Tag: #highvolume

Streamlining the Hiring Process for a Healthcare Provider While Enhancing Recruitment Marketing

Posted on by nfuqua

A healthcare organisation needed an RPO provider to reduce their reliance on expensive travel nurses. PeopleScout implemented a full-cycle RPO program to hire nurses. The program was so successful that PeopleScout now handles 90% of the organisation’s hiring.

Scope and Scale

The healthcare organisation needed an RPO provider to hire nurses. The healthcare system had been relying heavily on traveling nurses, which was expensive. What’s more, nursing roles are traditionally difficult to fill. The issue was further complicated by the fact that the health system is located in a rural state with projected nursing shortages.

Situation

The client is a healthcare expert but not an expert in recruitment. They needed an RPO provider that could streamline the hiring process and build a strong recruitment marketing program. PeopleScout’s RPO program started with nursing hires and now spans 90% of the client’s hiring, including all roles aside from physicians, and managing their university recruitment program.

Solution

BUILD A LOCAL RECRUITING TEAM

PeopleScout built a local recruiting team balanced with virtual support. This enables PeopleScout to work directly with the client onsite along with the increased efficiency of a virtual team.

DEVELOP IMPROVED EMPLOYER BRANDING AND LOCATION BRANDING

PeopleScout partnered with the client to understand their employer value proposition and employer brand and then built out recruitment marketing materials to showcase the strong culture and cutting-edge facility. The recruitment marketing materials also include the benefits of working in a small community, including the strong university presence, short commute, low crime and sense of community.

TARGET RECENT GRADUATES

The client partnered with PeopleScout to focus their efforts on hiring recent graduates from area universities. This helped the client get ahead of the competition and train new employees in their RN Residency Program.

IMPLEMENT HIRING BONUS

PeopleScout advised the client to implement a $10,000 hiring bonus for new nurses to ensure their employment offers were competitive based on data research.

IMPLEMENT AFFINIX™ AND STREAMLINED RECRUITING PROCESSES

PeopleScout implemented Affinix and helped the client streamline recruiting processes. This enabled features like management of direct sourcing, panel interviewing and an expedited offer process to decrease the time-to-fill.

Results

LOWEST NURSE VACANCY RATE

PeopleScout helped the client achieve their lowest nurse vacancy rate ever – 1.3%. The healthcare organisation also achieved a 136% increase in hiring new graduate registered nurses. The client reduced its use of traveling nurses by 68%, and for the first time, was able to hire nurses willing to relocate for the position.

PROCESS IMPROVEMENT

With PeopleScout’s expertise, the client achieved 97% new hire retention and 98% hiring leader satisfaction scores for exceptional performance. The client was so impressed with PeopleScout’s results hiring nurses that the client now outsources 90% of their hiring to PeopleScout.

ENHANCED EMPLOYER BRANDING

PeopleScout leveraged the client’s strong employer value proposition and was able to partner with the healthcare provider to create an enhanced suite of employer branding materials that feature real employees. PeopleScout also used a comprehensive approach to reach candidates, including social media, campus recruiting and paid search ads.

Client Feedback

“We are so impressed with this partnership, and it’s a significant improvement from our past recruitment practices. We feel so confident working with a partner who “gets it,” and we are excited about the quality of our candidate pool.”

-Client Feedback

“Out of the three nursing jobs I have obtained in the past, this was by far the most professional and friendly hiring process that I have been through. It was a pleasant change.”

-New Hire

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Retail Recruiters: Creating a Winning Retail Recruiting Strategy

Posted on by edyson

There is no doubt that the internet has forever changed the way customers shop. Despite this, in-store sales continue to trend upward. In fact, in-store sales revenue growth has outpaced e-commerce sales steadily over the last decade. To support in-store demand and continue growth, retail employers need top-performing talent in the right positions.

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Unfortunately, with a tight labor market and various retail recruiting challenges, it is now harder than ever for retail recruiters to find the right candidates. In this article, we cover the best hiring practices for retail recruiters to help you source, attract and hire the best retail talent.

Defining Your Hiring Goals as Retail Recruiters

Regardless of industry, the first step in the recruiting journey begins with outlining how many hires you need to make, what positions you are looking to fill and the timeline you need to hire by. By outlining these goals early on in the recruitment process, you develop a clear strategy that helps you meet your organisation’s talent needs.

As a retail recruiter, your organisation’s hiring goals may fluctuate or change depending on seasonality and store openings, so in addition to your current hiring needs, also anticipate future needs when creating your hiring goals.

Do not be afraid to change your goals as you go. Outside factors, such as new competitors, a change in demand or opening of a new store, might influence the goals you established. If you need to make a shift to your strategy, remain agile enough to do so.

Sourcing Retail Candidates

For a retail organisation to thrive, it takes a diverse range of individuals working together towards a common goal. So, it should come as no surprise that when searching for top retail talent, retail recruiters need to cast a wide net.

While some companies may focus on hiring high school or college students looking for part-time or seasonal jobs, others may want experienced full-time candidates in search of careers. If you’re hiring low wage, low skill labor, community sites like Craigslist or standard job boards can help you attract students or young individuals looking to gain some experience. If you’re looking for more experienced retail workers, try more targeted job boards like iHireRetail or LinkedIn.

It is essential to know where your potential candidates are active and advertise your open jobs strategically. Use location-specific job boards, local papers or blogs, or other targeted strategies to help pinpoint your area for the best candidates.

When sourcing for seasonal positions, using digital and social media ads along with email as a way to find and attract talent can pay huge dividends. Just make sure you create a specific careers site to send seasonal candidates too. This way it will be easier for them to find information on the opportunity without having to navigate your full careers website.  

Finally, you can also look at your customers as potential candidates when recruiting new employees. When your employees are passionate about your brand and products, like loyal customers often are, they can help increase sales and educate new shoppers about what you offer.

Retail Recruiters Need to Go Online

Retailers of today are operating in a competitive space that requires forward-thinking as well as online and social savviness. If you want to attract applicants who have those traits, you should take your recruitment efforts beyond traditional channels such as job boards. Social media is known to be an effective recruitment tool. LinkedIn, for instance, has a number of talent solutions that enable you to find, vet and contact candidates.

Social media channels such as Facebook and Twitter, while not specifically made for recruiting, can also help you find new hires. Use Twitter to spread the word about your openings and put a special careers tab on your Facebook page where your fans can browse and apply for jobs.

Even Instagram has proven to be a good platform, particularly for companies looking for young and fresh talent. As Software Advice cited in this piece on Instagram recruiting, a study by the Pew Research Center found that the largest group using Instagram is adults between 18-29 years of age with some college education. This makes it an ideal platform to attract a new generation of applicants.

So, make it a point to spruce up your employer profile on social media. A good way to do this is to share fun team photos on platforms like Facebook and Instagram. And if you are actively recruiting, spread the word by posting “we’re hiring” images on your accounts and running targeted social media campaigns to attract the right candidates. You can also show your company culture and promote things such as the flexibility in the workplace you provide, your commitment to diversity and inclusion and more.

For Retail Recruiters, Attitude is the New Experience  

When hiring in retail, which is a bigger predictor of a candidate’s success: attitude or experience? In the case of industries like retail, an employee’s attitude is often more important than their experience. What’s more, The Future of Work: The Augmented Workforce study conducted by Deloitte found that “skills such as empathy, communication, persuasion, personal service, problem-solving, and strategic decision-making are more valuable than ever.”

Retail Recruiters

Whether it’s assisting customers at a department store or managing an automotive supply store, each role within the retail industry requires the right attitude. So, how can retail recruiters ensure they hire candidates who have the right attitude? You can start by assessing candidates’ soft skills in the workplace.

Key soft skills to look for in retail candidates

  • Willing and eager to learn
  • Patient
  • Inquisitive
  • Competitive
  • Problem-solving skills
  • Responsible
  • Good communicator
  • Strong listener
  • Team-oriented
  • Emphatic
  • Can-do attitudes
  • High emotional intelligence

The good news is that many of these soft skills go hand-in-hand, so finding retail candidates who exhibit these qualities and attitudes will not be as difficult as it may seem.

Group Interviews and Assessing Soft Skills

A great ways to find candidates with the right soft skills is to conduct group interviews. Candidates at Disney’s retail Store go through a group interview process where they are quizzed on Disney trivia and are asked to sell a product to the rest of the team.

Conducting group interviews provides you an opportunity to glean insights into someone’s soft skills by observing how they conduct themselves around other people, how they handle a stressful situation and you get to understanding of how they will fit with your team.

The Gist

Retail recruiters and the industry as a whole face a unique set of challenges when attracting top talent with the right skills. With the majority of the retail workforce comprised of hourly, part-time and seasonal employees, recruiting quality workers quickly is a tall order.

There is no one-size-fits-all strategy or tactic to retail recruiters. However, armed with the tips we have shared you can develop a retail recruiting strategy that fits your organisation’s unique issues, needs and culture. Remember, get to know your candidate pool, create a robust employer brand, utilize the internet and talent technology tools. If you cover all of these bases, you can improve your recruitment process and make smarter hiring decisions.

High-Volume Sourcing for Major Utility with Regional Project RPO

Posted on by skatz

Situation

Our client was awarded the contract to manage half of one of Australia’s major energy distribution networks. It was a 4.5 year contract  beginning on 1st January and covering an area of 1000 square kilometres, 104,000 poles, 6,500kms of wire and 320,000 customers. Our client was responsible for delivering on all areas of power distribution, expanding from the traditional areas such as line work and cable jointing to new areas such as dispatching, customer projects and maintenance management. The requirement was for 200 hires across 52 job groups.

Approach

The recruitment team were distributed across each capital city in Australia. This approach mirrored the HR service delivery model with senior staff located in Sydney and HR leads in each state. This project was delivered by a Melbourne based recruitment team.

Mobilising a workforce from scratch, with a start date of New Year’s Day, and ensuring that the power was kept on during the festive period was a challenge. There was no transfer of business in place with the incumbent contractor so all staff had to be recruited externally.  Due to the large volume of recruitment required we held 4 open days in close proximity to the 2 regional depots the client was taking over.  Interviews were held off site, with 4 teams interviewing concurrently, handling up to 12 interviews per day. We created a dedicated microsite for candidates to express an interest in attending the open days as well as applying for positions. We also held similar road shows across Western Australia and Tasmania.

Challenges

  • Screening the vast numbers of responses in a timely manner whilst verifying their trade tickets and qualifications at the same time.
  • Interviewing sometimes up to 12 candidates face to face (or by phone) in a day and processing the outcomes through the recruitment administration (references/medicals/statutory declarations.)
  • Managing not only a large number of applicants but also a large volume of positions, we had 200 positions to fill across 52 different job titles.
  • Keeping a large number of applicants from the initial road shows engaged in the recruitment process over a 4 month period.
  • Sourcing Lineworkers in general, and particularly from within the Victorian region as it is a highly competitive market.
  • Working with a moving organisation chart. As some of the elements of this contract were new to the client, they were unsure of the number of roles needed and their job titles.
  • Competing with other contractors who are working on a similar roster with similar pay conditions, and as such trying to give the candidates a USP (e.g. Potential for longevity of positions)

Results

  • 100% new hires commenced on New Year’s Day as per project delivery plans
  • Over 200 people attended our roadshows, with the first roadshow at Mornington having around 100 people attend – 60% more than we estimated.
  • We recruited in excess of 200 candidates for the contract, which was a mixture of internal and external, blue collar and white collar.
  • We contributed to keeping the “power on”, even with a difficult start date and a storm within the first week.
  • For a large mobilisation such as this we have been able to keep a low attrition rate. Currently it sits at around 5%.

High-Volume Global RPO Solution for International Hospitality Brand

Posted on by Kate
High-Volume Global RPO Solution for International Hospitality Brand

Global RPO

High-Volume Global RPO Solution for International Hospitality Brand

An international hospitality brand—and longstanding PeopleScout client—was experiencing growing pains after an acquisition. The client needed to source, screen and hire an additional 20,000 staff for both corporate and on-site positions at hotel properties across multiple continents—bringing the annual headcount to 65,000 new hires. PeopleScout’s global RPO solution proved agile enough to seamlessly scale up to absorb the increased hiring volume, while hitting target service levels across regions.

65,000 Annual Hires
+90% % Customer Satisfaction Scores Amongst Hiring Managers
84% % Time-to-Fill Targets Achieved for In-Market Roles
~100% % Time-to-Fill Targets Achieved for Corporate Roles

Situation

PeopleScout facilitates more than 65,000 hires annually for the hospitality brand, delivering RPO through a 350-member team across continents. Roles include management and hourly hiring needs in both corporate and in-market environments, including sales, accounting, technology, e-commerce, infrastructure, risk management, engineering, architecture, property management, customer service, housekeeping, culinary and more.

In addition to corporate hiring in the U.S. and Canada, we’ve recruited for their operations centres in the UK and India and hospitality properties spanning North America, Latin America, EMEA and APAC.

Solution

Starting with a small pilot in 2007, our relationship has developed into a strategic partnership over 15 years. At the start, the client had disjointed hiring processes across regions. PeopleScout’s RPO team streamlined their recruitment processes and developed robust, standardised compliance practices across the entire recruiting program.

Following an acquisition in 2017, the client gained nearly 1,300 properties across over 100 countries. PeopleScout scaled our global talent acquisition program to ensure the established standardised processes and compliance practices were applied to the newly acquired properties, while keeping costs down.

PeopleScout seamlessly absorbed a 20,000-position increase and easily increased resources to meet a 50% increase in the scope of services. This included scaling our RPO solution to cover the end-to-end recruitment process for management positions for all hotel locations and the U.S. and Canadian headquarters. This allowed the in-house HR team to focus on training, workforce planning and employer branding.

PeopleScout also supported the client through three talent technology transitions over the course of the partnership, creating new levels of efficiency through automation. Plus, our in-house creative agency TMP assisted the client with their recruitment marketing efforts, creating attraction content in English, French, German, Italian, Portuguese, Spanish and Turkish.

Results

In just two months, PeopleScout was able to achieve the same level of performance at the newly acquired locations as they had at the legacy locations.

  • Created standardised recruitment processes and robust compliance practices across all in-market locations resulting in significant cost savings through efficiency
  • 84% time-to-fill targets achieved for in-market hires
  • Nearly 100% time-to-fill targets achieved for corporate hires
  • 90%+ customer satisfaction scores hit for both in-market and management hires
  • Achieved nearly 100% consistency in SLAs thanks to standardised operations across PeopleScout’s global delivery centres.

AT A GLANCE

  • COMPANY
    International hospitality brand
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    65,000
  • LOCATIONS
    Hospitality properties, corporate offices and operational centres across North America, Latin America, Europe and APAC
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