling, design and user experience are emerging. These roles often don’t require extensive experience, making them accessible to recent graduates. 
  • Sustainable Agriculture Technicians: The focus on climate change adaptation is driving innovation in food production systems, creating entry-level roles in agricultural technology. These positions offer opportunities for graduates interested in agricultural science, hydroponics, and sustainable practices.  
  • Blockchain Developers: Financial institutions and technology companies are developing entry-level pathways for those with knowledge of blockchain technologies. Early understanding of cryptography, programming, and distributed ledger technology can position graduates for these emerging roles. 
  • Drone Operators and Technicians: Industries from construction to energy are creating new positions to support drone operations, data collection and analysis. These roles provide early career opportunities in a growing field without requiring extensive experience. 
  • Genomic Counsellors: The growth in healthcare specialisations will continue to evolve as healthcare becomes more technology driven. Genetics, biology, and ethics will be areas of entry for early careers talent. 

For early careers programmes, these emerging roles represent opportunities to create specialised graduate pathways that attract top talent in competitive fields. Talent acquisition leaders should consider developing targeted recruitment campaigns that highlight these future-focused opportunities to differentiate their employer brand. 

Essential Skills for Early Careers Success 

As occupations evolve alongside increasingly capable machines, early careers talent will need to develop a range of skills that may not be emphasised in traditional education. For talent acquisition leaders, understanding these skills is crucial for designing effective assessment and development programmes: 

  • Digital Literacy: Beyond basic computer skills, early careers talent needs a strong understanding of digital tools, platforms, and concepts. The WEF report identifies AI and big data as the top fastest-growing skills, followed by networks and cybersecurity. Early careers programmes should incorporate digital assessments and training from day one. 
  • Critical Thinking and Problem-Solving: With routine tasks automated, analytical thinking remains the most sought-after core skill among employers, with seven out of 10 companies considering it essential. Assessment centres and selection processes should prioritise these capabilities over technical knowledge that can be taught. 
  • Adaptability and Lifelong Learning: The WEF report highlights that workers can expect 39% of their existing skill sets to become outdated by 2030. Early careers talent with demonstrated learning agility and curiosity will be better positioned to evolve with their roles. Graduate programmes should emphasise continuous development rather than fixed skill sets. 
  • Emotional Intelligence: As automation increases, uniquely human skills such as empathy, communication, and teamwork become more valuable. The WEF identifies resilience, flexibility, and leadership as among the most sought-after core skills. Early careers development should focus on these interpersonal capabilities alongside technical training. 
  • Environmental Awareness: Understanding sustainability issues is increasingly important across sectors. Environmental stewardship has entered the list of top 10 fastest-growing skills for the first time, driven by climate-change mitigation trends. Early careers programmes should incorporate sustainability awareness regardless of function. 

For talent acquisition leaders, these skill requirements necessitate a shift in assessment approaches. Moving away from traditional competency frameworks toward evaluating learning potential, adaptability, and critical thinking will be essential for identifying successful early careers talent. 

Reshaping Education & Early Careers Development 

McKinsey’s research suggests that by 2030, 75 million to 375 million workers globally will need to switch occupational categories. This has profound implications for how organisations approach early careers development and partner with educational institutions: 

  • STEM Subjects: Science, Technology, Engineering, and Mathematics subjects provide the foundation for many future roles. Early careers programmes should consider developing partnerships with universities to influence curriculum design and create clear pathways from STEM degrees into organisations. 
  • Interdisciplinary Approaches: LinkedIn data shows high demand for roles requiring a mix of technical and human skills. Graduate schemes that rotate early careers talent through both technical and commercial functions can develop this valuable blend of capabilities. 
  • Environmental Focus: With sustainability becoming business-critical, early careers programmes should incorporate green skills development regardless of function. This could include sustainability projects, environmental impact assessments, or dedicated learning modules. 
  • Ethics Understanding: As technology raises complex questions, early careers talent needs to understand ethical implications of business decisions. Development programmes should include ethical case studies and discussions, particularly for those working with advanced technologies. 
  • Accelerated Digital Upskilling: Rather than assuming tech and digital skills will develop over time, organisations should front-load technical training in early careers programmes to enable faster productivity and contribution. 

For talent acquisition leaders, this means reimagining traditional graduate development approaches. Annual intake models may give way to more frequent, specialised recruitment aligned to emerging skill needs. Development pathways will need to become more personalised, with greater emphasis on continuous learning rather than prescribed programmes. 

Preparing Emerging Talent for the Future 

The landscape for early careers talent is changing dramatically. Traditional entry-level roles are disappearing or transforming, while entirely new career paths are emerging. For talent acquisition leaders, this presents both challenges and opportunities to reimagine how organisations attract, develop and retain emerging talent. 

Success in this evolving environment requires a fundamental shift in approach—moving from standardised graduate programmes toward more agile, personalised development journeys that emphasise continuous learning and adaptability. Organisations that create clear pathways into emerging fields, develop innovative assessment approaches, and build strong educational partnerships will gain significant competitive advantage in the talent market. 

For the next generation entering the workforce, including our children, these changes promise exciting opportunities to build careers that may look very different from those that came before—careers that may not even exist yet. Our role as talent acquisition leaders is to help them navigate this uncertainty, providing early careers programmes that prepare both emerging talent and our organisations for a rapidly changing future. 

When it comes to advising my kids on their future and the subjects they want to follow, it’s not straightforward. But as my Auntie once told me, you’ll be surprised just how much you will learn from your children. Kids are curious, and they aren’t stuck in historical thinking and norms. Our job is to guide them and encourage them to stay curious as we watch the world change! 

Amplifiers™: Project Management

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PeopleScout Amplifiers™: Project Management

As part of our suite of modular recruiting solutions, Amplifiers™, our project management solution provides dedicate support to help you bring any talent-related initiative to life—whether itʼs executing internal projects, facilitating RFPs, managing vendor relationships or implementing new technology.

Download this fact sheet to learn more.

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Learn more about PeopleScout’s Amplifiers™ and get answers to frequently asked questions (FAQs).

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AI Candidate Sourcing: How AI Is Transforming Talent Discovery

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With today’s skills shortages, recruiters are facing a more and more daunting challenge of identifying and engaging qualified candidates efficiently. Artificial intelligence (AI) has emerged as a game-changing technology in the recruitment process, particularly in talent sourcing. AI candidate sourcing represents a significant advancement, helping organizations go from manual database searches, job board postings and referral networks to fast, automated processes. 

According to a survey by Workable, 63% of organizations now use some form of AI in recruiting. But only 8% use AI for candidate sourcing. By thoughtfully integrating AI into sourcing strategies, talent acquisition teams can spend less time searching for candidates and more time building meaningful connections.  

This article explores how AI sourcing tools are transforming recruitment strategies and offers practical insights for organizations looking to enhance their talent acquisition efforts. 

The Evolution of AI Candidate Sourcing 

The digital transformation of recruitment began with the advent of applicant tracking systems and online job boards, but AI has taken sourcing capabilities to unprecedented levels. AI excels at scale. By analyzing a massive data set of millions of pieces of information including online candidate profiles, AI can identify candidates within minutes. For example, Affinix®, PeopleScout’s proprietary total talent suite of AI-powered tools, accesses over 1.3 billion public profiles of passive candidates across 23 of the top global job sites within seconds of a requisition opening.  

Key Capabilities of AI Candidate Sourcing 

AI sourcing has revolutionized talent discovery, empowering organizations to identify, assess and engage talent with remarkable precision and efficiency. Here a few of the benefits of AI sourcing tools. 

1. Advanced Candidate Matching 

AI algorithms excel at pattern recognition and can analyze vast datasets to identify candidates whose skills, experience and potential align with job requirements, including passive candidates who may not be actively job searching but have the right qualifications. These individuals rarely respond to traditional job postings, making them invisible to conventional recruitment methods. AI candidate sourcing excels at identifying hidden gems based on their digital footprints and professional activities, enabling recruiters to engage with talent that would otherwise remain undiscovered. 

Unlike traditional keyword matching, modern AI sourcing tools leverage skills matching with sophisticated natural language processing and machine learning algorithms to comprehensively analyze candidate profiles. By understanding semantic relationships between skills, experiences, and job requirements, leading technologies can create nuanced candidate rankings, allowing recruiters to rapidly filter through candidates and automatically generating a prioritized shortlist of top talent that precisely matches the role’s requirements. Recruiters can now focus their valuable time on engaging with the most promising candidates, rather than getting bogged down in manual screening processes.  

2. Expanded Talent Pool Access 

AI candidate sourcing dramatically expands recruiter reach by continuously scanning multiple sources simultaneously, creating a comprehensive talent mapping solution that would be impossible to achieve manually. Professional networking sites like LinkedIn represent just the beginning. AI sourcing extends to portfolio platforms like Behance and Dribbble for creative roles, GitHub repositories for technical talent, specialized industry forums where experts engage, academic publications that showcase research credentials, and even carefully analyzed social media profiles that reveal professional interests and accomplishments. In addition to external candidate profiles, Affinix also searches your existing talent database to support direct sourcing, internal mobility and redeployment. 

AI sourcing tools look at qualifications and experiences across industries, opening doors to talent that might otherwise be missed. For example, AI sourcing might identify that project management experience in healthcare could translate effectively to similar roles in education or technology, despite the different industry contexts. This cross-industry perspective is particularly valuable in today’s market where career pivots are increasingly common, and skills transferability is highly valued. 

3. Reduced Bias with AI Candidate Sourcing 

AI tools can help mitigate unconscious bias in sourcing by helping you create objective evaluation frameworks that focus on skills and qualifications, regardless of demographics. By emphasizing capabilities and potential over education, pedigree, or other factors that can trigger unconscious bias in humans, these systems help create a more equitable initial candidate pool.  

By ensuring that every potential hire is assessed against the same objective benchmarks and that hiring managers review qualified candidates from varied backgrounds, AI sourcing tools widens the lens through which talent is viewed, helping companies build more diverse and innovative teams while reducing adverse impact. 

Ethics & Bias Prevention in AI Candidate Sourcing 

Continuous bias detection and mitigation have become fundamental to implementing AI sourcing tools to neutralize potential discrimination in candidate selection. TA teams must collaborate with legal and IT teams to conduct detailed examinations of candidate recommendations and conduct regular audits. Cross-functional collaboration will help organizations navigate the complex legal landscape of AI for recruiting while creating more objective, inclusive talent acquisition strategies. 

How AI Candidate Sourcing is Impacting Recruiters 

The advent of AI sourcing tools has fundamentally reshaped the recruiter’s role, shifting their focus from administrative task management to high-value activities. Where recruiters once spent countless hours manually searching and screening résumés and CVs, AI now handles these time-consuming processes, elevating the recruiter’s role to that of a strategic talent advisor. Recruiters now invest their energy in complex negotiation, relationship building and deep candidate engagement.  

AI Candidate Sourcing & RPO 

Recruitment process outsourcing (RPO) providers are at the forefront of leveraging advanced AI sourcing technologies. By leveraging AI candidate sourcing through our proprietary tech suite, Affinix, PeopleScout can process vast amounts of candidate data, identify top talent, and create highly targeted talent pools that would be impossible to develop through traditional recruiting methods. Affinix has a proven track record of dramatically reducing time-to-hire and creating cost savings for our clients. As organizations continue to face complex talent challenges in a rapidly evolving global marketplace, AI-powered RPO solutions represent a critical strategic approach to building agile, competitive workforces that can adapt to emerging business needs. 

Navigating Change: Launching a Redeployment Program for a Telecoms Provider 

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Navigating Change: Launching a Redeployment Programme for a Telecoms Provider

Internal Mobility

Navigating Change: Launching a Redeployment Programme for a Telecoms Provider

A major telecommunications company partnered with PeopleScout to launch and manage its redeployment program to help internal candidates transition smoothly to new roles within the company.

Situation  

Following organizational restructuring, the telecoms organization faced the delicate task of creating an internal mobility program to redeploy talent to other roles within the organization. In their commitment to nurturing and retaining talent, the company sought a strategic partner in PeopleScout to optimize the redeployment process effectively.

PeopleScout’s specialized support played a pivotal role in the success of this extensive redeployment initiative that spanned three years, achieving organizational goals while prioritizing a positive employee experience.

Solution 

The process began with understanding the client’s internal policies, job requirements and the overall objectives of the redeployment program.  

Our team developed a tailored strategy to support internal candidates throughout the transition, including: 

  • Personalized Candidate Support: Our seasoned teams offered personalized guidance to internal candidates, facilitating their journey through the redeployment process. This included arranging interviews for preferred roles, ensuring a seamless and efficient experience. 
  • Hiring Manager Assistance: We supported hiring managers by providing guidance on interview techniques, ensuring adherence to best practices, and fair and objective assessments. 
  • Assessor Engagement: Skilled assessors from our team participated in interviews virtually, ensuring thorough documentation and maintaining the integrity of the selection process. 
  • Feedback Loop: We established a robust feedback mechanism to gather insights from hiring managers, enabling continuous refinement and improvement of the internal mobility program. 

Results 

The collaboration between PeopleScout and the telecoms organization yielded significant benefits: 

  • Smooth Transition: Internal candidates experienced a seamless transition to new roles, supported by PeopleScout throughout the redeployment process. 
  • Positive Stakeholder Feedback: Hiring managers provided overwhelmingly positive feedback on the support received from PeopleScout during this sensitive period. They appreciated the professionalism, expertise and dedication from PeopleScout. 
  • Efficiency and Compliance: The involvement of PeopleScout’s assessors ensured efficient and compliant interview processes, mitigating risks associated with redeployment. 

At a Glance

  • COMPANY
    Major Telecommunications Provider
  • INDUSTRY
    Technology & Telecommunications
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5 Signs It’s Time to Change Your RPO Provider 

Posted on by akessler

The global recruitment process outsourcing (RPO) market continues to grow as organizations seek more sophisticated talent acquisition solutions. But not all RPO partnerships deliver equal value. For experienced RPO buyers, recognizing when it’s time for a change can mean the difference between stagnation and transformational talent acquisition results.  

As the talent landscape becomes increasingly complex and competitive, organizations need partners who can not only execute on day-to-day recruitment needs but also drive strategic workforce innovation. The cost of staying with an underperforming provider extends far beyond missed hiring targets—it can impact market competitiveness, growth potential and bottom-line results. 

Here are five critical signs that indicate it’s time to find a new RPO partner: 

Sign #1: Underperformance in Core Metrics 

The most compelling reason to seek a new RPO provider is consistent underperformance in fundamental recruitment metrics. Too often we hear from employers about experiences they’ve had with other providers in which one thing was said during the sales pitch only to have the stakes change once the ink was dry. What begins as promises of transformative results often devolves into missed targets and shifting explanations. When core metrics consistently fall short, it signals a fundamental misalignment between provider capabilities and organizational needs. 

What to look for: 

  • Declining metrics in time-to-hire 
  • Rising early-stage turnover rates indicating poor candidate quality or fit 
  • Poor interview-to-hire ratios that waste hiring manager time and resources 
  • Decreasing hiring manager satisfaction scores and feedback about candidate quality 
  • Inconsistent reporting or attempts to redefine success metrics after implementation 

One retail organization discovered the impact of performance-guaranteed RPO when they switched providers to partner with PeopleScout. Through our partnership they experienced a two-day reduction in time-to-hire and improved sales performance by 7%, generating $3 million in cost savings through reduced vacancy costs and an additional $170 million in annual revenue. 

We’re offering organizations that switch their RPO engagement to PeopleScout guaranteed performance outcomes. Book your complimentary benchmarking session today to see how we stack up against your current provider. 

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Sign #2: Inflexible Cost Structures 

Many RPO providers rely on hybrid pricing models combining monthly management fees with cost-per-hire charges. This rigid structure can lead to inefficiencies and hidden costs. Organizations often find themselves paying premium rates during hiring slowdowns while still facing surcharges during peak periods.  

Red flags to watch for: 

  • High fixed monthly fees that don’t adjust with hiring volume 
  • Lack of transparency in invoicing 
  • Unexpected line-item charges that inflate total costs 
  • Fee structures disconnected from performance metrics 

PeopleScout offers truly variable cost structures with performance-based pricing—you only pay for actual hires. This ensures your recruitment costs scale naturally with your hiring demands, supported by transparent communication about any potential charges outside the standard agreement. 

The true value of an RPO partnership extends beyond the base program cost. Consider the financial impact of reducing time-to-hire by four days or decreasing early-stage turnover by 20%. Our experienced team works directly with clients to calculate potential ROI based on specific performance improvements. In some cases, we have even engaged our finance department to collaborate with clients in establishing concrete valuations of enhanced recruitment performance, ensuring you understand the full financial picture of your investment. 

Sign #3: Lack of Process and Technology Innovation 

In today’s digital-first recruitment landscape, outdated processes and technology can severely impact your ability to attract and secure top talent. Some providers undergo frequent operational changes or internal restructuring that limit their ability to invest in innovation. 

If you feel like you’ve been forced into cookie-cutter processes that don’t support your unique needs, it’s time for a change. 

Watch for these signs: 

  • Limited automation in candidate processing 
  • Poor candidate experience 
  • Basic reporting capabilities 
  • Lack of AI and machine learning integration 
  • Minimal investment in proprietary technology 

Affinix®, our proprietary total talent suite of AI-powered recruiting and reporting tools unites talent acquisition technology, automation and predictive analytics with candidate experience at the core. With a modular approach, our client can mix and match specific tools that align with their unique talent needs and enhance their existing tech ecosystem. Because it’s our proprietary technology, every feature of Affinix is shaped by our clients’ real-world recruitment challenges and designed to deliver tangible business impact. Recent advancements to Affinix, including more AI-powered capabilities, more flexible deployment options and greater insights, means we elevate our clients’ connection to top talent while helping them be more agile and resilient.  

Sign #4: Understaffed Delivery Teams 

The foundation of successful RPO programs lies in having adequate recruitment teams in place. We work with many clients who have worked with other RPO providers who ended up frustrated by chronically understaffed programs that can’t meet hiring demands. Some providers spread their recruiters thin across too many clients, compromising service quality and results. 

Warning signs include: 

  • Consistently missed hiring targets 
  • Slow response times to hiring managers 
  • Inability to handle volume spikes 
  • Sudden changes in team size without notice
  • High recruiter turnover 

Every PeopleScout client has a dedicated delivery team with appropriate bench strength, especially during critical periods like program implementation and peak hiring periods. Because PeopleScout recruiters, sourcers and program coordinators are only assigned to one client, our clients actually get to know their PeopleScout team. If we need to make changes, due to a drop in requisitions, for example, we do so in consultation with you to ensure you receive consistent service delivery and the results you’re expecting. 

Sign #5: Lack of Specialized Expertise 

Today’s complex hiring environments demand specialized expertise that goes far beyond basic staffing capabilities. Organizations need partners who understand the nuances of different industries, job functions and geographical markets. Top providers invest heavily in developing deep industry knowledge and maintain transparency about their team composition and specializations. 

Moreover, modern RPO providers should offer comprehensive talent advisory services to help organizations develop forward-looking talent strategies, maximize tech investments, optimize their employer brand and navigate evolving market conditions. This strategic guidance is crucial for creating a resilient workforce.  

Red flags to watch for: 

  • Generalist recruiters assigned to highly specialized roles without relevant industry experience 
  • Limited understanding of industry-specific requirements and compliance standards 
  • Superficial market intelligence and competitor insights 
  • Gaps in understanding regional hiring practices and cultural nuances 
  • Outsourced or insufficient employer brand and recruitment marketing capabilities 

PeopleScout stands apart through our global delivery centers and extensive network of talent experts, offering unmatched scalability for professional, specialist, volume and contingent hiring needs across all sectors. Plus, with one of the industry’s largest in-house talent advisory teams, we serve as a true strategic partner in talent acquisition. 

As part of TrueBlue, we’re able to provide our clients access to comprehensive talent solutions including healthcare staffing, contingent workforce management, on-site industrial staffing and commercial driver services. This breadth of expertise ensures we can address the full spectrum of our clients’ workforce needs. 

Making the Decision to Switch 

Evaluating a potential RPO provider change requires careful consideration of both current pain points and future needs. Look for providers who offer: 

  • Performance guarantees backed by financial commitments 
  • Variable cost structures aligned with results 
  • Proven long-term client partnerships  
  • Strong NPS scores and client satisfaction metrics 
  • Modern technology and process innovation 
  • Transparent team resourcing and communication 

The difference between being a provider and a true partner lies in the whole approach to service. For over 30 years, PeopleScout has built our services on integrity. We believe in keeping promises. We believe that listening creates a better experience and leads to better outcomes. We’re not perfect, but if we mess up, we make it right. 

We’re proud and humbled to say that this philosophy has led to some of the most enduring client relationships in the talent acquisition space. While the RPO industry average client tenure is approximately three years, PeopleScout partnerships extend well beyond that benchmark—averaging over seven years, with an exceptional NPS score of 84. These metrics reflect our consistent ability to deliver value and drive transformation. 

Remember: the cost of maintaining an underperforming partnership far outweighs the temporary challenges of transition. With strategic planning and the right partner, changing providers can revolutionize your talent acquisition capabilities and deliver lasting business impact. 

Apprenticeship Recruitment in the UK: The Key to Future-Proofing Your Talent Pipeline? 

Posted on by akessler

Apprenticeship recruitment has taken on more importance in early careers programs in recent years. According to UK Government data, the most recent academic year saw a 7% increase in apprenticeship starts and 10% increase in apprenticeship achievements. Organizations and employees alike are waking up to the fact that many skills can be learned on the job—and that it’s often more relevant training than a university degree.  

Whether for workers just starting out or those changing careers, apprenticeships help people gain valuable skills and on-the-job experience as they move toward a career in their field. For employers, field and business apprenticeships are one of the best ways of engaging early careers talent or career changers. Whilst providing opportunities for hands-on experience and training, apprenticeships help businesses to develop a talent pipeline that is equipped with future-ready skills. 

In this article, we’ll explore how designing and offering apprenticeship programs can be a smart way for organizations to create their own talent pipeline, close their skills gaps and diversify their workforce. 

What is an Apprenticeship? 

An apprenticeship is paid employment that offers on-the-job training and is often accompanied by classroom-based learning. Some employers may offer their own in-house training while others offer it in association with a college, university or other training provider. An apprenticeship must last at least a year but can go as long as 5 years. Through in-depth, job- and industry-specific skills training, apprentices gain a nationally recognized qualification or certification upon completion. 

Apprenticeship programs are a great choice for individuals who are early on in their careers, who are looking to upskill or who are exploring a career change. Employers are responsible for ensuring that apprentices work with experienced staff, learn job-specific skills and receive time off from work to complete their classroom training. 

Different countries have different laws and regulations around apprenticeships including wages and working hours. There are also various funding programs and government schemes available to encourage both workers and employers to embrace apprenticeships. For example, the UK Government introduced the (controversial) apprenticeship levy in 2017 which uses business taxes to fund apprenticeship training.  

Apprenticeship recruitment in the UK is on the rise with the most recent academic year showing a 7% increase in apprenticeship starts and 10% increase in apprenticeship achievements.

Types of Apprenticeships 

A common misperception is that apprenticeships are just for manual or skilled trade jobs. Whilst there are many apprenticeship programs in the skilled trades, there are also apprenticeship opportunities for all kinds of careers from actuaries to arborists. For example, our client, National Highways, offers apprenticeship opportunities for project management, business administration, legal, surveying and data analysis. Organizations are increasingly embracing corporate apprenticeships and traineeships as a means of diversifying their workforce and creating opportunities for social mobility. 

There are different levels of apprenticeship including degree apprenticeships which correspond to an equivalent education level. Completing a Level 2 apprenticeship is the equivalent of completing a GCSE, and a Level 7 apprenticeship is the equivalent of completing a master’s degree.  

Benefits of Apprenticeship Recruitment for Employers 

Apprenticeship recruitment can be an effective way of growing and upskilling your workforce. Here are just a few of the benefits for employers.   

Building a Talent Pipeline 

Companies in a variety of industries can build their own apprenticeship programs to help talent see the rewarding career opportunities available within their sector. As apprentices gain experience, organizations establish a pipeline of prospective employees. 

Early careers employees see apprenticeship programs as proof of an organization’s investment in their success and are more likely to stay with an organization after completing the program. In fact, 80% of apprentice employers say they have seen a significant increase in employee retention. Clearly, apprenticeship recruitment is an excellent way to “grow your own talent” and reduce attrition. 

80% of apprentice employers say they have seen a significant increase in employee retention

Closing Skills Gaps 

According to McKinsey, a whopping 87% of organizations are aware they already have a skills gap within their workforce or will experience one in the next few years. Apprenticeships offer a way to develop a new generation of workers to help your organization succeed into the future. A structured apprenticeship is an effective way to get a leg up in recruiting and retaining sought-after talent like software developers, data analysts and engineers. Indeed, 86% of employers said that investing in apprentices helped to develop relevant skills for the organization. 

The digital skills gaps alone could cause 14 G20 countries to miss out on a staggering $11.5 trillion USD in cumulative GDP growth. In the UK, companies like Dyson are partnering with the University of Warwick to offer apprenticeship training in engineering, data science and machine learning.  

86% of employers said that investing in apprenticeship recruitment helped to develop relevant skills for the organization

Boosting Diversity & Social Mobility 

A third of employers agree that apprenticeships have helped improve diversity within their business. They are particularly effective for creating career opportunities and boosting earnings for workers from disadvantaged socio-economic backgrounds. 

As more people struggle financially with student loans and education costs, apprenticeships have become an accessible career path for workers of all ages and backgrounds and give participants a shot at career success. They allow workers from underrepresented groups to increase their earnings potential—to work and earn money in the field while they learn. If your company cares about being a catalyst for sustained change in the community, apprenticeships are a great way to achieve this. 

RPO + Apprenticeship Recruitment 

As a leading recruitment process outsourcing (RPO) provider, PeopleScout helps organizations to obtain the talent and skills they need to succeed into the future through early careers recruitment solutions covering interns, graduates and apprenticeship programs. Unlike apprenticeship recruitment agencies, as an RPO partner, our expertise in talent acquisition strategy and workforce planning means we’re better equipped to successfully integrate apprentice programs into your overall talent attraction and training strategy. Plus, we have experts on staff that can design an assessment center that evaluates apprentice candidates against your organization’s values, culture and other requirements.