Category: Talent & Market Insights

Social Value in Action: Flight for the Community

Posted on by akessler

By Thomas Mason-Paley, Bid Director

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

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

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

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

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

– Bill Gates

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

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

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

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

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

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

PeopleScout Jobs Report Analysis – November 2024

Posted on by lloftus

U.S. employers added 227,000 jobs in November, a stronger showing than October’s job gains, which have been revised from 12,000 to 36,000. November’s numbers, which exceeded predictions, confirm theories that the Boeing strike and damaging hurricanes were factors in October’s significant drop. The November unemployment rate rose slightly to 4.2% and has now been at or above 4% for six months, a trend last seen in 2021. Hourly wages maintained their 4.0% year-over-year increase. Employment trended up in healthcare, leisure and hospitality, and manufacturing, while the retail sector lost jobs. 

The Numbers 

227,000: U.S. employers added 227,000 jobs in September.  
 
4.2%: The unemployment rate rose slightly to 4.2%. 
 
4.0%: Wages rose 4.0% over the past year. 

The Good

November brought a welcome rebound in job creation, with the U.S. economy adding 227,000 jobs, in line with economists’ expectations and indicating a recovery from the storm- and strike-distorted figures in October. Gains were particularly strong in healthcare (+54,000) and leisure and hospitality (+53,000), reflecting the resilience of these sectors amid broader economic shifts. Manufacturing also saw a boost of 32,000 jobs as striking Boeing employees returned to work. Wage growth remained strong, with average hourly earnings up 4% year-over-year.

The Bad

Despite strong job growth, there were some potential concerns in the November report. The unemployment rate ticked up from 4.1% to 4.2%, and long-term unemployment is rising, with jobseekers now taking an average of 23.7 weeks to find work—the longest duration since April 2022. The retail sector shed 28,000 jobs, which could indicate weakness in consumer spending or subdued holiday hiring. Additionally, the labor market’s momentum is cooling compared to earlier in the year. The three-month average gain of 173,000 jobs, while healthy, is below the pace seen during the pandemic rebound.  

The Unknown

The November report highlights a labor market that is stable but slowing, raising questions about the sustainability of recent gains. The Federal Reserve will likely interpret the data as supportive of further interest rate cuts at its December meeting, but uncertainty remains. Persistent wage growth could keep inflation pressures alive, potentially complicating the Fed’s plans to slow or suspend rate cuts in the near term. The broader economic context, including potential shifts in fiscal policy and global economic conditions, will also play a critical role.  

Conclusion

Once again, we’re seeing a nuanced view of the U.S. labor market. While the economy continues to add jobs and wages remain strong, there are subtle signs of cooling. The November report reinforces the narrative of a labor market in transition—moving from the extraordinary churn of the post-pandemic period to a more measured, stable state. The Federal Reserve will keep a close eye on multiple market indicators as it considers future monetary policy, balancing their goal of controlling inflation and maintaining economic growth. For workers and businesses alike, the message is one of cautious optimism: the job market remains resilient, but the easy gains of the post-pandemic recovery may be giving way to a more deliberate, measured expansion. 

Talent Trends: 2024 In Review 

Posted on by akessler

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

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

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

1. New Models Help Organizations Ride the Economic Waves 

What We Said:

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

What We Saw:  

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

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

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

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

2. Focus on Internal Mobility 

What We Said: 

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

What We Saw:   

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

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

3. AI Becomes a Reality…Slowly 

What We Said: 

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

What We Saw:  

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

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

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

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

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

4. Business Transformation Impacts Workforce Planning 

What We Said: 

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

What We Saw:  

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

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

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

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

5. Growth in Skills-Based Practices  

What We Said: 

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

What We Saw:  

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

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

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

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

6. Stalled Momentum in HR Tech Upgrades  

What We Said: 

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

What We Saw:   

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

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

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

7. Employee Expectations of Work Have Changed 

What We Said:

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

What We Saw:   

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

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

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

8. Data Remains Key 

What We Said:

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

What We Saw:   

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

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

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

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

The Future is Bright with the Right Talent Partner  

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

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

PeopleScout Jobs Report Analysis – October 2024

Posted on by lloftus

U.S. employers added 12,000 jobs in October, marking the weakest monthly employment gain since December 2020. While experts predicted impacts from the continuing Boeing strike and recent hurricanes, the number was significantly lower than economists expected. The unemployment rate held steady at 4.1% and hourly wages maintained their 4.0% increase over last year. Employment numbers for August and September have also been adjusted, down a combined 112,000 jobs from what was previously reported. 

The Numbers 

12,000: U.S. employers added 12,000 jobs in October.  
 
4.1%: The unemployment rate held steady at 4.1%. 
 
4.0%: Wages rose 4.0% over the past year. 

The Good  

While the headline jobs number for October was disappointing, coming in far below expectations, there were still some bright spots in the report. The unemployment rate held steady at a historically low 4.1%, suggesting overall labor market stability. Additionally, average hourly earnings continued to grow 4.0% year-over-year, outpacing inflation and indicating that wage pressures remain strong despite the slowdown in hiring. The healthcare sector showed continued strength, adding 52,000 jobs. 

The Bad  

Economists forecasted a slowdown in October, due largely in part to business disruption and job losses caused by recent hurricanes and the ongoing Boeing strike—however, this significant miss of expectations caught many economists by surprise. The 12,000 jobs added in October represented a sharp deceleration, and downward revisions to August and September’s gains were revised downward by a combined 112,000 jobs, suggesting a potential underlying cooling in the labor market.  

The Unknown  

The extent to which the October report reflects temporary disruptions versus a broader economic slowdown remains unclear. The Federal Reserve will be closely watching the data as it determines the appropriate pace of future interest rate cuts. While the October report may not significantly alter the Fed’s immediate policy path, with a quarter-point cut widely expected at the upcoming November meeting, the outlook for the path of rate cuts beyond that is less certain. Much will depend on how the labor market and other economic indicators evolve in the coming months.  

Conclusion  

The October 2024 jobs report paints a mixed picture of the U.S. labor market. The headline number of just 12,000 new jobs was disappointing, but the underlying fundamentals— such as the steady unemployment rate and strong wage growth—suggest the economy is still on relatively solid footing. However, the downward revisions to prior months’ data and the sharp declines in specific sectors raise concerns about potential weakening in the broader job market. The Federal Reserve will have to weigh this nuanced data as it determines the appropriate course in the months ahead. 

[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.

PeopleScout Jobs Report Analysis – September 2024

Posted on by lloftus

U.S. employers added 254,000 jobs in September, far exceeding forecasts and marking the strongest monthly increase since March. Job gains were fairly widespread, with significant increases seen in the hospitality, healthcare, government and construction sectors. The unemployment rate dropped to 4.1% and wages continued their upward trend, up 4.0% year-over-year. Employment numbers for July and August have also been adjusted, adding a combined 72,000 jobs. 

The Numbers 

254,000: U.S. employers added 254,000 jobs in August.  
 
4.1%: The unemployment fell to 4.1%.  
 
4.0%: Wages rose 4.0% over the past year. 

The Good  

The U.S. labor market showed remarkable strength in September, with 254,000 jobs added, far surpassing forecasts and marking the strongest monthly gain since March. The unemployment rate dipped to 4.1%, and wage growth remained strong at 4% year-over-year.  Job gains were widespread across sectors—including Leisure and Hospitality, Healthcare and Construction—suggesting broad-based economic strength. Other signals of a resilient job market include an adjusted 72,000 additional jobs in July and August, and another labor force participation rate increase to 60.2%.  

The Bad  

While the report was overwhelmingly positive, some potential concerns remain. Though most industries saw growth, a few experienced declines—Manufacturing was down 7,000 jobs and Transportation and Warehousing jobs declined by 6,800. The strong job market and wage growth could potentially reignite inflationary pressures, complicating the Federal Reserve’s efforts to achieve a soft landing. The robust report might also delay or slow the pace of additional interest rate cuts, which could impact other areas of the economy such as housing and business investment. 

The Unknown  

The sustainability of this strong job growth in the face of high interest rates remains uncertain as the Federal Reserve continues its fight against inflation while supporting continued economic growth. While the strong September jobs report might reduce the urgency for aggressive rate cuts, the Fed will need to carefully consider other economic indicators, such as inflation data and consumer spending, to determine the appropriate pace of future rate cuts. Further, the impact of recent events, such as Hurricane Helene and the Boeing strike, on future job reports is yet to be seen.  

Conclusion  

September’s jobs report paints a picture of a remarkably resilient U.S. labor market, defying expectations of a slowdown. The robust job growth, declining unemployment rate and solid wage gains suggest that the economy is handling high interest rates better than anticipated. However, this strength presents a complex scenario for the Federal Reserve as it balances its goal of a soft landing with the need to keep inflation in check. While the report is undoubtedly positive for workers and households, it may lead to a more cautious approach to interest rate cuts.  

PeopleScout Jobs Report Analysis – August 2024

Posted on by lloftus

U.S. employers added 142,000 jobs in August, an increase over July’s numbers, but falling short of expectations for the second consecutive month. The healthcare and social assistance sectors had significant job growth, consistent with the trend observed over the last several months. Construction also saw significant gains this month. The unemployment rate dropped to 4.2% and wages were stronger than expected, up 3.8% year-over-year. The labor force participation rate remained steady. 

The Numbers 

114,000: U.S. employers added 142,000 jobs in August.  
 
4.2%: The unemployment rate fell to 4.2%.  
 
3.8%: Wages rose 3.8% over the past year. 

The Good   

U.S. job growth continues, albeit modestly. The 142,000 jobs added in August demonstrates continued resilience despite the Federal Reserve’s sustained interest rate hikes. Labor force participation also remains high at 83.9%, near July’s 84% which was the highest since 2001. Healthcare, social assistance and construction sectors showed resilience with significant job gains. Wage growth was stronger than expected, with average hourly earnings up 3.8% year-over-year, and unemployment dropped slightly to 4.2%. 

The Bad  

August job gains fell short of economists’ forecasts, and revisions to June and July data further underscore a cooling labor market. The combined June and July decrease of 86,000 jobs puts the three-month average at 116,000 job gains per month —significantly lower than last year’s average of 202,000 per month. Job losses in manufacturing and sluggish growth in other sectors highlight the uneven nature of the recovery and the impact of rising interest rates on certain industries. A broader measure of underemployment, which includes part-time workers who desire full-time work, increased to 7.9%, its highest level since October 2021. 

The Unknown  

All eyes are on the Fed’s next move. Although the August report suggests a cooling labor market, wage growth remains robust. While a rate cut in September seems likely, the size of the cut remains uncertain. The Federal Reserve has made it clear they will carefully weigh multiple economic factors in determining future interest rate cuts. It is unclear whether this jobs report indicates a temporary slowdown or the beginning of a more significant economic shift. The long-term effects of persistently high interest rates on business investment and hiring, and the sustainability of wage growth in the face of cooling market conditions have yet to be seen. 

Conclusion  

August’s jobs report presents a mixed picture of the U.S. labor market, with signs of both resilience and cooling. While job growth rebounded from July’s low, it still fell short of expectations, and significant downward revisions to previous months paint a picture of a more rapidly cooling labor market than initially thought. The drop in unemployment and strong wage growth are promising, but the narrowing of sector growth and increase in underemployment suggest underlying weaknesses. This report puts the Federal Reserve in a delicate position as it considers its next moves. While a rate cut in September seems likely, mixed economic signals may complicate the decision on the size of the cut.  

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. 

Specialist Hiring: Maximizing Success with Targeted Talent Sourcing  

Posted on by akessler
Specialist Hiring: Maximizing Success with Targeted Talent Sourcing

Amplifiers™

Specialist Hiring: Maximizing Success with Targeted Talent Sourcing

A local authority in the UK needed support in headhunting for a highly specialized role for a harbor master. So, they engaged PeopleScout for our Talent Sourcing solution, part of the Amplifiers™ suite, to successfully shortlist top talent.

123 Potential Candidates Identified
38 % Engagement Rate
7 Qualified Candidates Shortlisted

Situation 

A local authority in the southwest of England had a robust talent acquisition team but required additional support for front-end headhunting and sourcing assignments. A new and niche position for a harbor master demanded a comprehensive strategy to locate the right specialist.  

A habor master ensures the safety of all users of a harbor, including managing vessel traffic, investigating marine incidents and maintaining compliance with all safety codes. The ideal individual had strong leadership capabilities and the ability to hit the ground running, leveraging past experience. 

With only 433 official harbors and fewer than 300 harbor masters in the UK, the talent pool was limited. Plus, the role would require the ideal individual to relocate. To tackle these challenges, the authority engaged PeopleScout for a calculated approach, utilizing our Talent Sourcing solution from the Amplifiers™ suite. 

Solution 

Our specialist senior professional sourcing team demonstrated a keen understanding of the local job market and quickly captured the client’s interest. We devised a strategy targeting individuals with: 

  • Experience working as a harbor master 
  • A harbor master diploma 
  • Strategic leadership qualities with a commercial mindset 
  • Membership in the British Ports Association 

Our recruitment team employed a multifaceted approach, reaching out to potential candidates through LinkedIn and job boards. Given the specialist nature of the position, we had to think creatively. The team looked to social media and found a popular Instagrammer who had completed a charitable sailing journey to every port in the UK. By analyzing engagement on his posts, we identified key contacts relevant to the position. 

The team worked tirelessly, reaching out to these contacts and identifying potential candidates. Our search extended across the UK and even to the Middle East. While this broader search boosted candidate quality, it required more in-depth conversations with candidates about relocation possibilities and lifestyle changes to ensure a comprehensive fit for the role. 

Results

Through our efforts, we approached 123 individuals as potential matches. Out of these, 47 engaged with us, resulting in a notable engagement rate of 38%—well above the usual industry range of 18% to 25%.  

Following a detailed and technical screening process, we successfully shortlisted seven candidates. This final shortlist included a mix of local candidates and those willing to relocate, demonstrating the effectiveness of our strategic recruitment approach. 

At a Glance

  • COMPANY
    UK Government Agency
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
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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 highlights a striking trend: the proportion of new RPO deals involving smaller organizations nearly doubled from 23% in 2017 to 43% in 2022. 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!