Category: Talent Technology

7 Direct Sourcing Best Practices in Talent Acquisition

Posted on by akessler

Direct sourcing is a pivotal strategy in talent acquisition that empowers organizations to proactively identify, attract and engage top talent. With the growth of the gig economy and blurring of lines between full-time and temporary employment, workers who traditionally seek full-time employment are increasingly willing to take up temporary placements—and vice versa. Organizations that create and nurture blended talent pools of both permanent and contingent workers through direct sourcing best practices can bypass traditional recruitment channels and connect with top talent in a more personalized and efficient manner.  

Here are seven direct sourcing best practices to successfully implement direct sourcing as part of your talent acquisition strategy: 

1. Focus on Your Employer Brand 

    A strong employer brand showcases what makes your company unique and appealing, serving as a powerful magnet for skilled professionals seeking temporary, project-based and full-time work. Investing in your employer brand pays dividends in direct sourcing by reducing time-to-hire, improving the quality of candidates and enhancing candidate engagement. Moreover, it helps build trust and credibility with potential workers, making them more likely to choose your organization over competitors. 

    To build an effective employer brand, start by developing a compelling employer value proposition (EVP) that highlights the distinct advantages of working with your organization. This should encompass your company’s values, culture and the unique opportunities you offer. Consider factors such as flexible work arrangements, challenging projects and professional development opportunities. Communicate these elements clearly and consistently across your website, social media platforms, email nurture campaigns and other channels to create a cohesive brand image. 

    With 41% of companies expecting to increase their use of contingent workers, it’s important to ensure that your EVP applies to both your temporary and permanent employees. Have you formally defined the value proposition for contractors? Contingent workers are a part of your cultural DNA and deserve the same experience as full-time workers. It may help to shift from using the term EVP, which implies the value is only experienced by those you employ directly, to using Worker Value Proposition (WVP) to make it more inclusive. Direct sourcing can help that drive that connection to the employer brand —regardless of classification. 

    2. Implement Robust Technology 

      Technology forms the second cornerstone of successful direct sourcing, providing the essential infrastructure for implementing and optimizing sourcing strategies. In fact, the effectiveness of most of our direct sourcing best practices hinges on the availability and proper utilization of advanced technology tools.  

      Look for solutions that offer AI-powered matching capabilities, which can dramatically improve the speed and accuracy of candidate selection. For example, PeopleScout’s Direct Sourcing is a tech-powered solution that helps you rediscover candidates who are already in your candidate database with the use of AI. Affinix™, our proprietary talent acquisition suite, compares your job description against profiles in your database and identifies a list of the best candidates—whether they’re previous applicants, individuals who have filled out an expression of interest form for the role, or silver/bronze medalists from previous requisitions. You receive a weighted score for each candidate (based on previous job titles and experience, skills profile and management experience) along with a written summary. Your hiring manager can then determine which candidates they want to pursue immediately, and which to add to a talent pool, where they’ll receive additional outreach before being invited to apply.  

      We can also use our AI smart search technology to tap into 1.3 billion candidate profiles across multiple external talent databases. This vastly expands your access to talent by identifying strong candidates within seconds of opening a new job requisition.  

      In addition to outbound channels, PeopleScout’s Direct Sourcing offers technology solutions for inbound sourcing channels including custom careers sites, internal job portals, expression of interest forms and programmatic advertising.  

      In addition to sourcing capabilities, prioritize platforms with robust automation to reduce manual tasks and free up your team to focus on strategic initiatives. Don’t forget comprehensive analytics to help you continually refine your sourcing strategies, identify trends and measure your efforts.  

      3. Create Segmented Talent Pools 

        Creating segmented talent pools is a crucial strategy in effective direct sourcing, allowing organizations to target their efforts more precisely and efficiently. By developing and maintaining pools of both permanent and contingent talent based on skills, experience levels and job types, companies can quickly identify and engage the best candidates for specific roles or projects.  

        This targeted approach allows for more personalized engagement strategies, tailored communication and faster matching of candidates to opportunities. Through analytics you can develop an understanding of each talent segment’s unique needs and motivations, allowing you to refine your value proposition for different groups. Ultimately, segmented talent pools build stronger connections with candidates, improving the quality of hires and the efficiency of your direct sourcing program. 

        4. Develop Talent Engagement Strategies 

          Once you’ve established distinct talent segments, it’s essential to develop and implement engagement approaches that resonate with each group’s unique characteristics and preferences. This personalized approach ensures that your communication is relevant, timely and effective, increasing the likelihood of attracting and retaining top talent for your organization. 

          Implement a robust CRM and recruitment marketing engine to streamline and automate these engagement processes, allowing for consistent and personalized interactions at scale. Regularly provide updates, feedback, and relevant information to keep candidates engaged and interested, fostering a sense of connection with your organization even before a specific opportunity arises. Your engagement strategy should also span social media, networking events, relevant online platforms, industry associations and SMS to keep your talent pools informed about opportunities and foster connection. 

          This approach not only helps you cultivate a diverse pool of specialized talent but also positions your organization as an attractive option for skilled professionals. By maintaining active engagement with passive talent, you create a ready pipeline of qualified candidates, enabling you to quickly scale your workforce and access a broad spectrum of skills and expertise when needed. 

          5. Focus on the Candidate Experience 

            In the realm of direct sourcing best practices, a positive candidate experience not only enhances your organization’s reputation but also increases the likelihood of successful placements and repeat engagements. Regardless of whether a candidate is up for a permanent or contingent role, they’ll be expecting a mobile-first, streamlined, informative and engaging process from initial outreach through placement. 

            Focus on transparency and communication throughout the sourcing process. Provide clear, detailed job descriptions and requirements, offer insights into your company culture and set realistic expectations regarding timelines and next steps. A tech-powered solution will feature automation that ensures candidates receive timely responses to their applications and inquiries.  

            By prioritizing a positive candidate experience, you not only improve your chances of securing top talent but also build a strong employer brand that attracts high-quality candidates to your talent pools over time. 

            6. Optimize Direct Sourcing Performance 

              Measuring and optimizing the performance of your direct sourcing program is crucial for long-term success and continuous improvement. To effectively gauge the impact of your efforts, it’s essential to track key metrics that provide insights into various aspects of your sourcing strategy such as time-to-fill, quality of hires, cost per hire, candidate engagement rates and source of hire. Additionally, monitor the size and quality of your talent pools, the effectiveness of your engagement strategies, and the overall satisfaction of both candidates and hiring managers.  

              Regularly analyzing these metrics will provide a comprehensive view of your direct sourcing program’s performance and highlight areas for improvement. For instance, if you notice a particular talent pool consistently yields high-quality candidates with shorter time-to-fill rates, you might allocate more resources to cultivating that segment. Similarly, if certain engagement tactics result in higher response rates, you can refine your communication strategies accordingly.  

              Continuously refining your approach based on performance data ensures that your direct sourcing program remains agile and effective, adapting to changing market conditions and organizational needs. Remember, the goal is not just to collect data, but to translate these insights into improvements. 

              7. Consider Outsourcing to a Talent Partner 

                While implementing a successful direct sourcing strategy can yield a competitive edge, it requires substantial resources, expertise and ongoing management. This is where a total talent solutions partner can be a game-changer for organizations.  

                Outsourced total talent solutions providers who offer recruitment process outsourcing (RPO) and managed service programs (MSP) have the advantage of scale and specialization. They continuously invest in the latest sourcing technologies, stay abreast of market trends and refine their strategies based on data from multiple clients across various industries. This expertise enables them to build and manage segmented talent pools more efficiently, implement sophisticated engagement strategies and deliver an outstanding candidate experience.  

                Moreover, a partner brings consultation to a direct sourcing solution. By evaluating the skills gaps in your organization in line with your anticipated demand, a talent partner can help you develop more formal workforce planning to keep you ahead of the curve. Direct sourcing can play a major role in pipelining talent so you can tap into it at the right time. 

                This approach not only saves time and costs from staffing agencies, but it also provides access to a broader and more diverse talent pool, enhances employer branding efforts and improves the quality of hires. Ultimately, partnering with a provider to help execute direct sourcing best practices enables organizations to achieve better results faster, positioning them to combine approaches for contingent and permanent talent acquisition management and take steps toward total workforce management. 

                Allied Health Recruiting & Retention Best Practices 

                Posted on by akessler

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

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

                Challenges in Allied Health Recruiting 

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

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

                Best Practices for Allied Health Recruiting & Retention 

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

                Showcase Your Unique Culture 

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

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

                Offer Competitive Compensation Packages 

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

                Streamline Your Recruitment Process 

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

                Leverage Technology 

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

                Create a Robust Onboarding Program 

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

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

                Showcase Clear Career Paths 

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

                Consider RPO for Allied Health Recruiting 

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

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

                Why Small and Medium Enterprises Should Consider Recruitment Process Outsourcing

                Posted on by akessler

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

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

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

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

                The Shifting Landscape of RPO 

                Data from Everest Group 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! 

                Direct Sourcing

                Posted on by akessler

                Direct Sourcing by PeopleScout

                PeopleScout’s Direct Sourcing is a tech-powered solution for engaging top talent for permanent and contingent roles, while leveraging the power of your employer brand. We lay the framework for a sustainable total talent strategy by proactively creating a pipeline of freelance, temporary and permanent talent from your existing database combined with our global reach of 1.3B candidate profiles.

                Download this fact sheet to learn more.

                Download Fact Sheet

                Learn more about PeopleScout’s Direct Sourcing solution.

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                7 Direct Sourcing Best Practices in Talent Acquisition
                Articles

                7 Direct Sourcing Best Practices in Talent Acquisition

                Direct sourcing is a pivotal strategy in talent acquisition that empowers organizations to proactively identify, attract and engage top talent. With the growth of the gig economy and blurring of lines between full-time and temporary employment, workers who traditionally seek full-time employment are increasingly willing to take up temporary placements—and vice versa. Organizations that create…

                Direct Sourcing
                Fact Sheets

                Direct Sourcing

                Direct Sourcing by PeopleScout PeopleScout’s Direct Sourcing is a tech-powered solution for engaging top talent for permanent and contingent roles, while leveraging the power of your employer brand. We lay the framework for a sustainable total talent strategy by proactively creating a pipeline of freelance, temporary and permanent talent from your existing database combined with…

                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing
                Case Studies

                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

                Situation  This Australian radiology network operates in 270 clinics, employs over 350 doctors and 4,000 staff and performs over six million patient procedures a year, making them one of the largest medical imaging providers in the world. The organization needed to hire high-volume, critical healthcare roles across both metropolitan and regional locations, but they were…

                Skills-Based Assessment: Where Potential Surpasses Pedigree

                Posted on by akessler

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

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

                The Limitations of Old Evaluation Methods 

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

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

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

                Defining Skills for Your Organization 

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

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

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

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

                Types of Skills-Based Assessment 

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

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

                Hard Skills  

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

                Hard skills-based assessment examples: 

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

                Soft Skills

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

                Soft skills-based assessment examples: 

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

                Values Fit  

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

                Values fit assessment examples: 

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

                Benefits of Skills-Based Assessments

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

                Delivering Value to Candidates 

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

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

                Delivering Value to Employers 

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

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

                Making the Shift to a Skills-Based Assessment Strategy 

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

                1. Create Stakeholder Buy-In  

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

                2. Define Your Desired Skills and Competencies 

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

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

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

                3. Choose the Appropriate Assessment Tools  

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

                4. Facilitate Change Management  

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

                Skills-Based Assessment & The Future of Work 

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

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

                Learn more about our award-winning talent assessment solutions. 

                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

                Posted on by akessler
                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

                Direct Sourcing

                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

                An Australian radiology network sought PeopleScout’s Direct Sourcing solution after two acquisitions expanded their geographical footprint, making it increasingly difficult to fill critical skilled healthcare roles amidst a talent shortage and an imbalanced distribution of practitioners across regions.

                401 roles filled in just 5 months
                112 roles filled in remote locations
                83 % engagement rate on doctor campaign

                Situation 

                This Australian radiology network operates in 270 clinics, employs over 350 doctors and 4,000 staff and performs over six million patient procedures a year, making them one of the largest medical imaging providers in the world. The organization needed to hire high-volume, critical healthcare roles across both metropolitan and regional locations, but they were struggling because of the talent shortage across their newly expanded regional footprint. In addition to the unique talent challenges facing the healthcare sector globally—including employee burnout, widening skills gaps and rising demand among the aging population—the diagnostic imaging sector in Australia faces the additional challenge of ensuring staff distribution across metropolitan, regional and rural areas is proportionate to the population. Historically, most radiology workers have resided in metropolitan areas, creating a gap in rural locations. 

                Prior to engaging PeopleScout, the client used disparate, short-term solutions and lacked a single view of the skills within their existing workforce. They did not have a talent technology platform, but instead managed requisitions and candidate outreach efforts using Excel spreadsheets. Our team developed a Direct Sourcing solution to help the client overcome the healthcare talent shortage and meet their workforce goals in all locations.  

                Solution 

                PeopleScout augmented the internal recruitment team with Direct Sourcing for both contingent and permanent roles ranging from medical receptionists to radiographers, sonographers to IT personnel, by developing and implementing 360-degree talent sourcing and engagement strategy that included:  

                • Multi-Channel Sourcing: We deployed Smart Search, an Affinix™ tool that simultaneously scours multiple external databases, capturing and saving profiles that match desired skills and experience. 
                • AI-Powered Talent Rediscovery: Using artificial intelligence, we matched job descriptions to all candidates in the platform, generating a list of recommended candidates that were scored for suitability, based on industry experience, skills, previous job titles and management experience. 
                • Cutting-Edge Recruitment Marketing: Leveraging Affinix’s capabilities, we built an internal career site and external job portal. These engagement hubs allowed employees and candidates to explore openings, learn about different roles or submit expression of interest forms for hard-to-fill positions. 
                • Sophisticated Talent Nurturing: Candidates were segmented into talent pools by role and region, then added to customized, automated nurture campaigns. This allowed our client to engage or re-engage with active and passive candidates, alumni and referrals effectively. 
                • Data-Driven Insights: Custom Affinix dashboards provided real-time insights on the most active candidates, enabling the team to build automated drip campaigns that kept jobseekers engaged and interested. 

                Results 

                The impact of our tech-powered Direct Sourcing solution was swift and substantial. In the first five months following program launch, PeopleScout filled 401 roles for the radiology network across 33 locations, including every state and territory where the organization operates.  

                Some campaign messaging was role-specific—the campaign targeting 800 doctors had an engagement rate over 80%.  

                Other messages focused on the benefits of working in the more remote locations, highlighting the “perfect combination of a vibrant city life in a rural setting.” Of the roles filled, 112 were within these regional locations, where recruitment had historically been more difficult.  

                At a Glance

                • COMPANY
                  Radiology network
                • INDUSTRY
                  Healthcare
                • PEOPLESCOUT SOLUTIONS
                  Total Talent, Affinix
                • LOCATIONS
                  33 locations across Australia and New Zealand
                Let’s Connect

                What is Direct Sourcing? Why It Could Open the Door to Total Talent Acquisition

                Posted on by akessler

                The evolution of remote work has resulted in the growth of the gig economy and the blurring of lines between full-time and temporary employment. Workers who traditionally seek full-time employment are increasingly willing to take up temporary gigs—and vice versa. Organizations that create and nurture blended talent pools of both permanent and contingent workers can be more intentional with workforce planning to address skills gaps and diversity goals. Enter direct sourcing—a game-changing strategy that’s reshaping how companies approach talent acquisition.  

                By integrating direct sourcing into your total talent acquisition strategy, you can turn these talent pools into your strongest channel for growing your workforce, bringing forward pre-engaged talent. This results in faster hiring and improves overall organizational productivity. With direct sourcing, you can uncover hidden talent and gain a competitive edge in attracting top-tier candidates. 

                But what is direct sourcing, and why should talent acquisition leaders pay attention? In this article, we’ll delve into the importance of direct sourcing, it’s role in total talent management, its benefits, and the crucial role of technology in a direct sourcing solution.  

                What is Direct Sourcing? 

                First things first, what is direct sourcing anyway? Direct sourcing is a recruitment approach that leverages an organization’s employer brand and existing talent database to build and manage talent pools for both permanent and contingent positions. This method allows organizations to engage directly with potential hires, including former employees, retirees, referrals, interns, and even “silver medalists” and candidates who were runners-up in previous hiring processes. Unlike traditional methods that rely heavily on staffing agencies, direct sourcing creates a pipeline of freelance, temporary and permanent talent, reducing costs, improving hiring efficiency and allowing employers to take control of their hiring needs. 

                At its core, direct sourcing involves: 

                • Utilizing your employer brand to attract talent 
                • Creating and managing exclusive talent pools 
                • Proactively engaging with potential candidates 

                Direct Sourcing: The First Step to Total Talent Acquisition? 

                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 way to do it. By sharing people, processes and technology across vacancy types through direct sourcing, organizations gain efficiency and get closer to total workforce management.  

                So, it’s no surprise that more and more organizations are choosing to outsource their direct sourcing program, either coupled with their Managed Service Program (MSP) or through a Recruitment Process Outsourcing (RPO) provider.  

                Partners like PeopleScout excel at direct sourcing, as their specialty lies in seamlessly integrating with client teams, leveraging the client’s employer brand to attract top talent. Plus, with a partner, you gain access to specialized technology for managing and curating talent pools, ensuring a streamlined and efficient process while still maintaining the benefits of direct engagement with potential hires. 

                The Benefits of Direct Sourcing 

                Direct sourcing offers numerous benefits that are driving its adoption among forward-thinking organizations. Let’s explore the top advantages: 

                • Faster Hiring Cycles: With always-on talent pools, direct sourcing can significantly reduce time-to-hire. By eliminating the need for a staffing agency and leveraging candidates who already exist in the ATS and CRM (and are familiar with your employer brand), direct sourcing puts engaged candidates at your fingertips. Having regular access to qualified candidates, referrals and former employees allows you to easily adjust to changing workforce needs. 
                • Greater Cost Savings: Direct sourcing can significantly reduce recruitment costs by minimizing reliance on staffing agencies and their associated fees. An RPO partner who can offer AI-powered sourcing and innovative ways to ensure smarter media spend can reduce your costs and maximize your ROI for direct sourcing.  
                • Higher Quality of Candidates: By leveraging your employer brand and creating curated talent pools, direct sourcing allows you to attract higher-quality candidates who are better aligned with your organization’s culture and needs. Through personalized engagement with candidates, RPO providers can gain a deeper understanding of their skills, experiences and motivations. Additionally, direct sourcing allows companies to build lasting relationships with top talent, creating a talent pool that can be tapped for future openings. 
                • Enhanced Candidate Experience: Direct sourcing means more personalized and human interactions, which improves the candidate experience. By engaging proactively with potential hires, you can provide a smoother, more informative process that reflects positively on your brand. 
                • Employer Brand Attraction: In a direct sourcing engagement, your RPO partner is an extension of your team, transforming your employer brand into a powerful tool in attracting top contingent and permanent talent. Direct sourcing allows you to showcase your company culture, values and opportunities through relevant and engaging touchpoints, helping you become an employer of choice.  
                • Access to Data & Insights: With extensive experience across job families and regions, RPOs are well suited to evaluate your unique recruitment metrics against market trends to enable data-driven decision making for your direct souring program. Detailed analytics help decode top talent behaviors and predict cultural fit, willingness to change companies and future tenure potential to improve hiring speed and accuracy over time. 
                • Improved Diversity: The targeted nature of direct sourcing means you can identify, select and engage candidates from various audiences to meet diversity goals.  
                • Improved Hiring Manager Experience: Direct sourcing provides hiring managers with better access to high-quality and diverse talent pools, freeing them up to focus on leading their teams instead of recruiting. 

                The Role of Technology in Direct Sourcing 

                While the concept of direct sourcing is powerful on its own, technology unlocks its true potential. Modern direct sourcing solutions leverage AI, multi-channel sourcing, communication automation and analytics to supercharge the approach. 

                When deciding on a direct sourcing solution, consider the following technologies: 

                • AI and Machine Learning: These technologies enable superior skills matching, connecting the right candidates with the right opportunities more efficiently than ever before. PeopleScout Direct Sourcing helps you rediscover candidates who are already in your applicant tracking system (ATS) with the use of AI. Affinix™, our proprietary talent acquisition suite, compares your job description against profiles in your database and identifies a list of the best candidates—whether they’re previous applicants, individuals who have filled out an expression of interest form for the role, or silver/bronze medalists from previous requisitions. You receive a weighted role suitability score for each candidate (based on previous job titles and experience, skills profile, and management experience) along with a written summary. Your hiring manager can then determine which candidates they want to pursue immediately, and which to add to a talent pool, where they’ll receive additional outreach before being invited to apply. 
                • Smart Search: In addition to your existing ATS, consider a direct sourcing solution that enables you to search across multiple external talent databases—such as LinkedIn and Indeed—simultaneously and save relevant candidate profiles into your own database. This helps you beat your competitors to hard-to-find talent and source more efficiently with a seamless experience for your hiring managers. AI can be applied to these candidates as well to identify strong candidates—passive or active, known or new to you—within seconds of opening a new job requisition. 
                • Multi-Channel Sourcing: To truly capitalize on your employer brand with your direct sourcing program, a multi-channel approach that leverages recruitment marketing to reach top talent is crucial. This includes custom career site and microsite development, for both internal and external job portals, expression of interest forms and programmatic advertising. This holistic approach will re-engage talent and excite them about your opportunities. 
                • Personalization at Scale: Your direct sourcing solution should feature recruitment marketing technology that helps you develop a series of automated targeted communication touchpoints to engage or re-engage with passive candidates, silver/bronze medalists, contractors, alumni and referrals. Personalized emails and automated drip campaigns will keep your brand top-of-mind. Use analytics from communication and nurture campaigns to access insight into which candidates are engaging most with your content and whether the content you’re distributing resonates with the candidate pool. 
                • Data-Driven Insights: For your direct sourcing program, insist on robust reporting and analytics capabilities. However, according to Everest Group, 52% of organizations who are considering direct sourcing cite the lack of technology integration between permanent and contingent tools as a challenge they are currently facing or anticipate facing. Integrating your existing VMS and ATS into one analytics platform is a must for total talent management in order to gain insight into both your permanent and contingent openings.  

                Conclusion 

                As the world of work continues to evolve, direct sourcing is poised to play an increasingly important role for organizations aiming to streamline their total talent acquisition processes and attract the best candidates.  

                As you consider implementing direct sourcing in your organization, remember that while the human touch remains invaluable, technology is a crucial enabler. Industry leading direct sourcing solutions are AI-powered, combining cutting-edge technology with expert talent curation and engagement strategies. 

                By embracing this approach, organizations can position themselves at the forefront of talent acquisition innovation, ready to attract and engage the best contingent and permanent talent in an increasingly competitive landscape. 

                Early Careers Recruitment: Meeting Gen Z’s Expectations

                Posted on by akessler

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

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

                Consumer-Like Experiences in Early Careers Recruitment 

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

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

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

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

                Authentic Storytelling 

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

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

                Opportunity to Demonstrate Potential 

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

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

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

                Receiving & Giving Feedback 

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

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

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

                Leveraging RPO Expertise for Early Careers Recruitment  

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

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

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

                Posted on by akessler

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

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

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

                Can your organization keep up?

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

                In this ebook, you’ll discover:

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

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

                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.