Category: Talent Technology

What is Talent Sourcing? Uncovering Hidden Gems in a Competitive Market 

Posted on by akessler

With top talent as elusive as ever, finding and attracting exceptional candidates has become increasingly challenging. Talent sourcing has emerged as a critical function in addressing an organization’s workforce needs, regardless of company size or industry. From start-ups to global enterprises, implementing effective talent sourcing strategies is essential for staying ahead in the race for top-tier professionals and ultimately driving organizational success. 

This article will guide you through talent sourcing, from understanding its importance to overcoming common challenges. We will explore how outsourcing can significantly improve your talent sourcing outcomes. 

What is Talent Sourcing? 

So, what is talent sourcing exactly? It involves the proactive identification and attraction of qualified candidates for specific roles within an organization through various channels such as job boards, social media platforms, professional networks and talent databases. By proactively engaging with potential candidates, talent sourcing helps build a strong pipeline.  

The key objectives of talent sourcing are: 

  • Identifying high-potential candidates who aren’t actively job hunting 
  • Creating a talent pipeline for future needs 
  • Improving the quality and diversity of your candidate pool 
  • Reducing time-to-hire and cost-per-hire 

In a talent market in which skilled professionals are in high demand, talent sourcing is a must in order to engage with qualified talent.  

Talent Sourcing vs Recruiting 

Now, before you start confusing talent sourcing with its cousin recruitment, let’s clarify the difference. Traditional recruitment often relies on posting job ads and waiting for applicants. In contrast, talent sourcing involves actively searching for candidates through various channels such as social media, professional networks and online platforms. Talent sourcing emphasizes relationship building and engagement rather than merely relying on job postings. 

Challenges in Talent Sourcing 

Talent sourcing can present various challenges for organizations looking to attract and hire top talent. You’re up against some formidable obstacles: 

  • Competition for top talent: One common obstacle in talent sourcing is the competition for qualified candidates. For example, tech and digital skills are in demand across all industries, not just high-tech firms. 
  • Skill shortages: It can be challenging to find candidates with the specific skills and experience required for the job, particularly if it’s a niche role or in a remote area. 
  • Managing diversity and inclusion: DE&I in talent sourcing is another important aspect to consider. Many organizations struggle to engage a diverse candidate pool and stay aligned with their recruitment goals.  
  • Maintaining compliance: Organizations must ensure compliance with applicable laws and regulations. This includes adhering to equal employment opportunity (EEO) laws and maintaining data privacy and protection. 

By implementing the right strategies, organizations can overcome talent sourcing challenges and ensure they are attracting the best candidates for their roles. 

Benefits of Shifting Talent Sourcing to an RPO Partner 

Now, here’s where things get interesting. What if I told you there’s a secret weapon that can help you get ahead? Enter your Recruitment Process Outsourcing (RPO) partner! No longer just for long-term recruitment engagement, RPO offers modular recruiting solutions that provide the agility and expertise to turbocharge your hiring process.  

Here are some of the benefits you can experience: 

  • Scalability: Need to hire 10 engineers this month and 100 next month? RPOs can flex up and down to meet your changing needs fast—and you don’t have to hire any more internal recruiters to make it happen. 
  • Talent pooling. Rather than relying solely on incoming applications, RPO provides connected talent sourcers who focus on proactive engagement with candidates through social media platforms, industry-specific job boards and professional networks. This helps you tap into a wider pool of candidates, including passive job seekers who may not be actively looking for new opportunities. Plus, we help our clients to build relationships with candidates over time, nurturing them until the right opportunity arises. You find the best fit for a position and free up your internal team to focus on creating a brilliant candidate and hiring manager experience.  
  • Rapid access to the latest technologies: RPOs are tech-savvy—always up to date with the latest tech. For example, our AI-powered sourcing tool in Affinix™ searches millions of candidate profiles for your requirements in minutes. At PeopleScout, we can also provide recruitment technologies like CRM, ATS, video interview tools, assessment platforms and analytics.  
  • Talent market insights: With the finger on the pulse of the talent market, RPOs can offer invaluable market feedback to benchmark your talent profiles and refine your talent strategy. 
  • Showcase your employer brand: Outsourcing your talent sourcing significantly contributes to your employer brand by highlighting your unique employee value proposition (EVP). An RPO partner can showcase the benefits and perks of working for your organization, such as career development opportunities, flexible work arrangements and company culture.  
  • Maximize diversity: By implementing inclusive hiring practices and leveraging diverse recruitment sources, an RPO partner actively seeks diverse talent. With experience across regions and industries, RPOs have access to an immense pool of professionals from varied backgrounds.  
  • Prioritize compliance: It is crucial to understand the legal framework surrounding talent sourcing to mitigate potential risks or legal issues. Partnering with a trusted talent partner can help ensure compliance and minimize legal risks in all the areas you’re hiring. 

Effective talent sourcing isn’t just about filling seats—it’s about discovering stars to light up your organization. Whether you’re doing it in-house or partnering with an RPO provider, investing in strong talent sourcing strategies will fuel your company’s future growth. 

PeopleScout Talent Sourcing provides the perfect way to boost your recruitment resources, engage with passive candidates and reach your hiring goals faster. Our sourcers act as an extension of your organization’s recruitment team—finding high quality talent, personally engaging them and converting them into applicants. Candidates get a great experience. You get a short or long list of pre-qualified, genuinely enthusiastic applicants ready for interview or assessment. 

Talent Sourcing Use Cases 

Wondering how you could benefit from outsourcing talent sourcing? Here are some real-world scenarios where we supported clients through our Talent Sourcing solution. 

The Niche Specialist 

Situation 

As a leader in higher education in the UK, a British university was seeking a niche role for their student casework team. Battling a tiny talent pool in their local area, they tried recruiting a Deputy Head of Student Casework on two occasions with no success. The client turned to PeopleScout to help them find the right hire with our Talent Sourcing solution. 

Solution 

Our strategy targeted individuals who had:  

  • Previous management experience  
  • Experience working within higher education including complex student casework  
  • Knowledge of academic and statutory framework guidelines  

With only three other universities nearby, we knew our talent pool would be limited in the immediate proximity for this office-based role. So, we extended our search across the entire UK to find candidates who would consider relocating. 

Results 

  • 71 candidates identified 
  • 46% engagement rate (well above the industry average of 18% to 25%) 
  • 8 candidates presented 
  • 1 relocation hire made from our short list 

👉 Read the full case study 

“We are very pleased indeed! Very interesting that all candidates said they weren’t actively looking for a new role, so clearly, we needed to work with PeopleScout.”

Client Feedback 

The Great Expansion 

Situation 

The London Borough of Hounslow, a local government agency, needed to source candidates that shared their values and vision as part of delivering their new Corporate Plan. This large-scale program initially incorporated 19 areas, with more to come in future iterations of the plan. They partnered with PeopleScout for a Talent Sourcing engagement that focused initially on six key job profiles, hiring between 35 and 40 individuals for the corporate Project Management Office (PMO) and the Service Design and Transformation teams. 

Solution 

Public sector recruitment is often challenging due to competition from other sectors. Because of this, we engaged passive candidates to raise Hounslow’s profile in the market and increase diversity within the talent pools. Our focus was on building brand awareness amongst candidates with backgrounds that matched these niche roles.  

We leveraged our Affinix talent acquisition suite to drive better decisions, to track and monitor the client’s DE&I agenda and to provide a mobile-first candidate experience. Throughout the project, we presented market feedback data and hiring metrics through bespoke dashboards. 

Results 

  • 87% offer acceptance rate 
  • 65% of candidates hired identified as non-white, boosting diversity outcomes 
  • 2:1 to interview-to-hire, exceeding the average of 3:1 
  • 39% engagement rate on LinkedIn 

👉 Read the full case study 

“PeopleScout were different to other providers I’ve worked with before. What really set them apart is the time they spent listening and understanding what the roles were and what type of people we wanted. The result is that we trusted PeopleScout’s shortlisted candidates, and we filled our roles quickly with talent that met our quality expectations.”

Mike Burch, Head of Service Design and Transformation Programmes, London Borough of Hounslow 

Talent Sourcing by PeopleScout 

In the grand talent show that is the job market, talent acquisition teams are not just judges—they’re talent scouts, coaches, and sometimes, even magicians, expected to pull perfect candidates out of thin air. Even the best talent acquisition teams need a little extra support to reach their goals! If you’re feeling overwhelmed, PeopleScout is standing by, ready to be your Talent Sourcing ally.  

Learn more about PeopleScout Talent Sourcing solution and our other Amplifiers offerings.  

AI for Recruiting: Getting from Hype to Hire

Posted on by akessler

By Patti Woods, Sr. Implementation Training Manager, & Chad Getchell, Director of Technical Solutions Architecture & Tech Implementation  

Ready or not, AI is coming for the recruiting world. A whopping 81% of HR leaders are already exploring or implementing AI in their processes according to  Gartner. That’s a lot of companies jumping on the train with AI for recruiting. And there’s a good reason for it—AI has the potential to make your talent acquisition team’s jobs easier by taking those mundane, repetitive tasks off their plate.  

However, not everyone is as excited. We hear from many clients who are overwhelmed with the combination of how powerful these tools are and the ethical and legal considerations that they need to keep in mind while still getting the benefits. 

Are you ready to jump on the AI train? Or are you still feeling unsure? Don’t worry, we’re here to cut through the hype and talk about the practicalities of implementing AI in recruiting.  

AI for Recruiting: What it Is and What it Isn’t 

Artificial intelligence (AI) is technology that can perform tasks that would otherwise require human intelligence. AI can “learn” complex tasks without being explicitly programmed to do them. AI includes the sub-fields of machine learning, speech and natural language processing and robotic process automation.  

👀 Watch the Webinar On-Demand: AI in Recruiting: Hype, Ethics & Best Practices

However, most definitions of AI don’t include the words “ethical” and “responsible.” Because AI lacks emotions, morals, empathy, compassion, historical context and more—things humans are great at. So, for anyone who is concerned about AI taking over their jobs—while we can’t guarantee this won’t happen someday—we want to remind you that humans have an important role to play, acting as the ethical and responsible parties making decisions throughout the recruitment process. 

Some other limitations of AI include: 

  • Biased Algorithms:  If AI models are trained on biased or incomplete data sets, they can unintentionally perpetuate inequality. It’s important to keep an eye on the outcomes of AI-enabled résumé or CV sifting or sourcing to ensure there’s no bias present. 
  • Lack of Accuracy: Generative AI (GAI) tools, like ChatGPT, are prone to making up statistics and sources—known as hallucinating. Human review is crucial when leveraging GAI tools for creating content and communications.  
  • Data Privacy Issues:  Collecting and analyzing extensive candidate information required by AI systems can raise concerns around consent, data protection and ethical usage. Work with your legal and compliance teams to ensure you’re in line with the legal and regulatory requirements in all the areas where you’re hiring. 
  • Disproportionate Impact:  Certain demographic groups face higher exposure to the potential harms of AI in recruitment. This can happen because lower income communities often lack access to digital tools which can create an adverse impact during the recruitment process when technology is in place. Analyzing recruitment data, like application and pass rates, will help to identify if any groups or individuals have been adversely impacted.  

AI + Humans: The Recruitment Dream Team 

Having humans as reviewers and approvers following AI-enabled stages of the recruitment process will mitigate risks that come from these limitations. In fact, AI should not be making decisions on behalf of a recruiter. While AI is great at repetitive tasks, it lacks that special something that only humans possess—context, empathy, ethics and good ol’ common sense. Your recruiters must use their moral compass to make sure the interests of candidates and your company are protected. It’s a critical role, no matter where AI is being used in the process. 

AI is just another tool in your belt, but it has the power to elevate the recruiter’s role. It’s about using AI to maximize efficiency, so they can really focus on the human touchpoints that are crucial to the candidate experience. It also lets recruiters spend more time focusing on the parts of the job that are more relational, impactful and enjoyable, making them happier in their roles.  

Job satisfaction goes up. Turnover goes down. You get the best of both worlds—the efficiency and computational power of AI that empowers better relationship-building, trust-earning and ethical-hiring. They’re a perfect pair! 

Collaboration is Crucial 

If you’re feeling intimidated by launching a new AI tool, remember you don’t have to go it alone—and shouldn’t. Your friends in legal, compliance and IT can ensure you’re staying on the straight and narrow. With legal covering your back, compliance double checking everything, IT implementing the solutions, and your recruiting team actually putting it all into practice, teamwork is essential for AI to work. 

Consulting with your legal team and external partners is a critical move to ensure you’re being appropriately transparent without overwhelming candidates. They’ll help you navigate those tricky ethical waters and put guardrails in place to make sure you’re compliant with relevant laws and regulations. 

Getting Started with AI for Recruiting 

If there’s one thing that we want to make sure is crystal clear about our perspective, it is that you can’t take a blanket approach to implementing an AI-based solution. This is why being slow to adoption is totally okay. So, if you feel like you’re jumping in late, you are not. There’s a lot on the line and adoption needs to be carefully vetted, tested and communicated before you go for it. 

The key to adopting AI is taking it slow, testing the waters with a pilot and controlled rollout. A great way to begin could be using AI for sourcing support, reviewing that first round of résumés or CVs, or even drafting template communications for your team. Easy wins like this let you get a feel for how AI can simplify your processes without adding too much risk. 

While every project is different, when helping clients, we follow this basic five step process for implementing an AI tool: 

An infogrpahic that shows the stages of implementing AI for recruiting - identify, plan, risk management, pilot, and change management.
  1. Identify: Identify the business problem you want to solve or the business practices you want to improve with AI. It could be speeding up the first-round review of résumés or applications. It could be drafting communication templates for a team to use. It’s also imperative at this stage to define what a successful outcome looks like.  
  2. Plan: Research available AI tools that can solve your business problem and plan the journey to get started. This should include what metrics you will use to measure success. It’s important at this stage to include representatives from across the business from teams like HR, talent acquisition, IT, legal, compliance, department heads or hiring managers, etc.
  3. Manage Risks: Evaluate the risks that may pop up for all applicable groups and create a plan to address them directly. 
  4. Pilot: Start with a small pilot user group and timeline. This might be a particular job family or location. How long do you want the pilot to last? What are the expected results? What threshold must be met for you to say, “OK, the pilot went well. Let’s expand.”? Address issues and iterate as you go until all your stakeholders are comfortable with moving forward. 
  5. Manage Change: Here is where you plan to scale your new AI tool and process to more parts of your recruitment program. Develop training materials on how to use the AI tool, the new process and expectations so everyone understands their role—whether they’re a recruiter, hiring manager, IT support or beyond. It’s about putting in place intentional, consistent accountability. 

          It doesn’t end there. There really isn’t a finish line with AI, or any other technology for that matter. Make sure that you are evaluating on an ongoing basis and measuring progress. It’s an ongoing exercise to ensure you’re finding risks, mitigating them and maximizing the value of your investment. 

          An RPO Partner Can Help You Navigate AI for Recruiting 

          As a recruitment process outsourcing (RPO) partner and trusted talent advisor to our clients, we help companies implement AI-enhanced hiring with less disruption and a faster return on investment. PeopleScout has experience implementing recruitment tech like AI software, advising on the best options for your needs, integration requirements, data needs, ethical usage, and workflow design. We do our due diligence with every client to make sure that we’re looking for the right way to embrace any technology, including AI, so that it benefits them based on their unique needs. 

          If you’re interested in RPO, look for a partner that is moving at your speed when it comes to AI in recruiting. AI solutions are meant to augment—not replace—human decisions in recruitment. Cultivating ethical and responsible usage of AI for recruiting is key when it comes to delivering real impact on talent acquisition.  

          The information provided in this article does not, and is not intended to, constitute legal or other professional advice; instead, all information, content, and materials available in this article are for general information purposes only. Readers of this article should contact their attorney or legal advisor to obtain advice with respect to any particular legal matter. No reader of this article should act or refrain from acting on the basis of information in this article without first seeking legal advice from counsel in the relevant jurisdiction. All liability with respect to actions taken or not taken based on the contents of this article are expressly disclaimed by PeopleScout, Inc.. The content in this article is provided “as-is”, and no representations are made by PeopleScout that the content is error-free.  

          [Webinar] Hype or Happening? What Our Data Tells Us About AI in Recruiting

          Posted on by akessler

          Webinar: 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.

          Join us on Thursday 1 August at 10:00 GMT for a 30-minute webinar.

           

          During this webinar, we will:

          • 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.

          Before you register, please make sure to read a note from our legal team.

          Revolutionizing Healthcare Staffing: The RPO Advantage

          Posted on by akessler

          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!

          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 talent technology 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-stack that delivers a consumer-like, mobile-first experience for candidates and a frictionless, informed journey for 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! 

          Heathrow Airport: Delivering Over 1,000 New Security Officers in Just 6 Months

          Posted on by akessler
          Heathrow Airport: Delivering Over 1,000 New Security Officers in Just 6 Months

          Heathrow Airport: Delivering Over 1,000 New Security Officers in Just 6 Months

          How we re-engineered Heathrow Airport’s security officer recruitment process with an entirely bespoke virtual assessment platform, which led to reduced costs.

          1,000 vacancies filled in just 6 months
          70 + NPS score from candidates which is considered excellent
          73 % increase in candidates assessed through a bespoke online assessment platform
          48 % of hires were women

          Situation

          Heathrow Airport is a major international airport in London. With over 80 million travellers passing through annually, hundreds of staff are required to support operations 24 hours a day, 365 days per year. Security officers play a crucial role at the airport, screening baggage, engaging with passengers and patrolling the runways and terminals.

          What started as an recruitment process outsourcing (RPO) partnership for 400 security officers sourced over six months, quickly grew to 1,000 vacancies in the same amount of time as travel restrictions loosened throughout the pandemic.

          Due to the nature of the role, all offers for the security officer role at Heathrow were contingent on the candidate passing a thorough background screening and counter terrorism check, which can take up to 16 weeks. This stage requires the candidate to complete a lot of paperwork which can’t be cut back, so Heathrow needed PeopleScout to create a recruitment process that was fast and easy. Plus, we needed to find a way to keep candidates engaged during the long security check period to minimize drop-off.

          In the previous process, after applying, candidates completed a telephone interview and then attended an in-person assessment center event at a hotel near the airport. However, the Heathrow team were experiencing challenges with this approach.

          There were inconsistencies in the quality of candidates getting through to the phone interview stage, meaning that pass rates at the assessment center events were low. As the hotel venue incurred a cost for Heathrow, they needed to ensure that only candidates with the right skills for the role were getting to this stage to maximize their investment. The hotel events were held infrequently, and the two four-hour sessions at each meant they could only assess 30 candidates per event, 15 candidates in the morning and 15 in the afternoon. Plus, during the COVID-19 pandemic, due to the lockdown laws, these hotel events weren’t possible.

          Solution

          PeopleScout reengineered Heathrow’s security officer recruitment process to get candidates through the screening, interview and assessment stages in a matter of days—all done in a COVID-safe, virtual way.

          We introduced a completely bespoke virtual testing platform called One Experience Assessment (1XP). The candidates completed the assessment after applying, which allowed us to screen for essential skills. Tests were engaging and video-based, creating an immersive experience showcasing what it would be like to work in the airport. Scenarios evaluated candidates’ spatial awareness, as well as their ability to identify potential hazards such as hidden weapons or unattended suitcases. This virtual assessment tool allowed Heathrow to evaluate 52 candidates per day (up from the previous 30) and eliminated venue rental costs.

          Candidates who passed the virtual assessment center were immediately prompted to either schedule a telephone interview with one of our recruiters or to submit an audio recording of themselves answering pre-determined questions which were then screened. Successful candidates participated in a live virtual interview facilitated by our team, which we were able to expand to accommodate their high-volume recruiting.

          To support offer holders during the background screening process, PeopleScout created a video that explained what to expect, which Heathrow sent out to candidates. Our recruiters checked in with these candidates to ensure they were completing the required paperwork in a timely manner. We continued these pre-start check-in calls after the background check process was underway in order to keep candidates engaged and ensure they were still keen to start onboarding once cleared.

          Results

          We not only filled the 1,000 security officer positions for Heathrow in the allotted six-month period—we exceeded the goal. By shifting the assessment stages to earlier in the journey, we were able to improve candidate quality and test more people at a faster rate—a 73% increase—with less expense for the client in the long run. Candidates loved the immersive assessment experience, giving an NPS score of 70+ out of 100.

          In addition, we were able to improve diversity amongst new security officers—48% of the hires were women. Our partnership with Heathrow continues to expand through our always-on RPO approach.

          PeopleScout was named the Supplier of the Year at Heathrow Airport’s Supplier Awards. We were also the winner of the Candidate Experience Award at the 2023 Personnel Today Awards for our work in partnership with Heathrow.

          At a Glance

          • COMPANY: Heathrow Airport
          • INDUSTRY: Travel & Tourism
          • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
          • ABOUT HEATHROW: Heathrow is the UK’s largest airport, located near London and serving millions of travelers from around the world. Heathrow is used by over 90 airlines flying to 214 destinations in 84 countries.
          Let’s Connect

          Early Careers Recruitment Success for an Australian Construction Giant

          Posted on by akessler
          Early Careers Recruitment Success for an Australian Construction Giant

          Early Careers Recruitment

          Early Careers Recruitment Success for an Australian Construction Giant

          PeopleScout embarked on a strategic project to revitalize the graduate recruitment program for one of Australia’s largest development and construction companies. Through our early career talent expertise, we brought in more innovative approaches to candidate engagement and elevated the graduate recruitment experience, cutting renege rates in half.

          18 Weeks Cut from Time Spent of Recruitment Activity
          50 % of Graduate Hires Identified as a Woman
          50 % Reduction in Candidate Drop Off & Reneges

          Situation

          One of Australia’s largest development and construction companies had a graduate recruitment program consisted of a short burst of marketing and campus engagement (six weeks), two recruitment phases in March (16 weeks) and August (12 weeks) and a long “keep warm” period. This approach heavily impacted their HR and recruitment teams as well as a line manager resource. Plus, the long recruitment process and keep warm periods resulted in drop off or renege rates of up to 30%.

          They engaged PeopleScout to help them create a more efficient graduate recruitment process, while ensuring they connected with bright emerging talent.

          Solution

          Seeking to strengthen the connection with students and to drive more efficiency, we executed an early careers talent solution that shifted the focus of the campaign—adding more meaningful campus engagement (24 weeks) and one short, sharp recruitment window (10 weeks).

          Laying the Foundation

          The first step PeopleScout took in updating the program was to conduct in-depth job analysis interviews with a variety of stakeholders including: high performing graduates and interns, their line managers and visionaries across the business. This allowed us to develop a robust success profile, which defined what good looks like now and into the future.

          Then we reviewed and updated the early careers value proposition and updated the campaign materials to tap into candidates looking to build a purpose-driven career. We also tailored our approach to ensure we connected with the client’s target diversity groups.

          We created an always-on expression-of-interest portal for the client which allowed us to build a talent pool for the whole academic year. With the Affinix™ Student Engagement Platform, we delivered tailored content and shared employee stories showcasing ‘a day in the life’ and career journeys. This helped us to drive interest and change minds about a career in construction and property by myth-busting common misperceptions.

          Campus Engagement

          Recognising the importance of genuine and authentic communication, we identified graduate ambassadors across the breadth of the business. Moving away from pure reliance on careers fairs and job boards, our campaign involved the delivery of 38 student engagement events, including site tours, “meet the team” sessions and panels with female leaders leveraging our ambassadors.

          Recruitment Process & Candidate Assessment

          Now, having driven engagement with the target student population, it was important that the recruitment process was also effective, efficient and engaging. Our client had been following the traditional path of online testing, group assessment centres and hiring manager interviews to deliver their graduate program. But there was opportunity to ensure the process amplified their brand, provided candidates a realistic job preview, and levelled the playing field for all, enabling candidates to demonstrate their potential.

          Using the insights from the internal client stakeholder interviews during our discover phase, we implemented the following changes:

          • Completely redesigned the assessment framework.
          • Adopted a CV-blind approach which helped to reduce unconscious bias.
          • Implemented a skills assessment in place of previous cognitive tests, which provided a more holistic view of the candidate, tapping into their motivation, cognitive strengths and behaviours, and measured the candidate against the client’s success profile.
          • Provided candidates with meaningful feedback reports, giving candidates an overview of their strengths and areas for development.
          • Revamped assessment centre exercises to bring the client’s construction project world to life, with candidates working together to deliver solutions involving the client’s core areas of focus, like community and sustainability.
          • Used our virtual assessment centre technology to encourage participation, especially for working candidates, rural candidates or those unable to afford the travel who previously experienced barriers during in-person events.
          • Leveraged our technology to improve accessibility for candidates with a disability and for those with ESL requirements.

          Results

          • Reduced time spent on recruitment activity from 28 weeks down to 10 weeks.
          • Achieved client diversity targets, with 50% of graduates hired identifying as women (compared with 15% of graduates with construction and engineering degrees identifying as women) and 3% of graduates hired identifying as First Nations (compared with 1% of graduates with construction engineering degrees identifying as First Nations).
          • Reduced candidate drop off and reneges from 30% to 14%.

          “The process was very well run, and we had strong candidates. Thank you for the hard work and efforts with this program. It was a very thorough process with great results.”

          Client Feedback

          The enhanced engagement and innovative approach to assessment had an amazing impact on the client’s candidate Net Promoter Score (cNPS) with candidates rating their experience at 65, which is considered great. Candidate feedback was incredibly positive with a sample of feedback below:

          • “Very modern and innovative approach to the regular interview process. Allows busy applicants to complete in their own time.”
          • “The interview process was very innovative and provided additional insight into the role.”
          • “Overall has been a great experience. The assessment provided me with feedback that I can take into account in the future.”
          • “Very user friendly interface and didn’t feel demeaning or intimidating.”
          • “Thank you for making it such a smooth application process. I really appreciated all of the support provided, and I’m looking forward to working in such a supportive work environment. I also really appreciated the quick turnaround time for my application.”

          At a Glance

          • COMPANY: Large development and construction company
          • INDUSTRY: Building & Construction
          • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Affinix
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          Reimaging Talent Assessment: A Digital-First Platform for Smarter and More Streamlined Talent Acquisition

          Posted on by akessler

          The traditional recruitment process often involves a series of stages, including initial screening, psychometric testing, skills evaluation, video interview, face-to-face interview or assessment center. While each step helps in discerning a candidate’s suitability for a role, the cumulative effect of an extended assessment timeline can prove detrimental. From delayed decision-making to candidate attrition, the repercussions of a lengthy recruitment process reverberate across the hiring journey, impacting both employers and candidates.

          In today’s dynamic talent acquisition environment, organizations that can shorten the recruitment process hire better talent, reduce their vacancy rates and ultimately boost their business performance.

          That’s why PeopleScout is proud to introduce the One Experience Assessment (1XP), a digital-first advancement designed to innovate the way talent is evaluated. 1XP is changing the game in recruitment technology by simplifying the recruitment journey. By merging multiple talent assessment stages into one coherent, efficient experience, 1XP boosts efficiency, improves candidate quality and enhances retention.

          1XP for Candidates: Streamlined Processes & Practical Job Previews

          1XP’s brilliance lies in its fusion of diverse assessment techniques—like realistic job previews, situational judgement, aptitude, skills and video interview assessments—into one integrated experience. This allows candidates to demonstrate a wider range of their skills and potential while providing employers with a comprehensive view of each applicant. The outcome is an optimized match between candidates and roles, based on a full understanding of their skills and character.

          For candidates, the process is straightforward. Rather than navigating a sequence of separate invitations and assessment stages, they receive a single invitation to complete everything at once. This not only condenses the timeline but also significantly streamlines the candidate experience by eliminating the need to validate their qualifications repeatedly throughout the traditional process.

          Furthermore, the One Experience Assessment offers candidates a vivid preview of the role for which they are applying. By simulating real-world scenarios and challenges, 1XP enables candidates to immerse themselves in the day-to-day realities of the job. This immersive preview not only helps in managing candidates’ expectations but also ensures that individuals who proceed to the next stages are those who are truly interested and prepared for the specific demands and culture of the role. It’s a strategic approach that not only empowers candidates but also aligns talent acquisition with long-term role fulfilment and employee satisfaction.

          1XP for Talent Acquisition Teams: Faster Hiring & Improved Quality

          The advantages for organizations are equally significant. Allowing candidates to undertake multiple assessments in one session greatly shortens the hiring timeline and reduces the likelihood of candidate withdrawal. This efficiency is further enhanced by an automated scoring system that expedites the evaluation process, except for elements like the video interview. Consequently, recruiters and hiring managers can more quickly focus their efforts on the most promising candidates, equipped with a thorough understanding of their abilities.

          As more candidates begin to explore the use of Generative AI (GenAI) to aid in their job application processes, the One Experience Assessment (1XP) maintains a decisive edge. Unlike typical assessments that might be outwitted by AI, 1XP’s sophisticated assessment design demands genuine human input and adaptability. By incorporating interactive tasks and live video challenges, 1XP creates a complex environment where the scripted responses of AI fall short. This ensures that each candidate’s performance is an authentic reflection of their true abilities, preserving the integrity and trustworthiness of the recruitment process.

          Transforming Talent Assessment: Spotlight Case Studies

          Here are just two examples of how PeopleScout is leveraging 1XP to elevate talent acquisition for our clients.

          Financial Services Organization: Increasing Assessment Pass Rate by 78%

          Facing challenges in recruiting high-quality, productive claims advisors, a leading financial services organization turned to PeopleScout’s 1XP for a solution. The new approach not only made the process more convenient for candidates and significantly reduced the time to hire, but it also eliminated the reliance on previous customer contact experience—focusing instead on skills and potential, which greatly expanded the talent pool.

          The results speak for themselves: the pass rate at the assessment center stage jumped to 73%, from the previous 41%—a 78% increase. New hires were recognized for their motivation to succeed, willingness to learn and positive mindset, demonstrating the effectiveness of 1XP in identifying and attracting quality candidates.

          Heathrow Airport: Reducing Time-to-Hire to Just Eight Days

          The adoption of the 1XP at Heathrow Airport revolutionized the recruitment process for security officers, a role critical for the safety of millions of travellers. This transformation was not only about making the recruitment process more accessible and engaging but also significantly more efficient.

          👉 Check out the full case study.

          By implementing a fully virtual and immersive recruitment journey through 1XP, this organization was able to reduce the time-to-hire from several weeks to just eight days, streamlining the entire process and enabling a faster response to operational needs. Additionally, the candidate experience was greatly enhanced, reflected in a candidate Net Promoter Score (cNPS) of +70 for the whole process. This not only indicates high satisfaction among candidates but also underscores the success of the 1XP in creating a positive and engaging recruitment experience.

          Ready to Revolutionize Your Recruitment Process?

          The One Experience Assessment is redefining talent acquisition standards. By focusing on efficiency, enhancing the candidate experience, and providing a deep understanding of each applicant, it emerges as a model of innovation in the recruitment landscape. For organizations aiming to secure and retain top talent in today’s competitive market, adopting this digital-first strategy could be the key to a successful recruitment future.

          Contact us now to learn more about how PeopleScout’s ground-breaking 1XP solution can streamline your recruitment process, enhance the candidate experience, and significantly improve the quality of your hires.

          Talent Consulting from PeopleScout Lays the Foundation for a Winning RPO Partnership 

          Posted on by akessler
          Talent Consulting from PeopleScout Lays the Foundation for a Winning RPO Partnership

          Talent Diagnostic

          Talent Consulting from PeopleScout Lays the Foundation for a Winning RPO Partnership

          When a world-famous consumer goods brand split into two separate companies, their talent acquisition team needed help developing a sustainable strategy to support the future growth of two brands. They turned to PeopleScout and our Talent Diagnostic solution for help optimizing their talent acquisition strategy to prepare for this critical transition.

          Situation 

          A world-famous consumer goods brand that specialized in breakfast foods and snacks engaged PeopleScout to support an over-extended in-house recruitment team. With our Recruiter On-Demand™ solution, our flex recruiters augmented their team, and we provided some much-needed sourcing technology through our Affinix™ CRM.   

          After a three-year partnership, the company split into two brands, one for breakfast cereals and one for snacks, throwing the talent acquisition team into new territory.  

          Solution 

          To support the transition to two distinct companies—and two talent acquisition teams—the client engaged PeopleScout for our Talent Diagnostic solution, part of the Amplifiers™ suite. They wanted an objective analysis of their talent acquisition model, including a renewed focus on finding high-quality candidates in highly competitive rural markets. 

          PeopleScout facilitated over 20 interviews with various stakeholders and assessed the entire talent lifecycle. Our final report gave an overview of:  

          • The current state of their talent lifecycle  
          • Recommendations to streamline their processes and create a more consistent candidate experience to improve quality and equity 
          • Technology recommendations and tactics to optimize their recruitment channels for larger, more diverse candidate pools 

          Results 

          Following the presentation of the findings from the Talent Diagnostic, the client engaged PeopleScout for full-cycle RPO for their new snack brand to execute the recommendations we developed.  

          “The expertise from the PeopleScout team created a big lift with little lead time and a tight timeline for deliverables. I appreciate their thoughts, partnership and flexibility while we worked to align our approach with HR and our leadership.”

          HR Director, Global Consumer Goods Brand 

          At a Glance

          • COMPANY: Global consumer goods brand
          • INDUSTRY: Consumer Goods
          • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Talent Advisory, Affinix
          • ABOUT THE CLIENT: This multinational food manufacturing company specializes in breakfast and snack foods that are manufactured and marketed in over 180 countries.
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