Category: Talent Advisory

Embracing Neurodivergent Talent

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Embracing Neurodivergent Talent

PeopleScout & Jigsaw Australia have partnered to provide an inclusive recruitment solution to support organizations in harnessing the incredible potential of neurodivergent talent.

Download this fact sheet to learn more about this exciting recruitment solution.

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Learn more about PeopleScout RPO and get answers to frequently asked questions (FAQs).

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Dig into More Talent Insights

5 Signs Your Organization Needs RPO 
Articles

5 Signs Your Organization Needs RPO 

Your workforce is crucial for organizational success. However, many companies find themselves struggling with the complexities and challenges of modern recruitment. That’s where Recruitment Process Outsourcing (RPO) comes in—a strategic solution that can transform how organizations approach hiring.   So, is RPO is right for your company?   This article explores five key indicators that it’s time…

Ultimate Recruitment Process Outsourcing Toolkit
Toolkit

Ultimate Recruitment Process Outsourcing Toolkit

Our complete six-piece toolkit gives you the essential information on how RPO can boost your recruitment outcomes.

Get the Kit
Recruitment Process Outsourcing (RPO) Buyer’s Guide
Buyer’s Guide

Recruitment Process Outsourcing (RPO) Buyer’s Guide

Check out this in-depth exploration of RPO and how it can help you achieve your recruitment goals.

Get the Guide

Early Careers Recruitment: Meeting Gen Z’s Expectations

Posted on by akessler

Early careers recruitment is undergoing a seismic shift as Generation Z enters the workforce en masse. Gone are the days of one-size-fits-all early careers hiring strategies. Gen Zers aren’t shy about demanding more—more purpose, more flexibility, and more growth opportunities. Organizations who can navigate these expectations will win the hearts of Gen Z in the workplace.  

Meeting these expectations isn’t just about filling entry-level positions; it’s about future-proofing your organization. In this new landscape, companies that crack the code of Gen Z recruitment will gain a significant competitive edge. Let’s explore some of Gen Z’s expectations and ways you can revolutionize your early careers recruitment to attract and retain the brightest minds.  

Consumer-Like Experiences in Early Careers Recruitment 

This generation and mobile devices go hand-in-hand—literally. They’re accustomed to digital consumer brand experiences delivered through online platforms and mobile apps.  

Organizations that present tech-powered experiences throughout their recruitment process will get ahead with Gen Z. Consider incorporating:  

  • Mobile-enabled application processes with personalized and automated workflows 
  • Peer-driven recruitment content on socials 
  • Booking and confirming interviews via text message 
  • Tailored email campaigns and meaningful communications that provide hints and tips and explain timelines clearly 

However, just because they’re digital-first, doesn’t mean Gen Zers don’t appreciate a human touch, so personalization is a must-have with regular check-ins from human recruiters to ease anxiety and build connection.  

Authentic Storytelling 

Gen Z job seekers trust employees three times more than the company to provide credible information on what it’s like to work there. They want to hear from their peers, real people who can share their lived experiences in the program or at your organization. Focus on employee generated content rather than highly staged and polished marketing content. 

Featuring existing employees as brand ambassadors in early careers attraction content will help build trust and authenticity. Plus, it will help candidates see themselves in the role. 

Opportunity to Demonstrate Potential 

When it comes to early careers talent, their lack of experience makes it hard for employers to differentiate between candidates using résumés and CVs alone. Using a CV-blind approach, where only the critical requirements are assessed, helps to reduce unconscious bias and level the playing field. 

Emerging talent tends to struggle with competency-based questions and may have difficulty understanding how their studies could apply to a given role. And often, those candidates excelling in competency-based questions have utilized generative AI tools like Chat GPT or coaching from their careers service—which can result in an inauthentic assessment of the individual. 

Struggling to give evidence of a skill or behavior (i.e., competency questions, “tell me about a time when…”) when there is a lack of experience, doesn’t mean there is a lack of the potential. Leveraging realistic job previews, skills-based assessments or job simulations and situational-based interview questions gives emerging talent a feel for the job by showing them a snapshot of the real-life, day-to-day tasks of the role and the working environment. They are effective screening tools, giving candidates an opportunity to show how they might perform and demonstrate their potential. This helps level the playing field, and it can reduce early attrition by setting the right expectations from the start. 

Receiving & Giving Feedback 

What Gen Z lacks in experience, they make up for in enthusiasm. They’re keen to learn and grow and seek feedback in everything they do. While a candidate may or may not receive a job offer, feedback that they can use as they move forward in their career is the next-best outcome. 

Often, candidates may receive a generic email or—even worse—no communication at all. When they’ve invested a considerable amount of time and effort into an organization, no feedback can leave a bad taste. At every stage, taking the time to provide personalized feedback gives candidates actionable steps that they can take going forward in the process, or if they’ve been rejected, that they can use to apply to your company again in the future. If the candidate was a close match, the feedback you provide could help them become the ideal candidate in your next cohort. 

Additionally, with their consumer experience, Gen Z are keen to give feedback. In the absence of a mechanism for feedback, disgruntled candidates can take to social media and student forums to share their experiences and damage your employer brand. Instead, ask for feedback via a candidate experience survey like a Net Promoters Score (NPS) survey, which will allow you to measure your candidate experience and act on the feedback. In addition, monitor your social media platforms and forums and respond to demonstrate that you’re listening and taking it seriously. You may even consider offering candidates a means of contact via a dedicated email inbox and respond to any feedback you receive in a meaningful way. 

Leveraging RPO Expertise for Early Careers Recruitment  

Adapting your early careers recruitment to meet Gen Z’s expectations can be a complex undertaking, but you don’t have to go it alone. An experienced recruitment process outsourcing (RPO) partner can be instrumental in revolutionizing your approach. These specialists bring a wealth of knowledge about the latest recruitment trends, technologies and Gen Z preferences. An early careers talent solution can help you redesign your recruitment processes, craft compelling employer branding strategies and implement cutting-edge assessment techniques that resonate with emerging talent. Moreover, an RPO partner can provide the scalability and flexibility needed to handle fluctuating recruitment volumes, ensuring you’re always ready to capture top Gen Z talent.  

By leveraging an RPO provider’s expertise, you can quickly transform your early careers recruitment program into a powerhouse that not only attracts Gen Z candidates but also sets the stage for building a pipeline of talent that will drive your company’s future success. The organizations that adapt now will reap the rewards of a diverse, skilled and motivated workforce for years to come.

Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment 

Posted on by akessler

Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment 

The future of work isn’t coming—it’s already here, and it’s powered by Generation Z.

Born into a world of uncertainty, Gen Z isn’t just adapting—they’re rewriting the rules. These digital natives are bringing fresh perspectives, unmatched tech-fluency and a hunger for meaningful work. But they’re also demanding authenticity, flexibility and a real commitment to social impact.

Can your organization keep up?

From TikTok-worthy employer branding to creating a workplace that balances purpose with work-life harmony, this ebook, Navigating the Gen Z Era: Insights for Effective Early Careers Recruitment, is your roadmap to successfully recruiting and retaining the Gen Z powerhouse.

In this ebook, you’ll discover:

  • What makes Gen Z tick: Understand their unique values and career expectations
  • Why your outdated recruitment tactics are falling flat with this generation
  • Strategies to align your early careers program with Gen Z’s values and expectations

Download your copy today for expert tips for reimagining your early career recruitment program to become a Gen Z magnet.

Supporting Annual Graduate Recruitment for a Government Agency 

Posted on by akessler
Supporting Annual Graduate Recruitment for a Government Agency

Early Careers Recruitment

Supporting Annual Graduate Recruitment for a Government Agency

PeopleScout supports the assessment center for a UK government agency’s annual graduate recruitment campaign for policy advisors to ensure candidate quality and fairness.

3,500 + applications assessed
140 candidates supported in assessment centers
4 weeks of assessment centers completed

Situation 

This UK government agency runs an annual graduate recruitment campaign to hire quality early careers talent across their policy advisor team. They turned to PeopleScout to ensure this process remained consistent, fair and unbiased.  

Solution 

The PeopleScout talent assessment team supports the agency’s graduate recruitment program each year, continuously improving campaigns year-on-year.  

Prior to the assessment center, PeopleScout organizes assessors to sift written exercises. Successful candidates then complete a bespoke Situational Judgement Test, which we designed specifically to assess how candidates would respond in true-to-life scenarios that employees will encounter in their roles at the agency. This sifts out approximately 30% of applicants who would be unlikely to succeed at the assessment center. 

Candidate then complete the assessment center, for which we provide assessors. The assessment includes a variety of exercises like role plays, interviews and structured policy conversations. These are freshly designed by the client each year, and PeopleScout supports by reviewing the materials for consistency and best practice.  

Our experienced assessment team provides an end-of-campaign analysis, adverse impact analysis and recommendations for continual improvement. For example, off the back of these recommendations, we worked collaboratively with our client to host the assessment centres through part of our Affinix® total talent suite to create a smoother candidate and assessor experience in their virtual assessment centers.  

Results 

For this annual graduate recruitment campaign, PeopleScout assessed 3,697 applications, with 140 people completing the assessment center over four weeks. Ultimately, 53 candidates went on to work for the agency.  

At a Glance

  • COMPANY
    UK Government Agency
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory, Affinix
  • ANNUAL HIRES
    50+ graduate policy advisors
  • ABOUT THE CLIENT
    This UK government agency employs over 3,000 civil servants.
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Creating a Values-Based Interview Framework for More Equitable Hiring

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Creating a Values-Based Interview Framework for More Equitable Hiring

Talent Consutling

Creating a Values-Based Interview Framework for More Equitable Hiring

This UK airport wanted to create a more standardised process for interviews based on their organisational values. As their long-time RPO partner, PeopleScout’s Assessment Design team created a values-based interview framework to support hiring for six levels of seniority from entry level to director.

Situation 

The airport’s talent acquisition leaders noticed that different teams across their organisation were conducting different types of interviews. They wanted to create a standardised process for interviews, which both measured potential and ensured fairness. They also wanted to embed their company values into their assessment process to secure talent who are in alignment with their organisational culture. 

This company turned to their RPO partner, PeopleScout, to transform their values into a multi-level interview framework.  

Solution 

Our Assessment Design team got to work conducting desk research into the client’s existing values and created a template which was populated throughout the project. Consulting with the client in an iterative way, the designers set clear definitions for the values and created a collection of questions for each value. The client’s team reviewed a variety of options for interview question styles and decided what worked for them.  

These questions also corresponded to six levels of seniority—from entry level to director—totalling 36 banks of question. The question banks were organised in such a way that interviewers at the organisation could easily pick and mix questions for their needs. We also delivered scoring criteria to ensure fairness for all candidates.  

Results 

In the recruitment process, the new values-based interview framework has standardised and streamlined the interview stage. Now, our client is building the questions into an internal tech platform to make the interview process even easier for hiring managers.  

Beyond recruiting, the new framework has applications across the entire organisation to help employees understand how the organisation’s values are manifested in their role. This has catalysed a cultural change within the organisation as employees at all levels are thinking more about how they embody this company’s values in their daily work.  

At a Glance

  • COMPANY
    UK Airport
  • INDUSTRY
    Travel & Tourism
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory
  • ABOUT THE CLIENT
    This UK airport has nearly 75,000 employees, making it one of the country’s largest single-site employers.
Let’s Connect

[On-Demand] Hype or Happening? What Our Data Tells Us About AI in Recruiting

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[On-Demand] Hype or Happening? What Our Data Tells Us About AI in Recruiting

 

We are bombarded with hype about the disruptive power of Generative AI, or Gen AI, on recruitment, including doom-laden, worst-case scenario predictions and claims that our existing talent assessment methods are already obsolete.

It is hard to make sense of all this to come to informed decisions about how we should respond to the new era of Gen AI. Much of what we see and hear is based on opinions, and the research reported focuses on the potential to disrupt rather than revealing the reality of what is actually happening right now.

At PeopleScout, we have responded to this confusion and lack of useful evidence by doing our own research. We wanted to look for evidence of real use cases and impact of Gen AI on job changers and live assessments—and what we found shines a different light on how candidates are using Gen AI in the real world.

In this webinar, we:

  • Debunk common myths and hype about Gen AI in recruiting.
  • Present real-world data and use cases of Gen AI’s impact on job seekers and assessments.
  • Offer actionable insights to help you navigate the evolving landscape of recruitment technology.

 

Revolutionizing Healthcare Staffing: The RPO Advantage

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Revolutionizing Healthcare Staffing: The RPO Advantage

Attracting and retaining top talent is a massive challenge in today’s competitive healthcare landscape. Unlike other sectors, a miscalculation in hiring the wrong candidates can have severe consequences for patients.

That’s where Recruitment Process Outsourcing (RPO) comes in.

In this ebook, Revolutionizing Healthcare Staffing: The RPO Advantage, you’ll discover how RPO can revolutionize your healthcare organization’s talent acquisition strategy. We’ll explore:

  • The unique hiring challenges facing the healthcare industry and how RPO addresses them head-on
  • The benefits of partnering with an RPO provider, from cost savings to improved candidate quality
  • Real-world case studies showcasing RPO’s impact in healthcare settings

Join the growing number of forward-thinking healthcare talent acquisition and HR leaders who have partnered with RPO providers to stay ahead of the competition. Download our ebook today!

Changing Perceptions Across Asia with a New Employer Brand for a Beverage Manufacturer 

Posted on by akessler
Changing Perceptions Across Asia with a New Employer Brand for a Beverage Manufacturer

Employer Branding in Asia

Changing Perceptions Across Asia with a New Employer Brand for a Beverage Manufacturer

A global beverage manufacturer and distributor engaged PeopleScout for a localized EVP and employer brand to boost their reputation amongst emerging talent in several markets across Asia.

Situation 

This global beverage manufacturer and distributor engaged in an internal strategic review of their corporate vision and purpose, which led to looking at their corporate brand and strategy for the future. The company’s people and culture team delved into how to ensure everyone in the organization is aligned with the strategy and how they could contribute to the business’s future success. Having developed a global employer value proposition (EVP) to support the strategy, a critical part of the roll out was to ensure it resonated with the specific cultural nuances of the APAC labor market, spanning such diverse countries as China, Japan, South Korea, India and Vietnam.  

The client engaged PeopleScout’s Talent Advisory team to localize their overarching EVP and employer brand to make it relevant for the candidate audience in each APAC market. It needed to be flexible in order to help them navigate cultural differences, target specific talent segments and address local recruiting challenges. 

The majority of the organization’s recruitment in APAC is for early careers and graduate talent, with roles in sales, marketing, product development, technology, consumer insights and more. There were five main challenges at play: 

  1. Emerging talent viewed working for this organization as a short-term option, not as a destination for a long-term career. Misperceptions about consumer goods brands in the region meant that people saw the beverage manufacturer as a place where early careers talent thrives, rather than where all talent thrives.
  2. In some Asian markets, there’s a lot of pressure on early careers employees to choose the right career. The consumer goods industry is not seen as a prestigious career path. 
  3. Cultural sensitivities around alcoholic beverages—which this client specializes in—created an additional challenge to overcome in some of their Asian markets. 
  4. The beverage manufacturer owns a portfolio of multiple well-known consumer brands and different brands are stronger in different markets. But, the client’s corporate employer brand itself is not well known. They needed to find a way to capitalize on their consumer brands to create recognition for their employer brand. 
  5. The beverage manufacturer was struggling to recruit for emerging roles in fields such as digital and data science, as their brand was not associated with these types of jobs. 

We set out to create a new employer brand that would help the client better manage candidate expectations, inject authenticity into their messaging and solidify what they had to offer emerging talent in APAC. 

Solution 

We started with a comprehensive exploration of data from multiple sources including competitive analysis, industry benchmarking, employer review sites, campus surveys, employee engagement surveys and exit interviews. Through the rigorous analysis of qualitative and quantitative data, we identified gaps and opportunities for each market.  

We also conducted visionary interviews with leaders in APAC to understand how they were executing the corporate strategy locally and how local culture in their various markets would impact this vision. This helped us to understand the aspiration for the employee experience and the behaviors that the business needed to achieve success. 

Then, we spoke to employees across key talent groups and demographics through a series of focus groups to understand their real working experience. From conducting previous projects in Asia, we knew that we had to be creative in the ways we gathered insights to respect cultural norms while still gathering good intel. We came away with a clear picture of what attracted and motivated talent across career stages and cultures as well as what could lead to attrition. 

With this in hand, we built an EVP framework that laid out the “give and get” for employees in each market. The framework was designed to leverage the corporate EVP whilst being flexible enough to resonate in each country. Certain messages could be dialed up or down to match the attractors and motivators for talent in each country. We rigorously tested the framework with employees in each market to stretch and test each brand pillar and ensure the EVP was both robust and future-proof.  

The next stage was to bring the employer brand to life with a universal creative platform for the APAC business tied to the manufacturer’s consumer brands in markets where the group brand was unknown.  

To create sharable content for the client’s careers site and social media channels, we interviewed more employees, gathering stories to boost authenticity through both written and video content.   

Outputs 

As a result of the employer brand engagement, PeopleScout produced the following outputs for the beverage manufacturer: 

  • A robust, validated EVP framework with clear promises for talent in each Asian market. 
  • Insights into key attractors and motivators for each talent segment to inform their future sourcing strategy. 
  • An employer brand and messaging framework to inform talent attraction campaigns. 
  • Localized recruitment marketing toolkit for each country to activate their new employer brand for various languages and cultures.  
  • A roadmap for people and culture initiatives to drive employee engagement and retention. 
  • Recruitment marketing collateral to support campus recruitment in China for the next academic year.  

At a Glance

  • COMPANY
    Global beverage manufacturer
  • INDUSTRY
    Consumer Goods
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • LOCATIONS
    China, Japan, South Korea, India and Vietnam
Let’s Connect

PeopleScout Company Overview

Posted on by akessler

PeopleScout Company Overview

Global talent solutions providing unmatched scalability to meet the professional, specialist, volume and contingent hiring needs of organizations of all sizes and sectors.

Download this fact sheet to learn more.

Download Fact Sheet

Learn more about PeopleScout’s award-winning talent solutions.

Learn More

Dig Into More Talent Insights

Ultimate Recruitment Process Outsourcing Toolkit
Toolkit

Ultimate Recruitment Process Outsourcing Toolkit

Our complete six-piece toolkit gives you the essential information on how RPO can boost your recruitment outcomes.

Get the Kit
Recruitment Process Outsourcing (RPO) Buyer’s Guide
Buyer’s Guide

Recruitment Process Outsourcing (RPO) Buyer’s Guide

Check out this in-depth exploration of RPO and how it can help you achieve your recruitment goals.

Get the Guide
Global Hiring and Labor Market Trends Affecting Recruitment in APAC 
Article

Global Hiring and Labor Market Trends Affecting Recruitment in APAC 

Check out these labor market trends in APAC and their effect on talent acquisition in the region.

Learn More

Connect More™: How PeopleScout is Elevating Your Connection to Talent 

Posted on by akessler

In a world where the talent market is constantly evolving, PeopleScout knows that cultivating deeper, more meaningful connections is imperative. Now, as we unveil a refreshed identity, we build on the service we’ve delivered for over 30 years, delivering more insights, more imagination and more integrity.  

Connect More™ is our guiding principle. It reflects our unique approach that blends experience, insight and action to help employers build powerful connections with talent. 

We’re redefining what it means to a be talent acquisition partner.  

Too often we hear from clients about experiences they’ve had with other talent solutions providers in which one thing was said during the sales pitch only to have the stakes change once the ink was dry. Or times they’ve been forced into cookie-cutter processes that don’t support their unique needs. 

That’s why at PeopleScout we strive to do the opposite. We believe in keeping promises. We believe that listening creates a better experience and leads to better outcomes. We’re not perfect, but if we mess up, we make it right. 

We’re proud and humbled to say that this philosophy has led to some of the most enduring client relationships in the talent acquisition space—a testament to our commitment to creating connections that are truly meaningful. 

PeopleScout’s refreshed brand is grounded in differentiators that drive tangible value for our clients:  

Proven Delivery 

For over 30 years, PeopleScout has built our services on integrity, building trust through transparent communication and a proven track record of success.  

What That Means for You: 

You get a talent partner like no other to help you tackle your workforce challenges—large and small. Plus, as part of the TrueBlue family of brands, we are uniquely positioned to handle complex talent programs like no other firm in the world. 

Meaningful Connections 

PeopleScout has the demonstrated ability to connect with the most sought-after talent. From software engineers to neonatal nurses.  From Seattle to Singapore. 

What That Means for You: 

Our global delivery centers offer talent solutions across North America, EMEA and APAC, meaning we can grow with you as your needs change.  

Talent Advisory 

With one of the largest in-house talent advisory teams in the industry, we’ve got a wide range of experience with talent audiences across industries, skill sets, demographics and geographies. We are problem-solvers, creatives, organizational psychologists and operational experts.  

What That Means for You: 

Whether you need an award-winning candidate attraction campaign, a differentiated employer brand, market insights to fuel big decisions, a memorable candidate assessment experience or DE&I consulting—we have fresh ideas to help you stand out as an employer of choice. 

Data & Insights  

Sometimes you don’t know what you don’t know. We’re dedicated to arming you with the sharable, digestible insights you need to tell the right stories in your business so you can stand out and get ahead.  

What That Means for You: 

You can capitalize on the latest market analysis, AI tools, thought leadership and competitive intelligence to supercharge your people strategy.  

Human Touch  

We bring a personal touch to our engagement with passive candidates that ignites excitement about your opportunities. From the second we grab the candidate’s attention to the minute they walk through the door—we deliver a seamless candidate experience that turns applicants into advocates. 

What That Means for You: 

Whether you need to fill executive, leadership or niche roles our global search teams deliver top-notch, future-ready talent. 

Digital Transformation  

As digital transformation reaches talent acquisition, we’re helping our clients get ahead. Affinix®, PeopleScout’s proprietary total talent suite, provides candidates with a digital-first experience and leverages AI, automation and data analytics to remove friction and improve outcomes. Plus, we’re on top of the latest tech solutions, testing new ways that AI and machine learning can create results for our clients. 

What That Means for You: 

You get an upgraded tech-ecosystem that blends digital efficiency with human expertise to create personalized experiences for both candidates and hiring managers. 

Ultimate Scalability  

We’ve scaled up to handle the full-cycle, global recruitment of tens of thousands of annual hires for one of the world’s largest hotel brands. We’ve scaled down to hire a few dozen specialist engineers for an automotive start up. And we’ve handled everything in between.  

What That Means for You: 

Whether you need specialty, professional, volume or contingent hiring solutions—our unique blend of insight, creativity and technology creates an employer brand-steeped candidate experience talent will never forget.  

Speed and Agility  

In this tumultuous era, talent acquisition teams are struggling to respond quickly to sudden fluctuations and hiring peaks. That’s why we’ve created flexible solutions like Accelerate™ and Amplifiers™. Purpose-built for modern talent programs, our solutions provide employers with the agility required to compete in today’s talent market, address immediate hiring needs and deliver results faster.   

What That Means for You: 

You get focused support for peak hiring, hard-to-fill positions, compressed time frames and more—however it works best for you—without the lengthy implementation.  

Value  

Organizations of all sizes trust PeopleScout’s efficient recruiting processes and quick-deploy solutions that improve time-to-hire and retention rates, delivering the best talent matches and maximizing ROI. 

What That Means for You: 

We measure our every move, idea and recommendation—so you know you’re spending your budget where it matters most. 

Diversity, Equity & Inclusion (DE&I) 

DE&I is top of mind for talent leaders, including all of us at PeopleScout. While much progress has been made, there’s still work to be done. That’s why every PeopleScout solution has a DE&I component. PeopleScout integrates DE&I best practices into every solution, helping clients build a more diverse and inclusive workforce.   

What That Means for You: 

We’ll help you gain a better grasp of where you are, where you need improvement and how to find the right path forward. 

Are You Ready to Elevate Your Connection with Talent? 

PeopleScout’s deep expertise in recruitment, employer branding, talent attraction and recruitment technology makes us a recognized leader in talent acquisition. We connect clients around the world with the talent they need through Recruitment Process Outsourcing (RPO), Managed Service Provider (MSP), Total Workforce Solutions, and talent and technology advisory services.  

If you’re ready to elevate your connection with talent, let’s connect!