Category: Talent Advisory

Social Value in Action: Flight for the Community

Posted on by akessler

By Thomas Mason-Paley, Bid Director

‘Is there a social value question? What’s the weighting?’ In my role as Bid Director, I come across this in almost every pitch invitation.

For the uninitiated, almost all formal tenders now ask what a bidder will do, over and above the contract, to help support local communities, disadvantaged groups or the population at large.

To be honest, it gives me mixed feelings. In theory, it is important that businesses give back in meaningful ways, especially those receiving money from the public purse. Through collective efforts, combining the reach of the public sector with the skills of the private sector, we can significantly improve lives, and in turn, make society safer, richer and better for all.

However, I also understand the hurdles; not every company has the resources to make a real impact. For example, does an SME business, with few staff, really possess the time, money and resources to run employability workshops or CV writing webinars? When a client asks for time, resources and money from a provider, it runs the risk of social value becoming a ‘necessary evil’ which delivers poor returns for all, rather than a genuine force for good.

“Effective philanthropy requires a lot of time and creativity – the same kind of focus and skills that building a business required.”

– Bill Gates

It’s easy to complain and point out challenges. Anyone can do that; finding solutions is much harder. I believe PeopleScout and Heathrow Employment and Skills Academy provide a great example of combining resources, applying creativity and utilising key skills to deliver social good that benefits all.

The two organisations work in genuine collaboration to help Heathrow’s wider community find meaningful and gainful employment across the whole of the Airport, from shops and restaurants through to engineering and mechanical departments.

Heathrow, and its business partners, advertise available roles via the Heathrow Employment and Skills Academy website. PeopleScout screens candidates to ensure suitability and provide more insight into specific roles to ensure candidates fully understand responsibilities and would be comfortable working within the environment. We then book interviews on their behalf. Just as importantly, PeopleScout provides these candidates with advice and guidance prior to interviews, ensuring they are ready, motivated and equipped to increase their chance to succeed in the recruitment process. This personal and supportive service is most important for people who have been out of work for a long time or who may be making their first ever application for paid employment.

We also work with the Heathrow Employment and Skills Academy to deliver careers and essential skills workshops, employment webinars and community drop-in sessions. These are not projects which are ‘outsourced’ to PeopleScout, they are truly collaborative events that enable us to support the local community, with shared resources and shared goals, utilising the skills of both PeopleScout and Heathrow teams to maximum effect.

We have also re-written advertising content to ensure it is fully inclusive and appeals to different demographics, thereby ensuring no group feels hesitant about applying for roles that could significantly improve their lives.

This combined approach has delivered outstanding success; together, PeopleScout and the Skills Academy have supported over 14,000 applications from unemployed candidates and made over 600 job offers. Plus, 31 new apprentices have started on our shared apprenticeship scheme with our construction supply chain partners in 2024 alone. By working together, applying the methodologies of business with the values of philanthropy, we can drive real social change.

Talent Trends: 2024 In Review 

Posted on by akessler

At the start of 2024, we highlighted eight key areas that would impact how companies attract, retain and develop talent. As the year comes to a close, we’re revisiting these critical topics to examine what transpired in the talent landscape and explore what may be on the horizon for 2025.  

This year brought a complex mix of challenges and opportunities for HR leaders. Economic uncertainty forced many to re-evaluate talent acquisition strategies, with approaches like modular talent solutions and direct sourcing gaining traction. The ongoing skills gap, intensified by business transformation and the rise of new technologies like AI, highlighted the need for upskilling, reskilling and proactive talent pipelining. Meanwhile, employees continued to reevaluate their relationship with work, demanding greater flexibility, wellbeing support and personalized experiences. Navigating these shifts required HR leaders to become more agile, data-driven and employee-centric, often relying on technology to streamline processes, enhance the candidate experience and gain valuable talent market intelligence. 

In the following review, we trace how our 2024 predictions played out and offer insights for the path ahead. 

1. New Models Help Organizations Ride the Economic Waves 

What We Said:

Talent acquisition teams have experienced significant fluctuations over the past few years—from pandemic-driven downsizing to rapid growth and recent cutbacks—making it critical for talent acquisition leaders to develop strategies for managing through economic uncertainty. Rather than continuing the cycle of boom and bust, organizations should adopt agile approaches to workforce planning, with flexible RPO solutions offering stability during unpredictable times. 

What We Saw:  

Market conditions shifted the recruitment landscape to favor employers in 2024. Year-over-year hiring rates are stabilizing, with a moderation in the hiring slowdown, especially in the tech industry. While hiring rates across many industries were down, healthcare and energy sectors saw continued strength despite the general economic downturn. With continued labor shortages, shifting skills requirements and changing employee expectations, immense pressure remains on employers and their talent strategies.   

Modular talent solutions are gaining traction as a strategic response to economic uncertainty, providing a flexible approach to workforce management that allows employers to adapt to fluctuating demand and optimize costs. As 91% of hiring managers say they’re experiencing hiring challenges, and 45% indicate they’re struggling to find qualified workers for open roles, Modular RPO (recruitment process outsourcing) has proven to be a cost-effective strategy for augmenting internal recruitment capabilities. 

Employers also turned to direct sourcing as a key strategy for tackling staffing shortages. According to Everest Group, 46% of enterprises are actively exploring ways to combine approaches for contingent and permanent talent acquisition management, and 74% see direct sourcing as the best strategy for doing so. By building a talent pool of qualified candidates—including independent contractors, freelancers and other contingent workers—companies can hire faster, reduce costs and fill specific skills gaps within their organization. Leveraging contingent labor helps organizations gain the flexibility and scalability necessary in today’s dynamic market. 

As you consider implementing direct sourcing in your organization, remember that technology is a crucial enabler, and the human touch remains invaluable. Partnering with an RPO provider can provide you with AI-powered, cutting-edge technology, backed by expert talent curation and engagement strategies.  

2. Focus on Internal Mobility 

What We Said: 

Employee retention will remain a top priority for HR professionals in 2024, with 36% identifying it as crucial, leading to an increased focus on internal mobility and skill development. Following the labor hoarding trend of 2023, organizations are emphasizing the transformation of existing workers’ skills to prepare for future needs. Career paths are becoming more fluid, moving away from traditional linear progression to cross-departmental moves, which requires hiring managers to evaluate candidates based on their overall organizational value rather than just role-specific fit. 

What We Saw:   

Internal mobility is on the rise as hiring rates stabilize. According to LinkedIn, internal mobility has increased 6% year-over-year as companies discover how leveraging internal hiring can accelerate organizational agility, employee engagement and retention, and career development. According to LinkedIn’s 2024 Workplace Learning Report, 41% of companies plan to fill more than 30% of their open roles with internal talent. Internal mobility does more than help employers fill critical gaps—93% of employees stay at a company longer if it invested in their career development, and internal hires reach competency 20% faster than external hires.  

Internal mobility programs are more successful when combined with upskilling and reskilling initiatives. As business needs evolve, internal mobility allows employees to move into new roles, and upskilling and reskilling provide the necessary training to close skills gaps and ensure employees are successful in their new roles. By offering these development opportunities, employers expand the pool of qualified internal candidates while boosting employee engagement. 
 
By effectively integrating upskilling and reskilling with internal mobility programs, companies can create a more engaged, agile and resilient workforce, helping them overcome current and future hiring challenges in a dynamic business environment. An RPO partner can help create a robust internal mobility program that leverages best practices to support continuous learning, career growth and workforce planning to retain top talent and swiftly adapt to changing business needs.  

3. AI Becomes a Reality…Slowly 

What We Said: 

While talent acquisition continues to evolve with the growth of new technologies like Generative AI (GenAI)—particularly in streamlining tasks from screening to interview scheduling—organizations are advised to take a measured, principled approach to AI implementation. The key is to start with small projects to identify where AI can add genuine value while maintaining human oversight—which remains central to recruitment processes. 

What We Saw:  

Following the widespread discussion tools like ChatGPT, we thought we’d see organizations move beyond ethical debates to actively integrate GenAI into their talent acquisition strategies. Indeed, eight in 10 global executives see at least one way GenAI will help their employees, yet only one in 10 organizations have “broad leadership alignment, comprehensive tools and strong processes in place for GenAI adoption.” 

While adoption rates vary, AI is transforming talent acquisition. We’ve seen increased use of AI tools for résumé screening and initial candidate assessment, driving recruiter efficiencies, reducing potential unconscious bias and improving quality of hire. Natural language processing tools can ingest thousands of résumés and CVs, and analyze the content, context and trends across the talent pool within seconds. AI tools can be trained to recognize specific skills, experiences and competencies that are required for open roles and then score and rank applicants automatically. 

Some employers have integrated AI-powered chatbots into their recruitment process to create a conversational experience for candidates using natural language processing, offering candidates support 24/7. These mobile-friendly, text interview tools automatically screen candidates using predetermined questions that gauge their interest and qualifications. Based on the responses, the chatbot can instantly determine the next step for each specific candidate. This frees up recruiters to focus on more strategic tasks. 

Adoption of AI-powered skills assessment platforms has also increased, providing an objective and accurate evaluation of candidates’ abilities through data-driven insights. New tech platforms test and measure candidates for skills mastery, personality traits and cognitive abilities. As with all AI-powered efficiencies, the tech-enabled assessments should augment, not replace human expertise.  

Partnering with an RPO provider is an excellent way to ensure careful, diligent and compliant use of AI tools throughout your recruitment process. Above all, AI should not be seen as a replacement for the talent acquisition strategy you’ve already built, but rather a set of tools to make your teams better at tasks both mundane and meaningful. 

4. Business Transformation Impacts Workforce Planning 

What We Said: 

The demand for new types of jobs, particularly in areas like data analytics, software development and green skills (which saw a 677% increase from 2019 to 2023), has grown significantly, with McKinsey noting that one-third of new U.S. jobs created in the past 25 years were previously non-existent roles. While this transformation creates exciting opportunities, organizations face a critical challenge as workforce development systems struggle to keep pace with rapidly changing skill requirements, resulting in a shortage of qualified talent. To address this gap, talent acquisition leaders must focus on proactive workforce planning and employee development.  

What We Saw:  

The demand for tech talent, particularly in areas like AI, machine learning, cybersecurity and software development continued to outpace supply in 2024. The transition to sustainable practices and renewable energy sources also fuelled growth of green jobs in areas like environmental engineering, sustainable agriculture and renewable energy technologies. Across industries, the ability to collect, analyze and interpret data became critical for decision-making, leading to higher demand for data analysts, scientists and engineers.  

The World Economic Forum predicts that 23% of global jobs will change in the next five years due to industry transformation, including AI. According to LinkedIn, employees skilled at using GAI are 5x more likely than others to develop skills like creative ideation, design thinking and emotional intelligence. So, with 79% of CEOs accelerating their post-crisis business strategy, the pressure is on HR leaders to achieve the vision of a tech savvy workforce.  

HR leaders must take an active approach in the C-Suite to achieve strategic business outcomes with an edge in human capital by assessing the current state of the workforce and developing a roadmap for optimizing employee value and identifying hidden potential to close skills gaps. Yet, according to Gartner, while 87% of HR leaders agree that shifting business needs requires continuous HR transformation, only 28% say that the HR strategic planning process is fully integrated with the business planning process. 

Collaboration between the C-Suite and HR is essential for successful talent acquisition in today’s dynamic business environment. HR must be deeply involved in business discussions to understand the organization’s goals to anticipate future needs, identify potential skills gaps and develop proactive strategies to attract and grow the right talent. 

5. Growth in Skills-Based Practices  

What We Said: 

Organizations are adopting a comprehensive approach to workforce adaptation by investing in upskilling programs and partnering with RPO providers to secure talent with future-proof skills. The trend is moving towards skills-based recruitment, with companies like Google leading the way by eliminating degree requirements, which not only expands candidate pools but also promotes workplace diversity and inclusion. Companies are shifting their assessment practices to focus on actual skills rather than traditional credentials, recognizing this as a more effective way to identify qualified candidates in today’s evolving job market. 

What We Saw:  

In adapting to the changing skills landscape, employers are rightly focusing on specific skills rather than traditional credentials and talent leaders are increasingly recognizing the value of experience and learnability over degrees. Alternative credentials like certifications, badges, micro-credentials and other qualifications earned outside of traditional degree programs are also gaining acceptance, as they often focus on specific skills or knowledge areas, a natural fit for skills-based hiring strategies. Recognizing these credentials helps employers expand their talent pools, hire faster and improve quality of hire.  

Recent estimates of the impact of large language models (LLMs) by the International Labour Organization estimate that 24% of clerical tasks should be considered highly exposed to automation effects with an additional 58% having medium-level exposure, while another report suggests that 80% of U.S. workers could see at least 10% of their tasks automated. The International Monetary Fund estimates that AI would affect 40% of jobs and worsen inequality, while Goldman Sachs predicts that up to 25% of the work currently done by humans could soon be automated by generative AI.  

As AI increasingly takes on the less complex, more repeatable tasks being done by the workforce, companies will need to hire talent with broader, uniquely human skills. Skills like problem-solving, adaptability, and collaboration—all skills that spur organizational agility—will continue to rise in demand. In fact, 69% of U.S. executives say they plan to prioritize hiring candidates with soft skills, especially transferrable skills that will allow candidates to move nimbly across roles. 

While making the shift to skills-based hiring practices takes time and effort, an RPO provider can accelerate your transition by offering strategic guidance around talent assessment design to embed skills at the core of your talent practice and build a future-fit workforce. 

6. Stalled Momentum in HR Tech Upgrades  

What We Said: 

As the HR technology market grows ever bigger, 2024 is set to be a pivotal year for recruitment technology upgrades, with organizations increasingly leveraging AI-powered features to automate routine tasks and enhance the candidate experience. Talent acquisition leaders are focusing on using technology to augment human interactions and analyze data for more agile resource management, while simultaneously proving their ability to deliver digital transformation and demonstrate clear ROI on these investments. This push towards technological advancement presents an opportunity for TA leaders to dispel past criticisms about HR’s ability to drive meaningful technological change. 

What We Saw:   

Economic uncertainty impacted our predictions for HR tech upgrades in 2024. While the drive for technological advancements in HR remained strong, budgetary constraints and cautious spending impacted the pace of adoption. According to Gartner, when asked about priorities and expected challenges in 2025, 55% of HR leaders say their current technology solutions do not cover current and future business needs. HR leaders are increasingly seeking tools to gather and analyze data to inform their talent strategies and enhance the candidate experience. Uncertainty about the economic outlook led some companies to postpone major HR tech implementation, opting for smaller-scale upgrades or maximizing the value of existing systems.  

The shift to cloud-based HR systems continued, offering scalability and flexibility despite budget constraints. Companies also focused on integrating their existing HR systems to improve data flow and drive efficiencies. Under budget scrutiny, a greater emphasis was placed on demonstrated ROI of HR tech solutions.  

A Gartner survey identified HR technology as the top priority for HR investment for three consecutive years. So, while economic challenges may persist, there’s reason to be optimistic that HR tech investments will increase in 2025 as companies recognize the long-term benefits of building the ultimate tech stack. One of the biggest value-adds an RPO partnership brings is experience with and access to the latest in talent technology. An RPO provider can help you assess your current solutions, show you how emerging technologies like AI, machine learning and predictive analytics can boost your ability to attract top talent and customize a technology ecosystem to meet your needs now and into the future.  

7. Employee Expectations of Work Have Changed 

What We Said:

Talent acquisition leaders must act as strategic market listeners, continuously adapting their employer value proposition (EVP) to align with evolving candidate expectations. As employees increasingly demand more personalized experiences, organizations need to move beyond traditional one-size-fits-all EVP approaches to embrace a human-centric strategy that acknowledges employees’ full personhood. This more holistic approach, focusing on creating exceptional life experiences and positive emotional connections, will be crucial for both attracting top talent and improving retention rates in 2024. 

What We Saw:   

2024 saw a significant shift in how employees view their work, requiring employers to adapt. While compensation remains important, employees are increasingly prioritizing work-life balance, flexibility, purpose and wellbeing, and are seeking employers with a demonstrated concern for their employees—The Executive Development Network reports that 86% of employees would leave their current job if there was no obvious support for employee wellbeing.  

While many companies expanded flexible work options, including remote work, hybrid models and flexible schedules, return-to-office mandates were still prevalent with the likes of Amazon doubling down on their in-person stance. The power play between employers and employees is expected continue into 2025, and not just regarding hybrid work. Employers will continue to face increased pressure to integrate wellbeing into the workplace, as 62% of candidates say they only apply for jobs that meet the majority of their EVP requirements according to Gartner’s Q2 2024 Voice of the Candidate Survey.  

To attract and retain top talent, employers will need to actively listen to their employees’ needs and preferences to create a human-centric workplace and prioritize authenticity and transparency in communicating their values with candidates and employees. As the relationship between employers and employees will continue to evolve, organizations can benefit from leveraging data and analytics to understand employee behavior to tailor their experiences, and utilizing technology to support flexible work, personalize benefits and offer wellbeing programs. 

8. Data Remains Key 

What We Said:

The labor market faces significant challenges due to Baby Boomers’ retirement creating a brain drain, coupled with a smaller upcoming workforce that lacks certain soft skills and the growing impact of long-term illness, including COVID-19 complications, which has sidelined over 2.5 million people in the UK alone. To combat this talent scarcity, organizations must focus on attracting and training Gen Z while leveraging data analytics as a strategic tool. Talent acquisition leaders need to elevate talent intelligence to the C-Suite level, using data-driven insights to understand talent pools and optimize recruitment and retention strategies for maximum ROI. 

What We Saw:   

Effective use of data remains crucial in navigating talent scarcity and building a future-ready workforce. Savvy talent leaders are using real-time market intelligence such as salary trends, skills demand and competitor activity to make informed decisions about their recruitment and retention strategies.  

With increased adoption of AI tools across the recruitment process, machine learning models are providing predictive and prescriptive hiring insights. AI can assess candidate interest, motivations, likelihood to accept an offer and even predicted tenure, empowering recruiters to prioritize and personalize their outreach efforts. When it comes to early careers recruitment, data revealing the preferences, values and career aspirations of Gen Z is essential in developing recruitment strategies that resonate with these jobseekers.  

A key benefit to partnering with an RPO provider is the comprehensive reporting tools and data insights they can provide. PeopleScout’s Affinix® Analytics business intelligence suite offers a holistic view into the recruiting process—from job seeker data and operational metrics to campaign analytics and market intelligence.   

These insights will remain paramount in 2025—armed with the right data, employers can proactively identify and attract top talent ahead of their competitors and drive business outcomes. 

The Future is Bright with the Right Talent Partner  

The future of work holds exciting potential, but also some uncertainty. However, while individual trends are difficult to predict, TA leaders that embrace agility, skills practices and tech innovation will find themselves in a strong position to prove their value in driving business performance. As your talent partner, PeopleScout will be ready to support, challenge and inspire you for whatever lies ahead.  

By staying on top of key shifts like these and working with an expert talent solutions provider like PeopleScout, companies can build workforces with the skills, mindsets and diversity of experiences to thrive in the next era of business. 

[On-Demand] Power Up Your Presence: Personal Branding for Business Leaders

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[On-Demand] Power Up Your Presence: Personal Branding for Business Leaders

 

In today’s hyperconnected business world, a strong personal brand isn’t just an asset—it’s essential for business leaders who want to drive meaningful change and elevate their strategic influence.

Join PeopleScout, a global talent solutions leader, and OrgShakers, the pre-eminent HR consultancy for workplace transformation, for an exclusive transatlantic panel discussion. Our distinguished experts, hailing from the U.S. and UK, will unlock the secrets of powerful personal branding for executives.

You’ll get tips on:

  • Crafting a compelling leadership narrative that resonates
  • Leveraging social media to establish yourself as a thought leader
  • Building meaningful professional networks that amplify your influence
  • Translating your personal brand into tangible career opportunities

Don’t miss this opportunity to learn how today’s most successful leaders are building their personal brands to drive both their organizational impact and career growth.

Panel Facilitator:

Robert Peasnell, Head of Growth at PeopleScout UK

Robert works with employers across both the PeopleScout and TMP Worldwide brands to develop and implement strategies that meet their talent acquisition goals.

With a background in employer branding and marketing, Robert has spent most of his career working for communications agencies where he has supported organisations across most sectors on a broad range of domestic and global projects.

A regular speaker at HR conferences, Robert is a visiting lecturer at Surrey Business School and sits on the Harvard Business Review Advisory Council.

Panelists:

Patsy Doerr, Senior Partner at OrgShakers U.S.

With over 25 years working globally for profit and non-profit organizations across a variety of industries including news, research, data, financial services, and women’s advocacy, Patsy is an award-winning thought leader, speaker, coach, and facilitator.

Formerly Chief ESG and People Officer at a leading multi-family real estate investment trust, she previously served as CEO of a private, non-profit educational women’s volunteer organization aimed at improving communities and the social, cultural, and political fabric of civil society.

Having worked as an expatriate in Hong Kong, London, and Switzerland, Patsy has strong international cultural acumen, and she has served on several boards and committees. She is also an Adjunct Professor at Fordham University in New York.

Rachael Edmondson-Clarke, Specialist in Leadership Psychology & Human Performance

With over two decades of expertise in leadership psychology and biology, Rachael helps organizations build sustainable high-performance cultures that drive growth and engagement. With an academic and commercial background in marketing, including experience working for global blue-chip companies, she understands the power of personal branding.

For over 10 years, she has run her own successful speaking, training and coaching business, working with senior leaders, professional athletes, and top-tier brands to enable meaningful change. Her combined expertise in business strategy and human potential makes her a trusted partner for leaders seeking to thrive, not just perform.

Outside of work, she’s a devoted wife and mother, an outdoor enthusiast, and a lifelong advocate for personal growth.

Ayo Ogunde, Director of Strategy & Innovation at PeopleScout UK

As Director of Strategy & Innovation at PeopleScout and TMP Worldwide, Ayo creates strategies to help brands connect with audiences in today’s digital landscape. Specialising in brand strategy, social media, and the creator economy, Ayo drives innovation to keep brands competitive through emerging trends and cultural shifts.

With over 15 years of experience in global consumer strategy and digital transformation, Ayo helps brands build authentic, loyal connections with audiences. A champion for diversity and inclusion in the tech space, Ayo is also involved in SheFi and the Metaverse Fashion Council, contributing to conversations around Web3 and blockchain’s role in shaping inclusive digital futures.

Ayo is also passionate about mentoring the next generation of brand leaders and frequently shares insights on leveraging cultural trends, generational shifts, and digital communities to drive growth and innovation.

Therese Procter, Senior Partner at OrgShakers UK

Formerly Chief People Officer at a major UK retail bank, Therese was a key player in the transformation of the UK financial services sector following the global banking crisis.

She a leading advisor and consultant across a range of sectors including Financial Services, Telecoms, Hospitality, Retail, Healthcare, Distribution, Construction, and Property. She also sits on the boards of a number of organizations in financial services, technology, and not-for-profit organizations.

Therese is a Chartered Companion of the Chartered Institute of Personnel and Development, a Fellow of the Royal Society of Arts and is widely recognized as one of the UK’s most progressive Human Resources practitioners featuring in the top 15 of HR Magazine’s list of Most Influential HR Practitioners on six occasions.

[On-Demand] Job Interviews & Gen AI: Pitfalls & Best Practices to Hire Top Talent

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[On-Demand] Job Interviews & Gen AI: Pitfalls & Best Practices to Hire Top Talent

 

While everyone’s talking about AI in recruitment, we’ve been analysing its real impact on the candidate assessment process. Our data shows that while pre-recorded interviews remain crucial for volume hiring, they’re increasingly vulnerable to manipulation from candidates leveraging Generative AI (Gen AI) tools like ChatGPT or Gemini.

So, how do you accurately assess candidates while ensuring fair opportunities for all?

In this webinar, PeopleScout’s Head of Assessment Design, Amanda Callen, and Talent Solutions Director, James Chorley, break down the issues and share practical strategies for securing your interview and assessment process in the age of Gen AI. Whether you’re concerned about AI’s impact on your current practices or looking to future-proof your process, this session covers pitfalls ahead and best practice you can implement immediately.

In this webinar, we’ll tackle:

  • Gen AI Disruption: Understanding how Gen AI actually impacts pre-recorded interviews and assessment processes
  • Smart Mitigation Strategies: Exploring dual assessment approaches to safeguard quality without compromising the candidate experience
  • Future-Proofing Your Process: Anticipating Gen AI advances to help with reviewing and adapting your assessment tools to stay ahead
  • Plus, you’ll get a free guide!

You’ll gain a comprehensive understanding of both the challenges to interviews and suggested solutions, leaving with concrete strategies to protect your recruitment process while embracing innovation.

 

Presenter Information:

Amanda Callen, CPsychol AFBPsS HCPC-registered FRSA

Amanda is a Chartered Psychologist and an HCPC-registered Practitioner Psychologist with over 30 years’ experience of working in occupational psychology consultancy and research within UK and global public, private and third sector organisations. 

She is an assessment design and strategy specialist, with a particular interest in diversity, inclusion and fairness in assessment methodologies, and in how AI and new technology is impacting assessment practice and reality.

Amanda is Head of Assessment Design at PeopleScout, where she leads the team of psychologists providing a range of psychology services, including evidence-based diagnostics, assessment data analysis and bespoke assessment methodology design, alongside our consultancy and partnership services.

James Chorley

James Chorley is a seasoned professional with over 16 years of extensive experience in the Recruitment Process Outsourcing (RPO) industry. As a Talent Solutions Director – RPO for PeopleScout, he has a proven track record of success in various facets of RPO, including implementation, first-generation RPO, early careers and assessment solutions. His expertise lies in forging strong client partnerships and delivering tailored recruitment strategies that drive success.

In addition to his RPO expertise, James has a robust background in learning and development. This unique combination enables him to design and implement comprehensive assessment solutions that not only identify top talent but also support their ongoing development and growth within organisations. His commitment to continuous improvement and innovation in recruitment processes sets him apart as a thought leader in the industry.

Aged Care Recruitment: 5 Strategies for Building a Compassionate Workforce 

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The aged care sector stands at a critical juncture, facing unprecedented demand as global populations continue to age. According to the United Nations, the proportion of individuals aged 65 and over is expected to increase from 10% in 2022 to 16% by 2050. This demographic shift has placed immense pressure on aged care services, highlighting the urgent need for effective aged care recruitment strategies to meet the growing demand for qualified caregivers. 

The challenges in aged care recruitment are multifaceted, ranging from a shortage of skilled workers to high turnover rates and a competitive job market. This article aims to explore these challenges and provide actionable strategies for improving recruitment in the aged care sector. By addressing these issues head-on, you can ensure high-quality care for the elderly in your community while creating rewarding career opportunities for caregivers. 

Understanding the Aged Care Sector 

Before delving into aged care recruitment strategies, it’s crucial to understand the diverse landscape of the aged care workforce. The sector encompasses a wide range of care options, including: 

  • Residential aged care facilities (nursing homes) 
  • Home care services 
  • Assisted living communities 
  • Respite care centers
  • Palliative care services 

Within these various settings, comprehensive care requires a variety of essential roles, from nurses to physiotherapists to administrative staff. Whether it’s for nursing home hiring or home health recruiting, each role requires a unique set of skills and qualifications. While some positions, such as RNs, demand extensive formal education and licensing, others like activity coordinators may not require certification. Regardless of the specific role, recruiters must assess all aged care workers for interpersonal skills, empathy, patience and a genuine passion for working with older adults. 

Current Aged Care Recruitment Challenges 

The aged care sector faces several significant recruitment challenges: 

  • Shortage of Qualified Staff: Many countries are experiencing a severe shortage of trained aged care workers and home healthcare workers. This shortage is exacerbated by growing demand for health services, including home health services, long-term care and aged care. 
  • High Turnover Rates: The aged care sector struggles with high turnover rates, often due to burnout, emotional stress and physically demanding work conditions. This level of churn creates a cycle of recruitment and training that strains resources. 
  • Competitive Job Market: With the expansion of healthcare services, aged care providers often find themselves competing for talent with hospitals, clinics and other healthcare facilities that may offer more attractive compensation packages or work environments. 
  • Changing Demographics of the Aged Care Workforce: As the current workforce ages, there’s a need to attract younger generations to aged care roles. However, many younger workers have different career expectations and may not initially consider aged care as a viable career path. 

5 Strategies for Effective Aged Care Recruitment 

To address these challenges, aged care providers must adopt innovative and comprehensive recruitment strategies. 

1. Develop a Strong Employer Brand 

Creating a compelling employer brand is crucial for attracting top talent for aged care staffing. This involves crafting a narrative that highlights your organization’s mission, values and the meaningful impact of aged care work on individuals and communities. Use various channels such as your website, social media and recruitment advertising to help your organization stand out as an employer of choice. 

To attract younger workers, develop a strong social media presence that showcases success stories of real employees, emphasizing personal growth, job satisfaction and the rewarding nature of caring for older adults through engaging content such as videos, employee testimonials and facility tours. Highlight career progression opportunities within your organization, demonstrating that aged care can offer long-term, fulfilling career paths.  

2. Update Recruitment Technology Platforms 

In today’s digital age, investing in your recruitment tech stack is essential for reaching a wide pool of potential candidates in aged care recruitment. Yet, many aged care providers are grappling with outdated recruitment systems that are ill-equipped to meet the demands of modern recruitment. Updating your tech stack can significantly enhance agility, streamline processes and provide the seamless candidate experience that today’s aged care professionals have come to expect.  

AI-powered sourcing tools can swiftly identify the most promising talent for various aged care roles, from nurses to physiotherapists, in a matter of minutes. Furthermore, advanced analytics equip recruitment teams with valuable data to refine strategies, allowing you to target the right candidates more effectively and improve retention rates in the challenging aged care sector.  

3. Implement Employee Referral Programs 

Employee referral programs can be a powerful tool for recruiting high-quality candidates to your aged care roles. When employees refer qualified friends, family members or professional contacts to open positions, hiring processes are often faster, recruitment costs are lower and retention rates are higher, as referred employees tend to have a more realistic understanding of the job and organization before joining. 

When implementing an employee referral program, it’s important to communicate the details of the program clearly to all employees and make the referral process as simple and straightforward as possible. Offer incentives for successful referrals, such as monetary bonuses, extra paid time off or other perks. Plan ways to regularly celebrate successful referrals to maintain enthusiasm for the program.  

4. Offer Competitive Compensation and Benefits 

Offering competitive compensation and comprehensive benefits packages is crucial for attracting and retaining top talent in this competitive space. Develop a comprehensive benefits package that addresses the diverse needs of your workforce, including health insurance, retirement plans and paid time off. Consider adding perks that can set you apart as an employer. Flexible scheduling options, wellness programs, professional development opportunities or tuition reimbursement for continuing education can go a long way to enticing talent to aged care. 

Regularly benchmark your salary offerings against industry standards to ensure you remain competitive. Beyond base salary, consider offering bonuses to motivate and reward exceptional performance. Remember that investing in your employees through competitive compensation and benefits can lead to higher job satisfaction, improved performance and lower turnover rates in the long run. 

5. Engage an RPO Partner for Aged Care Recruitment 

Recruitment Process Outsourcing (RPO) has emerged as a strategic aged care staffing solution for providers facing persistent recruitment challenges. For aged care organizations, RPO leads to faster hiring times, improved quality of hires and a more streamlined recruitment process overall.  

One of the key advantages of RPO in aged care recruitment is its scalability and flexibility, allowing organizations to quickly ramp up or down their recruitment efforts as needed. RPO providers in healthcare often bring a data-driven approach, offering valuable insights into recruitment metrics and market trends specific to the aged care sector. An RPO partner can also help develop your employer brand strategy, ensuring that your values and culture are effectively communicated to potential candidates. 

Choose an RPO partner with a deep understanding of the aged care sector’s unique challenges and requirements. When considering RPO, think about the level of outsourcing that best suits your needs, whether it’s a full-scale solution or a project-based approach for specific roles. With clear communication and well-defined performance metrics, RPO can be a powerful tool for aged care providers to enhance their recruitment capabilities and ensure they have the skilled workforce needed to provide high-quality care. 

Conclusion 

Effective aged care recruitment is not just about filling positions; it’s about building a sustainable, skilled and passionate workforce capable of providing high-quality care to our aging population. By implementing comprehensive recruitment strategies, embracing tech innovations, and collaborating with an RPO partner, you can address the current challenges and prepare for future demands. By embracing these strategies, aged care organizations can elevate the perception of aged care work, attract talented individuals to the field, and ensure that our elderly receive the compassionate, skilled care they deserve.  

Nurse Retention: Key Strategies for Tackling Turnover

Posted on by akessler

In today’s dynamic healthcare landscape, the challenge of nurse retention has emerged as a pivotal issue with far-reaching consequences. The ripple effects of nurse turnover extend beyond the immediate strain on existing staff, impacting patient outcomes, increasing wait times and potentially leading to the reduction or elimination of vital services. Plus, the financial burden of recruiting, hiring and training new nurses places significant pressure on healthcare organizations already grappling with tight budgets. 

Enhancing nurse retention has become an imperative for healthcare organizations seeking to maintain quality care and operational efficiency. In this article, we’ll explore nurse turnover trends and delve into practical strategies for nurse retention.  

What’s Driving Nurse Retention Challenges? 

To develop effective nurse retention strategies, it’s crucial to identify the primary drivers of nurse turnover. Recent years have seen a significant increase in nurses leaving the profession, with several key factors contributing to this trend: 

Pandemic-Induced Burnout and Workforce Shrinkage 

The strain of the COVID-19 pandemic, coupled with an already shrinking workforce, has led to unprecedented levels of burnout among nurses. This has resulted in a marked increase in turnover rates. The American Association of Colleges of Nursing reports that RN turnover rates in the U.S. rose from 17% in 2017 to 26% by 2021. Plus, over 25% of RNs indicate plans to retire or leave nursing within the next five years. 

Rising Labor Costs and Budgetary Pressures 

Healthcare organizations are grappling with increasing costs for salaries, benefits and contract staffing, exacerbated by nationwide labor shortages and inflation. This financial strain is further compounded by the heavy reliance on contract and travel nurses to maintain patient care standards. According to the American Hospital Association, the proportion of nurse labor expenses allocated to contract travel nurses skyrocketed from 4.7% in 2019 to 38.6% in January 2022. While travel nurses accounted for nearly a quarter (23%) of total nurse working hours, they represented nearly 40% of all nursing labor costs for hospitals. 

Impact on Staff Morale and Retention 

The increased use of traveling nurses, while necessary to address staffing shortages, often has unintended consequences on staff morale. Staff nurses can become aware of the significant pay disparities between themselves and travel nurses, which can create a cycle where more staff nurses leave for higher-paying contract or travel positions. 

Addressing these interconnected issues is essential for healthcare organizations aiming to create a more supportive and fulfilling work environment. By tackling the root causes of nurse turnover, organizations can work towards improving nurse retention rates and ensuring sustainable, high-quality patient care. 

How to Improve Nurse Retention: 5 Nurse Retention Strategies to Combat Turnover  

Here are some nurse retention strategies aimed at creating a supportive, engaging work environment that encourages long-term commitment and professional growth.   

1. Address Burnout Proactively  

Burnout is a growing challenge in today’s high-stress healthcare environment. Addressing it through tactics like regular check-ins and support systems for staff are crucial to identify issues before they lead to turnover. Offering on-going stress management and resilience training equips nurses with tools to cope with the demands of their roles.   

Moreover, creating a culture of appreciation can significantly impact job satisfaction and retention. But in our post-COVID reality, celebrating once a year for Nurses’ Week isn’t enough. Peer recognition programs and sharing patient success stories and positive feedback reinforces the meaningful impact of their work and reminds them why they got into the nursing profession.   

2. Support Work-Life Balance  

Another important part of addressing burnout and improving nurse retention is actively encouraging nursing staff to prioritize work-life balance. Embracing flexible working patterns can go a long way to helping nurses balance work and personal commitments and bounce back from stress. Consider compressed working hours, job sharing and set working days. Implement policies to prevent mandatory overtime where possible. Plus, allowing nurses to negotiate shifts that suit their needs and to rearrange their schedules among themselves can boost staff morale and job satisfaction.  

Consider adding benefits like on-site or subsidized childcare options or elder care support services. This can be a significant draw for nurses with young families and acknowledges the caregiving responsibilities many nurses face outside of work. Plus, providing opportunities to improve their own health and well-being by offering wellness programs and gym memberships as part of your benefits package ensures nurses have resources to help them cope with stress and improve self-care.  

3. Invest in Continuous Education and Skill Development  

Investing in continuous education and skill development is a win-win for both nurses and healthcare organizations. Providing on-site training for new technologies and procedures keeps staff current and engaged. Offering opportunities for nurses to attend conferences and workshops broadens their professional networks and knowledge base. For nurses, supporting them through reimbursing for obtaining additional certifications demonstrates your commitment to their career growth.  

To ensure your nurses don’t use their new professional development to look for a position elsewhere, it’s crucial that nurses know what career opportunities are available. Whether it’s a promotion or moving to support a different specialization, nurses want to know there’s a path for them within your organization.   

4. Implement Retention Bonuses  

Nurses have more options than ever, including working as a traveling nurse which often pays more. Competitive salaries, wage increases and bonuses are great ways to entice nurses to stay on staff.  

Implementing retention bonuses for nurses who remain with the organization long-term recognizes their commitment and can be an effective strategy to reduce turnover. Developing performance-based incentive programs can motivate staff and improve overall care quality.   

5. Engage in Regular Feedback and Improvement  

Engaging in regular feedback and improvement processes demonstrates a commitment to staff satisfaction. Conducting regular employee satisfaction surveys provides valuable insights into areas needing attention. Holding town hall meetings to address staff concerns fosters a sense of community and shared purpose. Implementing suggestion programs for workplace improvements empowers staff to contribute to positive change.  

6. Recruit for Nurse Retention 

Prioritizing long-term retention from the outset through healthcare recruitment is an often-overlooked nurse retention strategy. An experienced recruitment process outsourcing (RPO) partner can significantly enhance a healthcare organization’s nurse retention efforts. By leveraging their expertise in healthcare staffing trends and best practices, RPO partners can help develop and implement targeted recruitment strategies that attract candidates more likely to stay long-term. They can streamline the hiring process, reducing time-to-fill and ensuring a better candidate experience, which sets the stage for higher nurse retention rates.  

RPO partners can also provide valuable insights into market-competitive compensation and benefits packages, helping organizations stay attractive to both prospective and current employees. Furthermore, they can assist in implementing advanced analytics to predict turnover risks and identify retention opportunities. By managing the entire recruitment lifecycle, RPO partners free up internal resources, allowing your internal team to focus on creating a positive work environment and developing retention programs for nursing staff. 

👉 Learn more about the RPO advantage for healthcare. 

The Importance of Nurse Retention in Modern Healthcare 

Whether you’re a seasoned healthcare administrator, an HR professional navigating the complexities of healthcare staffing, or a nursing leader on the front lines, addressing nurse retention with these strategies will cultivate a resilient, dedicated nursing workforce capable of meeting the evolving healthcare needs of our communities. Organizations that prioritize their nursing staff’s well-being and professional growth will be best equipped to navigate the ongoing workforce challenges and provide exceptional care to their communities.   

Global Early Careers Recruitment Trends [Infographic]

Posted on by akessler

The landscape of early careers recruitment is undergoing rapid transformation. As we navigate through economic uncertainties and technological advancements, both employers and emerging talent face new challenges and opportunities.  

From the intensifying competition for top graduates to the shift towards skills-based hiring, the insights in our latest infographic will help you stay ahead in the evolving world of graduate and early careers recruitment.

Check out this infographic with key stats from the global early careers market. 

As our infographic illustrates, the early careers talent market is at a critical juncture. While competition for top talent intensifies and application volumes surge, many organizations are grappling with resource constraints and outdated tech stacks. However, the shift towards skills-based hiring presents a promising opportunity to tap into a more diverse talent pool. 

To thrive in this new landscape, employers must adapt their strategies to meet the expectations of Gen Z candidates while optimizing their recruitment processes. By leveraging the right technologies and focusing on skills over traditional metrics, organizations can position themselves as attractive destinations for emerging talent. 

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

Beginner’s Guide to Early Careers Programs 

Posted on by akessler

A well-designed early careers program is not just a nice-to-have—it’s a strategic imperative. As organizations vie for top Gen Z talent, those with robust, thoughtfully structured programs gain a significant edge. This article delves into the crucial elements of building a successful early careers initiative, and how engaging an RPO can help you structure your overall program and craft an effective early careers recruitment strategy. 

The following guide will explore how to create a program that not only attracts bright, ambitious graduates but also nurtures their growth, aligns with your business objectives, and builds a pipeline of future leaders. From rotational schemes and mentorship opportunities to innovative early careers recruitment tactics, we’ll cover the essential components of how an RPO partner can set your early careers program apart. 

The Impact of RPO for a Strong Early Careers Program 

Establishing a robust early careers program can be a complex undertaking, but partnering with an experienced recruitment process outsourcing (RPO) provider can significantly streamline the process. An RPO partner brings specialized expertise in designing and implementing comprehensive early careers initiatives, from structuring rotational schemes and mentorship programs to crafting tailored development pathways. They can help align your program with current industry best practices, ensuring it appeals to Gen Z talent while meeting your organization’s strategic objectives. 

Moreover, an RPO partner can revolutionize your early careers recruitment strategy, leveraging cutting-edge technologies and innovative approaches to attract top young talent. They can manage the entire recruitment lifecycle, from employer branding and candidate sourcing to assessment and onboarding, allowing you to focus on core business activities. By entrusting your early careers program to an RPO specialist, you’re not just filling entry-level positions—you’re investing in a scalable, future-proof talent acquisition strategy that will drive long-term organizational success and build a strong pipeline of future leaders. 

Considerations for Your Early Careers Program 

Before you can start thinking about how to recruit this dynamic generation, you need to think about how to structure your early careers program. Your RPO provider will guide you through some of the questions below as they help you create a blueprint for building your early careers program.  

Early Careers Program Structure 

  • What are the goals and objectives for your early careers program? Do you want to develop future leaders, or are you trying to find talent with particular skills?  
  • Have you created an early careers success profile? Who is the ideal early careers hire that will meet your program objectives and fit your company culture? What skills and capabilities do they need? What behaviors should they exhibit?  
  • What are your diversity targets for the early careers program? 
  • What will the program look like? Will early careers hires join a particular team or department? Or will they go through rotations with various departments before specializing? How long will each rotation last? What will they do during each rotation? 
  • How long is your early careers program? It could be one to three years, or even longer, depending on your objectives. 
  • Will you hire continuously for your early careers program or bring in annual or semi-annual cohorts? How big is each cohort? You’ll need to balance your program objectives with providing individualized attention and fostering connections. 
  • Do you have a dedicated early careers program coordinator? What about an executive sponsor or steering committee? 

Work Environment & Support Systems 

  • Where will your early careers talent work? Are they required to work from the office? Or are you open to hybrid working options to offer flexibility? 
  • How will you ensure retention of early careers talent? Mentoring programs that pair early careers talent with experienced professionals and buddy systems for peer-to-peer support are two ways to foster engagement, inclusion and community. 

Development Opportunities & Career Progression 

  • What training will your early careers talent need to be successful in the short and long term? Are these materials already created or do you need to develop them? Does the training take place in person, virtually or a hybrid? Do you need to invest in learning and development (L&D) technology? 
  • How will you measure the performance of your early careers talent? Gen Z loves feedback and will want to have career development discussions early and often. Your RPO partner can help ensure your managers and leaders are prepared with performance criteria and coaching frameworks. 
  • What is the career path for your emerging talent? Is there one set path for your program, or will it depend on the individual? Clearly outline potential career paths within the organization and ensure early careers talent know how to find opportunities for internal mobility once they’ve completed the program. 

Remember, an RPO partner will help you create a program that develops talent who align with your organization’s culture and strategic objectives. Plus, they will regularly review and adjust your program to ensure it remains relevant and effective in training and retaining top talent. 

Structuring Your Early Careers Recruitment Campaigns 

Once you know what your early careers program will look like, your RPO partner will then help you structure the recruitment process. Rolling and block campaigns are two different approaches to structuring early careers recruitment efforts. Both approaches have their merits, and some organizations use a hybrid model. The choice depends on factors like industry norms, organizational needs and the types of roles being filled. 

Rolling Campaigns  

In a rolling campaign, you recruit early careers talent throughout the year. Applications are accepted continuously, and candidates are evaluated as they apply. This means rolling campaigns can be more resource-intensive to manage and may make it harder to compare candidates directly. 

Benefits & Considerations for Rolling Campaigns: 

  • Flexibility for both employers and candidates
  • Ability to fill positions as needs arise 
  • Potentially shorter time-to-hire due to quicker responses and hiring decisions, which can keep candidates engaged 
  • Opportunity to capture top talent year-round 
  • Continuous recruitment aligns well with ongoing social media strategies, allowing for regular content and engagement opportunities 
  • Fewer applicants at a time means you can offer a more personalized recruitment experience, which Gen Z appreciates 

Block or Cohort Campaigns 

Block campaigns, also known as cohort recruiting, involve recruiting during a specific timeframe, often aligned with the academic calendar. For example, you might have an intern recruitment campaign in the spring to hire a cohort of summer interns, or you might hire in the spring to capture students as they graduate. Block campaigns are common in industries with predictable hiring needs and can be more efficient for processing large numbers of entry-level positions. 

Benefits & Considerations for Cohorts 

  • Set application deadlines and structured hiring cycles appeal to Gen Z’s desire for transparency and help them plan accordingly 
  • Great for internships and graduate programs that follow the academic calendar 
  • Creates a sense of urgency and competition among candidates inspiring them to put their best foot forward 
  • Allows for batch processing of applications making it easier to manage large volumes all at once 
  • Allows for group assessments centers or virtual events, which can showcase your company culture and allow candidates to interact with peers 
  • Can be perceived as fairer and more inclusive, which are important values for Gen Z 

Hybrid Approach 

Consider a hybrid model that combines elements of both rolling recruiting and cohort campaigns. It might look something like: 

  1. Main recruitment drives (cohorts) for graduate programs or internships 
  2. Year-round opportunities (rolling) for specific roles or departments 

    Benefits & Considerations of Hybrid Early Careers Recruitment  

    • Attracts a wider range of candidates, including those who may not align with specific cohort timelines  
    • May require additional resources and careful planning to manage both rolling and cohort recruitment simultaneously 
    • Can help distribute the recruitment workload throughout the year, potentially reducing stress on internal teams during peak periods  
    • May create challenges ensuring consistent assessment and selection processes across both recruitment methods 
    • May complicate budget forecasting for recruitment and training 

    RPO & Early Careers Programs 

    By partnering with an RPO, organizations can leverage their expertise to design comprehensive early careers programs that align with their strategic goals and resonate with Gen Z candidates. From innovative recruitment strategies to structured development paths, these programs offer a multifaceted approach to nurturing young professionals. Companies that invest in robust early careers initiatives will find themselves well-positioned to build a dynamic, skilled workforce capable of driving future success.  

    Banking on Talent: Sourcing Hundreds of Tech Pros for Financial Services 

    Posted on by akessler
    Banking on Talent: Sourcing Hundreds of Tech Pros for Financial Services

    Tech & Digital Talent for Financial Services

    Banking on Talent: Sourcing Hundreds of Tech Pros for Financial Services

    This financial services firm engaged their RPO partner PeopleScout for this three-month recruitment project to source in-demand technology pros for a digital transformation initiative.

    5 Days to Project RPO Launch
    1.5: 1 Interview to Offer Ratio
    46 Days from Application to Offer

    Situation 

    A leading financial services organization was undertaking a digital transformation project to adapt to how their customer wanted to bank—shifting from in-branch and to online and in-app. However, with demand for technology professionals in the UK increasing by more than 40%, the client needed support and asked PeopleScout to manage specialist hiring for five role profiles within their technology team, including customer journey managers, technical delivery managers and product owners.  

    The client required us to launch the project RPO immediately to meet their recruitment goals.   

    Solution 

    We mobilized a dedicated specialist tech recruiting team in just five days. The team included experienced tech recruiters which expedited the screening process. In parallel, we devised a recruitment marketing strategy utilizing job boards and social media campaigns to attract applications from qualified talent.  

    Our tech recruiters proactively sourced and headhunted candidates with in-demand technology profiles and in hard-to-fill locations. We supported the full candidate lifecycle including attraction, sourcing, sifting, screening, interview scheduling and offer management using the client’s ATS and other systems. Throughout the project we worked collaboratively with the client to respond to their changing requirements. 

    Results 

    During the three-month project, we conducted in depth, technical screening calls with over 430 candidates, and we were able to shortlist and present 297 qualified candidates for the roles—all while adhering to stringent financial services regulations. We achieved an interview to offer ratio of 1.5:1, and 94% of candidates who received offers accepted.  

    The client was happy with the consistent support they received from PeopleScout. They commended our commitment to innovative approaches and were pleased that we kept the project on track despite obstacles, all whilst prioritizing candidate experience. 

    At a Glance

    • COMPANY
      Financial Services Organization
    • INDUSTRY
      Financial Services
    • PEOPLESCOUT SOLUTIONS
      Recruitment Process Outsourcing, Talent Advisory
    • ABOUT THE CLIENT
      This financial service company is a long-time PeopleScout client, receiving RPO services for high-volume customer service roles, specialist professional hires and annual early careers campaigns.
    Let’s Connect

    Allied Health Recruiting & Retention Best Practices 

    Posted on by akessler

    With an aging population pushing demand for healthcare ever higher, allied healthcare professionals—physical and occupational therapists, medical laboratory scientists, dietitians and nutritionists, dental hygienists, optometrists, phlebotomists and many more—play crucial roles in the care, diagnosis and treatment of patients. However, healthcare organizations worldwide face significant challenges in recruiting and retaining these vital providers, potentially compromising patient care outcomes. To maintain high standards of care, it’s crucial for healthcare organizations to master the art of allied health recruiting and retention. 

    This article will explore common challenges as well as offer best practices for attracting top talent and creating an environment where allied health professionals can thrive. 

    Challenges in Allied Health Recruiting 

    Allied health recruiting faces several significant hurdles in today’s challenging environment as competition for allied health professionals continues to grow: 

    • Staffing shortages: Demand for allied health staffing often outpaces the supply of qualified candidates and there’s a lack of graduates in many allied health fields. With many organizations vying for the same pool of candidates, standing out can be difficult.  
    • High turnover rates: Turnover rates in healthcare are at an all-time high due to poor work-life balance, lack of career growth, and burnout, especially post-pandemic. Plus, a competitive job market makes it easy to job hop.  
    • Rising labor costs driven by reliance on allied health staffing agencies: In order to counteract staffing shortages and turnover and maintain a high standard of care, healthcare organizations are relying on costly allied health staffing companies to supply contract healthcare workers, driving up overall labor costs.   
    • Budget constraints: Offering competitive salaries and benefits to combat turnover while staying within budget can be a balancing act. Many allied roles are perceived as underpaid relative to the education required to perform them, encouraging allied workers to pursue higher paid clinical roles or opportunities outside healthcare. 
    • Pressure to diversify the allied workforce: In order to provide the best patient care, healthcare systems are increasingly under pressure to match patient demographics which are increasingly multicultural and multilingual.  
    • Evolving skill requirements: As healthcare technology and practices evolve, so do the skills required of allied health professionals. The increasing complexity of patient care requires more specialized knowledge.   
    • Geographic limitations: Some healthcare facilities, particularly those in rural or underserved areas, may struggle to attract candidates due to their location. Rural areas struggle to attract and retain allied health professionals. Urban areas often have higher living costs, making it difficult for these lower-paid roles.  
    • Compliance demands: Extra care must be taken around credentialing and licensing checks for the allied workforce.  
    • Legacy recruitment technology: Healthcare organizations may struggle with old, legacy recruitment technology that is no longer fit for purpose—or not have a recruitment tech stack at all.  

    Best Practices for Allied Health Recruiting & Retention 

    Let’s dive into some game-changing allied healthcare recruiting solutions to help you overcome these challenges: 

    Showcase Your Unique Culture 

    Don’t just tell potential candidates about your workplace—show them! Instead of simply describing your environment, use social media and your website to provide a behind-the-scenes look at your team in action. Consider creating video testimonials from current employees or virtual facility tours to help potential candidates envision themselves as part of your organization.  

    Another area to showcase is learning and development and recognition. Ongoing education opportunities, conference attendance and skill development programs are all great topics for recruitment content. Additionally, showcase outstanding performers on your social media channels, from an employee-of-the-month or someone who’s gotten special kudos from a patient. This will show potential employees that you’re invested in your team’s growth and job satisfaction. 

    Offer Competitive Compensation Packages 

    It’s not just about the salary. Consider offering unique perks that set you apart, such as student loan repayment assistance, schedule flexibility, wellness programs or even sabbaticals for long-term employees. These benefits can make a significant difference in attracting and retaining top talent. Remember, you’re not just filling a position; you’re investing in a long-term relationship. 

    Streamline Your Recruitment Process 

    In the fast-paced world of healthcare, time is of the essence. Make your application process quick, mobile-friendly and frictionless. The easier it is to apply, the more top-notch candidates you’ll attract. Consider implementing a one-click apply option or allowing candidates to apply with their LinkedIn profiles. Remember to keep candidates informed throughout the process with automated updates and clear timelines. 

    Leverage Technology 

    Healthcare talent acquisition teams often struggle with legacy recruitment technology that hasn’t kept up with modern candidate expectations. Consider implementing AI-powered tools to screen résumés, chatbots to answer candidate questions and video interviews to connect with applicants from anywhere. These tools can help keep top candidates engaged and ensure no promising applicants fall through the cracks. 

    Create a Robust Onboarding Program 

    First impressions matter. Creating a robust onboarding program is essential for setting new allied health professionals up for success. Onboarding should extend to include check-ins at 30, 60 and 90 days, ensuring new hires feel supported as they integrate into your organization. Complement this with a mentorship program that pairs new hires with experienced team members. This approach not only helps newcomers learn the ropes but also builds relationships and fosters a sense of belonging. 

    Beyond the onboarding phase, regular communication is key to retaining allied health professionals. Instead of relying solely on annual reviews, implement a system of frequent check-ins. Whether it’s quarterly performance discussions or more informal conversations, ongoing dialogue allows you to catch and resolve issues early, keeping your team engaged and satisfied. By addressing potential concerns promptly, you can prevent minor issues from escalating into turnover, ultimately creating a more cohesive and stable team environment. 

    Showcase Clear Career Paths 

    Show potential allied health professionals where they can go within your organization. Clear career paths demonstrate that you’re invested in their long-term success. This could include leadership tracks, specialization opportunities or even paths to different roles within the organization. Make sure to discuss these opportunities during the recruitment process and showcase them in your attraction materials. 

    Consider RPO for Allied Health Recruiting 

    Another option to improve your allied health recruiting outcomes is to engage a recruitment process outsourcing (RPO) partner. RPO recruiting for allied health can help you implement strategies to combat challenges and improve your ability to attract, recruit and retain top allied health professionals. This collaborative approach allows internal HR teams to focus on strategic workforce initiatives while the RPO partner handles the day-to-day allied health recruitment challenges. 

    Healthcare recruiting is dynamic and ever evolving. With persistence, creativity and the support of an RPO partner, you can build a strong, engaged allied health recruiting program that drives excellence in patient care.