Category: Talent Advisory

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

Posted on by akessler

[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

Posted on by akessler

[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 

Posted on by akessler

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

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

Understanding the Aged Care Sector 

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

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

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

Current Aged Care Recruitment Challenges 

The aged care sector faces several significant recruitment challenges: 

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

5 Strategies for Effective Aged Care Recruitment 

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

1. Develop a Strong Employer Brand 

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

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

2. Update Recruitment Technology Platforms 

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

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

3. Implement Employee Referral Programs 

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

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

4. Offer Competitive Compensation and Benefits 

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

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

5. Engage an RPO Partner for Aged Care Recruitment 

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

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

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

Conclusion 

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

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.  

    Why Small and Medium Enterprises Should Consider Recruitment Process Outsourcing

    Posted on by akessler

    Small and medium-sized enterprises (SMEs) face unique challenges in attracting and retaining top talent. Limited resources, lack of dedicated recruitment teams, and the need for agility in hiring can often put smaller businesses at a disadvantage.  

    That’s where Recruitment Process Outsourcing (RPO) comes in— a versatile strategy that businesses of all sizes can leverage to their advantage.  

    Yes, we’re here to dispel the misconception that RPO is a luxury reserved for large enterprises with deep pockets. By offering scalable, expert-driven talent solutions, RPO providers are leveling the playing field. They bring enterprise-grade hiring practices within reach of SMEs, allowing them to compete for talent on par with larger corporations.  

    Let’s explore how RPO is reshaping the talent landscape for businesses of all sizes. 

    The Shifting Landscape of RPO 

    Data from Everest Group’s 2024 State of the Market report highlights a striking trend: the proportion of new RPO deals involving smaller organizations has increased in recent years with both midsized (35%) and small (34%) buyers over taking large (31%) buyers. This significant shift underscores the growing recognition among SMEs of RPO’s value in scaling hiring efforts and navigating an unpredictable labor market. 

    Leading providers are offering more flexible, short-term solutions designed to address immediate needs without the lengthy implementation periods traditionally associated with RPO. For instance, modular solutions like PeopleScout’s Amplifiers™ and our ready-to-go RPO solution, Accelerate™, allow smaller enterprises to harness the power of RPO faster. These innovations are making RPO more accessible and responsive to the dynamic needs of growing businesses, further democratizing access to professional recruitment expertise. 

    Debunking the “Big Business Only” Myth: Why SMEs are Embracing RPO 

    The notion that RPO is exclusive to large enterprises is a myth. In reality, RPO can be particularly effective for SMEs experiencing rapid growth or expanding their geographic reach. Here’s why: 

    • Unmatched Expertise: RPO providers bring a wealth of experience gathered from working with diverse clients across many industries. Smaller companies gain access to seasoned recruiters, best practices and industry insights to help them compete for top talent. Plus, an RPO partner will help you develop and refine your recruitment processes, setting a foundation for sustainable growth. 
    • Scalability and Flexibility: As you scale, an RPO solution will adapt to your fluctuating talent needs. Whether you need to ramp up hiring quickly for a new product launch or scale down during slower periods, RPO offers an agility that you can’t replicate in-house.  
    • Time-Saving Efficiency: By taking on time-consuming tasks like sourcing, interview scheduling and candidate management, RPO partners free up your internal teams—from HR to hiring managers—to focus on strategic priorities and business objectives.  
    • Cost Management: RPO streamlines processes and leverages cutting-edge recruitment technologies, often resulting in significant cost savings and more manageable recruitment spend compared to maintaining a full-time in-house team or relying on traditional staffing agencies.  
    • Access to the Latest Technology: Speaking of technology, leading RPOs have their finger on the pulse of the ever-expanding talent tech marketplace. Look for a partner who offers technology consulting to advise on how to capitalize on your existing recruitment tech stack or to recommend new tools to introduce more automation, analytics and innovation for better candidate experience.  
    • Enhanced Candidate Experience: RPO providers excel at creating a memorable candidate journey, from initial contact through onboarding, ensuring a positive experience that reflects well on your brand.  

    Is RPO Right for Your Business? 

    If you’re a small or medium-sized business looking to scale, improve your hiring processes, or simply manage recruitment more effectively, RPO is worth considering. The key is finding an RPO partner that will take the time to understand your unique needs and will tailor a solution to align with your company’s goals and culture. 

    PeopleScout’s RPO solutions provide value for businesses of all sizes. We’re not just focused on filling positions; we’re here to help you build a talent acquisition strategy that can drive your business forward. Whether you’re a startup looking to make your first key hires or a mid-sized company aiming to optimize your recruitment process, PeopleScout RPO might be just what you need. Let’s connect! 

    Skills-Based Assessment: Where Potential Surpasses Pedigree

    Posted on by akessler

    Skills profiles across industries have already changed dramatically and will continue to evolve at breakneck speed. In the next 15 years, we’ll see a staggering change in the skills required to perform our work. The mismatch between the demands of the future workforce and traditional recruitment practices emphasizes why skills-based hiring strategies are now mission critical. To address these shifts, organizations must take a more nuanced approach to the evaluation of a candidate’s abilities. A skills-based assessment can provide a comprehensive profile of a candidate’s capabilities, allowing talent acquisition leaders to understand not just if someone can perform a role but their potential for future growth. 

    So, how can organizations effectively incorporate skills assessments into their talent acquisition strategy? This article will cover types of skills-based assessments, the benefits and some tips on how to get started.  

    The Limitations of Old Evaluation Methods 

    For decades, a candidate’s educational qualifications and work history served as proxies for their potential job performance. Hiring managers relied on academic degrees and years of experience to determine if someone had the necessary knowledge and abilities to succeed in a role. Traditional methods of evaluating candidates based solely on educational credentials and work experience are becoming increasingly ineffective in predicting job success. 

    Research shows these résumé- or CV-based evaluation methods have significant flaws: 

    • Educational attainment does not always equal job performance. A recent study revealed that 72% employers don’t see a degree as a reliable signal for assessing the skills of a candidate. Yet, 52% are still hiring from degree programs because it’s considered a less risky choice.  
    • Work experience becomes an unreliable indicator as jobs evolve. As skills requirements change, years spent in a role does not mean someone has the skills needed for that same role in the years to come. 
    • These methods exhibit bias and lack diversity. Over-reliance on education disqualifies capable candidates who lack degrees for socioeconomic reasons. According to Deloitte, a third of Gen Zers and millennials say they decided not to pursue higher education with the leading reason being financial constraints. 

    Defining Skills for Your Organization 

    The term “skill” is broad and encompasses every type of characteristic or capability that could be needed by employees to do a great job in a role. Capturing and defining skills requirements across your organization is an essential first step for developing a skills-based model. 

    So, what skills should companies look to define? Skills fall within three categories:  

    • Hard Skills / Technical Skills: These are the expertise areas like programming languages (i.e., python, Java), data analysis, financial modeling, and other role-specific knowledge. While they’re crucial for many jobs, they actually make up a small fraction of the overall skills picture.  
    • Soft Skills: Often undervalued, soft skills like problem-solving, emotional intelligence, communication and critical thinking are the grease that allows hard skills to operate smoothly. For most roles outside of niche specialties, these human skills make up the vast majority of what’s needed for success.  
    • Values Alignment and Organizational Fit: Less about executing the day-to-day work, this is about whether someone’s personality, mindset and motivations mesh with the company culture and values. It’s about determining if the candidate embodies the attitudes and behaviors you want to see in the role and at your organization. 

    Making the effort to align on the skills needed for each role across your organization will not only ensure the success of your skills-based assessment transformation but will also support learning and development, career pathing and talent management. 

    Types of Skills-Based Assessment 

    As part of a skills-based hiring strategy, skills assessments focus on a candidate’s demonstrated skills and competencies rather than traditional qualifications like education, years of experience or work history. Skills-based assessments help you map a candidate’s skillset to a role’s requirements, gauging whether someone can actually perform well according to the role’s core skills. It also helps you judge candidates objectively, removing barriers for underrepresented groups, and find the best match for the job.  

    Different types of skills-based assessments provide a more predictive and holistic view of talent, including: 

    Hard Skills  

    Skills assessments that measure hard skills help you evaluate technical capabilities like programming, data analytics, writing and more that power performance in specific job tasks. 

    Hard skills-based assessment examples: 

    • Coding tests: For technical roles, coding tests can assess a candidate’s programming skills, problem-solving abilities and familiarity with specific languages or frameworks. 
    • Simulations: Hands-on simulations or role-playing exercises can assess a candidate’s ability to perform specific job-related tasks, providing insights into their practical skills and competencies. 

    Soft Skills

    Skills-based assessment for soft skills help identify transferable abilities like communication, problem-solving and emotional intelligence that enable workplace success. 

    Soft skills-based assessment examples: 

    • Situational judgement test: SJTs present candidates with multiple job-related scenarios and asks them to choose the most appropriate response from a list of options. Having an SJT as part of your assessment center lets you evaluate candidates’ performance against real-world scenarios. Plus, candidates get a better feel for what the day-to-day job would look like.  
    • Case studies: Presenting candidates with realistic business scenarios or case studies can evaluate their analytical thinking, decision-making and problem-solving capabilities in ways relevant to the job. 
    • Interviews: Asking in the interview about preferred approach and style allows the candidate to self-report.  

    Values Fit  

    Values fit assessment measures alignment between a candidate’s outlook and company culture, which can impact employee engagement and retention. 

    Values fit assessment examples: 

    • Values questionnaires: Values questionnaires are designed to measure a candidate’s values, beliefs and motivations to help you understand what drives a candidate and how well their values align with your company’s culture and mission. However, hiring managers may feel confident when they see a candidate’s values in action, i.e., when observing values-based behaviors in assessment center exercises. Alternatively, values-based questions can be included in an interview. 
    • Personality assessments: While not directly assessing skills, personality assessments can provide valuable insights into a candidate’s work style, preferences and potential cultural fit within the organization. 

    Benefits of Skills-Based Assessments

    Embracing skills-based assessment helps you move beyond the limitations of evaluating based on past experience to focus on present potential. Here are some of the benefits: 

    Delivering Value to Candidates 

    Skills assessments should provide clear value to candidates as well as the organisation: 

    • Creates Transparency for the Candidate 
      When the assessment outputs feed directly into the interview process, the candidate has a more personalized experience, making the interview feel more collaborative. Plus, candidates see how their effort during the assessment center connects to the actual role.  
    • Provides an Opportunity for Development 
      Skills assessments can become a career development tool. Even if the candidate doesn’t get the job, they gain visibility into their skills gaps and useful insight into building their skills for the future. 

    Delivering Value to Employers 

    Skills-based assessments also offer several advantages to employers over old evaluation methods: 

    • Better Prediction of Performance 
      Skills-based assessments provide better insight into on-the-job capabilities than education or experience alone, creating evidence-based, less biased hiring decisions. 
    • Creates Wider Talent Pools 
      Assessing for skills uncovers capable candidates regardless of their background, helping you tap into talent you would have otherwise overlooked. 
    • Facilitates Internal Mobility 
      Skill assessments aren’t just for recruiting. They can assist with identifying reskilling needs in your existing workforce, driving internal mobility and increasing retention. 
    • Data-Driven Decisions 
      Leveraging data from your skills assessment allows for analyzing gaps, workforce planning and building career pathing and development programs. 

    Making the Shift to a Skills-Based Assessment Strategy 

    While the benefits are clear, many organizations struggle with how to effectively implement skills-based assessment. The following section outlines key steps and considerations for successfully integrating assessments into your hiring process. From identifying critical skills for each role to selecting appropriate assessment tools and training hiring managers, these guidelines will help your organization make a smooth and effective transition to skills-based hiring.  

    1. Create Stakeholder Buy-In  

    The first step in moving toward skills-based assessments is communicating with hiring managers and leadership the “why” behind skills assessments and how they benefit candidates and the business. This will help you down the line when it comes to adoption of skills-first evaluation amongst hiring manager and recruiters. Make sure you address any concerns around changes to legacy processes and discuss ways to integrate skills data into hiring workflows and systems. 

    2. Define Your Desired Skills and Competencies 

    To effectively implement talent assessments in a skills-based hiring strategy, organizations must first clearly define the desired skills and competencies your business is looking for. Skills-based assessments can be implemented at different levels: 

    • Role-Specific: Assessments directly tailored to the particular skills profile needed for success in a given job. Candidates are measured against a target skills benchmark. 
    • Organization-Wide: A broader evaluation of a candidate’s skills compared to the general abilities the company needs in its workforce. This enables skills mapping and planning beyond just filling an immediate role. This is a more strategic approach for organizations already comfortable with a skills-based approach, as all roles in the organization require mapping against a full set of potential competencies.  

    This process should involve input from hiring managers, current and past successful employees and other stakeholders to ensure a comprehensive understanding of each role’s requirements.  

    3. Choose the Appropriate Assessment Tools  

    With the desired skills and competencies identified, you can then select the appropriate assessment tools that best measure those abilities. This may involve implementing off-the-shelf assessments, developing custom assessments or a combination of both. There are many tools to choose from, so to avoid being overwhelmed, consider engaging a Recruitment Process Outsourcing (RPO) partner. PeopleScout’s assessment team features assessment psychologists that specialize in helping organizations determine the right tools for their talent program.  

    4. Facilitate Change Management  

    Once you’ve put skills-based assessments into practice, make sure you have training in place on the interpretation of your skills-based assessments output and how hiring managers should use this in their hiring decisions. You should also capture and share data with hiring managers and leadership to show the benefits of the change.  

    Skills-Based Assessment & The Future of Work 

    The accelerating pace of technological change means organizations can no longer rely on backward-looking education and experience signals alone to build teams. In the decades ahead, skills will only become more central in attracting, developing and deploying talent.  

    An experienced RPO partner can be instrumental in helping organizations transition to and optimize skills-based assessments. RPO providers can help you identify the most relevant assessment tools for specific roles, integrate these seamlessly into your hiring process, and train internal teams on interpreting assessment results and using them effectively in hiring decisions. With an RPO partner, organizations can more efficiently adopt skills-based hiring practices, building strategic advantage in navigating the future of work. 

    Learn more about our award-winning talent assessment solutions.