Category: Talent Acquisition Strategy

SSE: Achieving Project RPO Success Despite Limited Talent Pool

Posted on by rharris

CHALLENGE

As part of the Government’s smart meter rollout, SSE needed to hire 1,500 Smart Meter Engineers in a short time-frame – in direct competition with all the other energy companies looking for the same people. A long-term client, SSE turned to their Talent Solutions Partner to share the problem and outsource the project.

APPROACH

Our task was to recruit 1,500 Smart Meter Installers by December 2017. Time was of the essence. The hiring process needed to be transformed, streamlined and made more consistent, as the existing process was time-consuming for hiring managers and candidates alike. Hiring managers were incredibly busy so we needed a process that required minimal commitment.

The next challenge we faced was the limited talent pool of candidates. So it was essential that SSE made an impact with highly targeted communications.

Our Occupational Psychologist team designed a new online application process that removed the need for SSE Managers to interview candidates. Now they would only need to meet the candidates on their first day of training. Our newly designed online 3D model and multiple-choice tests allowed us to assess candidates much more efficiently. And along the way, our UK Delivery Centre supported candidates at each stage, ensuring that they remained engaged and satisfied.

‘We’ve been really pleased with the speed of project set up, the team and the added value that they continue to provide.” Lee Newbold, HR Business Partner – Metering and Smart Transformation’

RESULTS

Between October 2016 and April 2018, 902 Smart Meter Installers were recruited. The average time to receive an offer has been reduced to 69 days, and recruits now start after 104 days, on average.

And, throughout we have increased the quality of the candidates. 90% of trainee candidates attended assessment and 64% passed at the Assessment Centre. We’ve increased the number of female Smart Meter Operatives by 800%.

The application process was nominated for an Innovation Award by the Association of British Psychology.

IMI: End-to-End Graduate Recruitment Balancing Technology and the Human Touch

Posted on by rharris

CHALLENGE

IMI is a specialist engineering company. They design, manufacture and service highly engineered products that control the movement of fluids. They employ some 11,000 people, have manufacturing facilities in more than 20 countries and operate a global service network. When they needed a comprehensive global graduate recruitment campaign, IMI approached PeopleScout.

APPROACH

We’ve supported IMI’s Graduate Programme for two years, with a global end-to-end talent solution designed to deliver an excellent candidate experience. It includes everything from website design, attraction and sourcing, through to candidate management.

In practice, we manage a recruitment process that comprises an online application, a detailed qualification screen, a sift of written motivational responses, online verbal and numerical reasoning testing and a telephone interview. Assessment centres are regionally administered and conducted by IMI hiring managers.

We know just how valuable human contact is in the recruitment process. So we give applicants real-time phone access to the resourcers and recruiters in the Delivery Centre – maintaining high candidate satisfaction. Candidates can expect responses to email enquiries within 24 hours. And telephone interviews and assessments are scheduled during UK evening hours, allowing IMI to concentrate on interviews and assessments.

“Moving to PeopleScout was the best decision I ever made.” Mari Docker – Global Graduate Development Manager, IMI

RESULTS

We’ve supported IMI’s Graduate Programme for two years, with a global end-to-end talent solution designed to deliver an excellent candidate experience. It includes everything from website design, attraction and sourcing, through to candidate management.

In practice, we manage a recruitment process that comprises an online application, a detailed qualification screen, a sift of written motivational responses, online verbal and numerical reasoning testing and a telephone interview. Assessment centres are regionally administered and conducted by IMI hiring managers.

We know just how valuable human contact is in the recruitment process. So we give applicants real-time phone access to the resourcers and recruiters in the Delivery Centre – maintaining high candidate satisfaction. Candidates can expect responses to email enquiries within 24 hours. And telephone interviews and assessments are scheduled during UK evening hours, allowing IMI to concentrate on interviews and assessments.

Virgin Money: Creating a Candidate Assessment Like No Other

Posted on by rharris

CHALLENGE

Virgin Money’s brief to us: find me Harry Potter, a creative genius who can come along and change banking. Someone from outside banking that we couldn’t attract through the normal processes.

APPROACH

How do you recruit an executive from a completely different sector? And how do you reach them in the first place? Above all, by making the front pages, not the banking job section. So we set out to create a headline-grabbing experience and generate PR and noise in the right places – starting with a pilot of the assessment experience. And that experience was ‘The world’s most creative job interview’, a hybrid of immersive theatre and robust assessment. Building on psychological principles, it set candidates tasks that engaged as thoroughly as they tested.

“The thing I love about PeopleScout is they have that really interesting blend of a robust approach to assessment and the creative ability to think differently.” – Head of Resourcing, Virgin Money

RESULTS

Alongside coverage in the usual HR publications, we earned high-profile media coverage in titles like The Evening Standard, City A.M., Campaign, Marketing Magazine and Brand Republic, with a combined circulation of around 30 million. Ten outstanding candidates were chosen for the ‘interview’. Which all led to the discovery of the successful applicant, Dhiraj Mukherjee, a founder of the music application Shazam, and a truly creative entrepreneur. And the new assessment approach has ushered in a legacy beyond a new Head of Innovation. From one niche role, we’ve now scaled up the approach to be used nationally across all volume hiring.

Derby City Council: Candidate Generation for Future Generations

Posted on by rharris

Derby City Council needed to recruit several Directors to drive forward their 2030 vision for a safer, stronger city. They engaged our expertise in Candidate Generation and Assessment solutions to ensure the right candidates were identified and assessed in a robust, pragmatic way. We delivered a streamlined, structured solution to ensure they had the information they needed to make successful appointments based on objective, role-specific insights.

SOLUTION HIGHLIGHTS
• A ROBUST PROCESS
• IN-DEPTH INSIGHT
• MEASUREMENT & VALIDATION
• BESPOKE CANDIDATE REPORTS
• SUCCESSFUL APPOINTMENTS

IDENTIFYING THE RIGHT CANDIDATES TO DRIVE DERBY’S 2030 VISION

SCOPE & SCALE

Derby City Council has a clear vision for 2030, based on building a “safe, strong, ambitious city”.To achieve this vision they needed to recruit a number of Directors to drive forward their ambitious plans.

SITUATION

Derby City Council engaged our expertise in Candidate Generation and Assessment solutions to ensure the right candidates were identified and assessed in a robust, pragmatic way

SOLUTION

IN-DEPTH INSIGHT
To target suitable candidates for each of the roles, our specialist Candidate Generation team immersed themselves in the culture of Derby City Council. They asked questions to understand the key success requirements, experience and qualities essential for each role. This also supported the development of a compelling, yet realistic, narrative that could be used to keep candidates motivated to complete the recruitment journey.

MEASUREMENT & VALIDATION
Our Senior Assessment Consultant ensured that each candidate completed two personality questionnaires to measure their profiles against the organisation’s key strategic level
competencies. In addition, our Occupational Psychologist conducted a 60-minute validation call with each individual to really get under their skin and bring their behavioral preferences to life.

BESPOKE CANDIDATE REPORTS
We then compiled a report on every candidate, highlighting their key strengths and development areas, providing briefs for the panel to use to probe further during the selection interviews.

RESULTS

SUCCESSFUL APPOINTMENTS
This streamlined, structured solution ensured that Derby City Council had the information they needed to make appointment decisions based on objective, role-specific insights.

A ROBUST PROCESS
It also made for a fair process which both successful and unsuccessful candidates found to be enriching, as they received insightful feedback throughout. Similarly, the assessor panel reported that the briefings helped to focus their questions at the final stage interviews for each candidate.

Bombardier: Keeping the World Moving with a Global Employer Brand

Posted on by rharris

A worldwide leader in rail technology, Bombardier Transportation had no global employer brand presence. So they approached us to develop a recruitment value proposition. Launched initially in the UK, and now rolling out to other territories, our global messaging framework and toolkit has already helped them recruit to previously hard-to-fill roles, as well as meet diversity objectives.

SOLUTION HIGHLIGHTS
• GLOBAL PRESENCE
• SUCCESSFUL MEDIA CAMPAIGN
• FILLING CRITICAL ROLES
• IMPROVED DIVERSITY

SCOPE AND SCALE

With no global employer brand presence, Bombardier Transportation was keen to develop a recruitment value proposition (RVP). The RVP was not only to be used to push out the overall brand message, but also to underpin specific propositions for, and support recruitment activity in, each of their territories around the world.

SITUATION

Bombardier Transportation had to tackle a negative market perception of redundancies and lost orders. The truth was that they had a full order book and some new and exciting contracts to deliver in the future. With this positive story to share, they realised they had a great opportunity to enhance their position within the market.

SOLUTION

RESEARCH & DISCOVERY
We began with extensive research in all key Bombardier Transportation global territories. As well as conducting interviews with a mixture of senior stakeholders and employees from the main talent groups they needed to recruit from, we also carried out external sessions with relevant talent groups.

FOUNDATION & FRAMEWORK
Using the insights we’d gained, we developed a set of RVP pillars capturing the key themes from the research. This provided the framework for creating our global messaging platform and design.

OUTCOME: GUIDELINES & TOOLKIT
Working closely with Bombardier Transportation’s Centre of Excellence, Branding and Communications teams, we produced a set of guidelines and toolkit of materials that could be used globally and nuanced for each individual territory.

RESULTS

GLOBAL PRESENCE
Initially launched within the UK, the RVP continues to be rolled out to other territories around the world.

SUCCESSFUL MEDIA CAMPAIGN
Bombardier Transportation also launched its first media campaign using the RVP in the UK, with encouraging results. The campaign used a variety of digital and outdoor media in key hiring locations, which was a first for Bombardier Transportation.

SUCCESS IN HIRING CRITICAL, HARD-TO-FILL ROLES
Across the whole campaign, they received over 500 applications and made hires into critical roles that they had struggled to recruit to previously.

IMPROVED DIVERSITY
They were also able to recruit several females into these positions addressing their global diversity objectives.

FUTURE FOUNDATION
The RVP and media performance have been well received within Bombardier Transportation as they continue to plan their activities.

Sellafield: Transforming an Employer Brand to Engage Entry-Level Talent

Posted on by rharris

As part of a new vision and strategy, Sellafield Ltd had redefined and expanded their Graduate and Industrial Placement schemes, and they needed to hire more graduates and placement students than ever before. To help them do this, we developed a new brand messaging and visual approach that told their story across a range of channels – and significantly increased applications.

SOLUTION HIGHLIGHTS
• TRANSFORMATIVE BRAND MESSAGING
• COMPREHENSIVE ATTRACTION STRATEGY
• WIDER AUDIENCE
• INCREASED APPLICATIONS

SCOPE AND SCALE

We’ve worked with Sellafield Ltd for several years, supporting their annual Graduate and Industrial Placement schemes. As part of an ongoing transformational journey, the organisation
had repurposed its values and strategy for the future. In response to this, they also redefined and expanded their schemes to attract and hire more graduates and placement
students than ever before.

SITUATION

Sellafield Ltd needed to hire 55 graduates and 50 students. And, with a new vision and strategy, they were keen to develop their existing brand messaging to reflect the opportunities that these changes would bring. They agreed with us that a re-launch of the Graduate and Industrial Placement schemes was required, to tell the story of their transformation and engage candidates across the breadth of disciplines.

SOLUTION

ENGAGING BRAND MESSAGING
We worked with Sellafield Ltd to develop an engaging recruitment value proposition (RVP). Using the RVP as a platform, our brand messaging and design conveyed the new vision and strategy, and what that meant for our target audiences, across a range of attraction materials.

COMPREHENSIVE ATTRACTION STRATEGY
This included careers fair materials, such as stands, leaflets and posters, and collateral for their online attraction strategy – graduate media, search engine Pay Per Click and assets for
their careers website. We also supported our client with their approach to media channels and the purchase of relevant job boards.

RESULTS

A WIDER AUDIENCE
The new Sellafield Ltd RVP messaging has been seen by an audience of just under 1 million across all channels.

GREATER RESPONSE
With almost 30,000 people clicking to their website from media channels, Sellafield Ltd now has a higher number of visitors to their website – 8% up on the previous year. And, with around 1500 applications, we’ve enabled them to gain a greater breadth of response across all disciplines.

Total Workforce Solutions 101: An Introductory Guide

Posted on by edyson

Total Workforce Solution (TWS) noun

to·tal| /ˈtōdl/

work·force| /ˈwərkfôrs/

so·lu·tion| /səˈlo͞oSH(ə)n/

Total Workforce Solution(s) (TWS), also known as Total Talent Solutions, or Total Talent Acquisitions, are outsourced programs that blend the capabilities of Recruitment Process Outsourcing (RPO) and Managed Service Provider (MSP) programs, by integrating the talent acquisition function for permanent and contingent workforces under one delivery team

Total Workforce Solutions provide a centralized view and model for obtaining necessary talent across an organization – both full-time employees, as well as contingent workers (including temporary workers, independent contractors, freelancers and statement of work (SOW) providers). With a Total Workforce Solution, organizations can increase value, compliance, and reduce risk with full-cycle, scalable RPO and MSP programs or select specific services under each offering, to meet specific talent acquisition needs.

What’s more, having one, centralized solution for both permanent and contingent talent acquisition ensures a consistent experience throughout for hiring managers, HR teams, procurement functions, staffing suppliers and candidates alike.

What Can Total Workforce Solutions Do For Me?

Total workforce solutions

Total Workforce Solutions are a relatively new concept in the world of talent acquisition, with few organizations implementing a true Total Workforce Solutions model. The traditional approach to talent management remains highly siloed, with permanent hiring, contingent hiring, sourcing, employer branding and analytics often managed separately. Total Workforce Solutions take a holistic approach, where the need for contingent workers is considered in tandem with permanent workforce needs and hiring projections.

There are a number of compelling reasons why forward-thinking organizations are interested in Total Workforce Solutions. Talent management and recruiting challenges are becoming more complex, given a number of key drivers:

  • Economic uncertainty
  • Shortfalls in productivity levels
  • Skills shortages exacerbated by demographic forces
  • Increased globalization of the workforce
  • Technological innovation
  • Constantly changing employment and compliance legislation

For many organizations, having a broader, more holistic and proactive approach delivered through a Total Workforce Solution is the best way to meet these challenges and gain a competitive advantage.

A Total Workforce Solution can also help organizations improve the management of blended workforces by:

  • Lowering hiring and recruiting costs through centralized management of sourcing, interviewing, applicant tracking systems, candidate management, onboarding and employee engagement and retention.
  • Optimizing the balance between permanent and contingent hires in your workforce.
  • Increasing internal sourcing by hiring proven contingent workers for open permanent roles.
  • Consulting with organizations to improve outcomes for permanent and contingent hiring, recruiting technology, employer branding and regulatory compliance issues.
  • Providing flexibility for shifting forces within your industry and the broader economy.

Because Total Workforce Solutions consolidate permanent and contingent talent pools into one program, organizations are better able to source the right talent in any situation. For example, a manufacturing company may need data specialists to pinpoint emerging markets. A Total Workforce Solutions provider can find the necessary talent, as well as determine if the role is best suited for an FTE, temporary resource, or through a project-based independent contractor or SOW provider.

In addition to finding the right types of resources for open roles, Total Workforce Solutions providers design programs that engage all talent types, not just permanent employees. By consistently engaging all types of workers, contingent talent is effectively motivated to share the same commitment to your organization as your permanent workforce.

Total Workforce Solutions Provide Better Workforce Flexibility

workforce solutions

Employment expectations are drastically changing as the next generation of workers enter the labor market and baby boomers retire. The younger generation has a very different attitude toward the concept of “work” and “employment.” They place far greater emphasis on workplace flexibility and professional independence. As a result, many are choosing to work on a contingency basis rather than as an FTE.

Point in case: as the number of millennials in the workforce has grown, gig work has also grown in popularity. A Staffing Industry Analysts study estimates about 44 million Americans, or about 29% of the U.S. workforce, has now taken part in the gig economy.

To remain competitive as the workforce evolves, organizations need to take a broader view of talent acquisition strategies and rethink the silos that have separated management of contingent and permanent workforces.

A Total Workforce Solution provides organizations with the necessary agility and flexibility to adapt to economic and talent market fluctuations, by scaling to meet demand while providing the right mix of contingent and permanent hires. Acting as a single talent partner for both permanent and contract employee hiring, a Total Workforce Solutions provider can quickly and more efficiently recruit the right type and number of workers with the requisite skill sets needed.

Greater Visibility into and Total Workforce Optimization

When engaging a Total Workforce Solutions provider, enhanced visibility is gained into an organization’s entire workforce. This ranges from employee breakdown and associated costs to advanced outcome-based metrics that track the quality of hire, attrition, candidate satisfaction and time-to-fill across the workforce.

Gaining better talent visibility allows organizations to find the perfect match between requirements and talent while tracking quality, impact, and any potential legal and compliance risks. This kind of visibility can be achieved because Total Workforce Solutions providers help you break down silos, and maximize engagement, collaboration and productivity of talent as a whole.

What’s more, Total Workforce Solutions also provide the oversight needed to align talent resources with overall business strategies by providing a centralized view of talent. This means organizations are better able to support permanent and contingent resources by tracking their learning, training, skills and accomplishments. This not only helps individuals and improves employee experience, but also allows organizations to more easily inventory skill sets available.

Total Workforce Optimization of Overall Workforce Spend

Well-managed Total Workforce Solutions provide cost savings beyond separate, traditionally managed MSP and RPO programs. For example, consider the time and money lost by recruiting new permanent employees, when current contingent workers may be immediately available to fill those same roles.

Total Workforce Solutions can move organizations away from thinking of a role’s status as inflexible. Instead, it takes a strategic view of all options available to fill a vacant position, breaks down all barriers to define the work that needs to be done, and determines the best talent options to make it happen. This strategic, holistic view also opens opportunities to address hiring costs and other operational considerations.

Integrated talent acquisition programs also simplify management, reporting and recruiting resources – reducing costs and increasing effectiveness. This leads to process harmonization and cost savings through economies of scale, by having a common set of practices for all types of talent in terms of sourcing, interviewing, hiring, and compliance.

Conclusion:

Total Workforce Solutions represent the next wave of progression in the world of work, building on the paths tread by a rise in the contingent workforce and increasingly-blended makeup of worker skill sets.

In the new talent landscape, it isn’t just workers who must be agile and adaptive to stay competitive. Organizations must also become accustomed to the new and still evolving hiring environment so their workforce strategically composition drives business needs in peak times, and helps weather downturns.

From total talent visibility to the optimization of total labor spend, the multifaceted impact of total workforce solution programs is a powerful concept that represents the future of talent acquisition.

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
Contact Sales

How Google Jobs is Taking On Talent Acquisition

Posted on by skatz

Google’s first commercial for the 2019 Super Bowl showcased Translate, Google’s language translation feature. Google’s second commercial of the night was also about the power of translation, only this time the focus was on helping veterans translate their military skills into civilian careers.

The aforementioned ad illustrated how Google for Jobs helps veterans and other U.S. service members quickly find civilian jobs by searching “jobs for veterans” on Google and then entering their military occupational specialty codes. They are then provided with search results for civilian jobs with similar skills to those used in their military roles. Now, a group of job seekers that had difficulty finding roles online can easily conduct a simple Google job search.

Launched in 2017, Google for Jobs, or Google Jobs, is a job search platform that goes well beyond simple search efforts by pulling relevant job-related data from multiple partners and company sites into one intelligent search function. In this article, we will walk through an explanation of what Google Jobs is, how it works, how it can affect talent acquisition and what to keep in mind before incorporating Google Jobs into your recruitment strategy.

What is Google for Jobs?

Google Jobs connects interested job seekers with relevant positions from job boards and career websites around the world. Google allows users to filter job searches the same way you can search for anything else online, with criteria like location, posting date, type of company, etc. It even includes pay estimates from several outside sources. With more than one-third of Google’s monthly searches coming from job-related requests, Google Jobs helps bridge the gap between job seekers searching for career opportunities and employers looking to provide them.

How Does Google Jobs Work?

Google Jobs pulls job board listings from around the web into its platform through partnerships with LinkedIn, CareerBuilder, Facebook, Monster and others. Postings on a company’s career site are also pulled into the Google Jobs engine. Initially launched in the United States, the platform is available to millions of job seekers from North and South America, Latin America, Africa, Europe, Asia and the Middle East.

When a user searches for a job, Google serves up the most relevant job description, location, seniority, job types and salary content available courtesy of machine learning. Machine learning is a subset of AI that adjusts and learns without being explicitly programmed. Traditional Google search queries use algorithms to sort through hundreds of billions of web pages to find and present the most relevant, useful results to a user. Google Jobs’ search mechanism operates similarly, only its enhanced use of machine learning only retrieves results from job postings, which it lists at the top of a user’s search results.

If you start by searching directly in Google for “jobs near me for ‘Nurses,’” using Chicago as a location, roles with a few local healthcare organisations, along with 100+ more jobs, appear. Additional filters also are available, such as jobs posted in the “past 3 days” or “full-time” jobs. Users can view these filters at the top of the screen.

Google Jobs screenshot

If a user clicks to see additional jobs using the “100+ jobs” link at the bottom of the results page, this next screen appears:

Google Jobs screenshot

Users can then explore their Google Jobs search using the following features:

  • Jobs are displayed in the left column.
  • Filters are available across the top of the screen, such as title, date posted and type of employer. For example, if you click on “title,” related titles appear, such as a surgical or clinical nurse.
  • Pay comparisons are available at the bottom of the listing from other sources such as Glassdoor.
  • Alerts are available for your job search in the lower left-hand corner. You can turn alerts on or off with your Gmail account and save for future use.

How Does Google Jobs Affect Talent Acquisition?

Extending your recruiting strategy by integrating with Google Jobs benefits talent acquisition programmes through increased reach, better candidate choice and reduced costs.

Expands Your Reach

Google Jobs expands your pool of candidates by crawling millions of job listings across the internet and presenting jobs relevant to a user’s inquiry that may not appear during a traditional search.

So, once you’ve posted your open positions on job boards integrated with the Google Jobs platform – your reach is instantly amplified.

Google also provides developers and website owners access to the new “jobs search feature” where they can embed company logos, job seeker reviews, ratings and job details. This feature functions outside of organic and paid search on Google, so job postings are easier to find and more prominent than before.

And for organisations with smaller recruiting teams, Google Jobs helps level the playing field by allowing their job postings to appear organically to the same candidates as those advertising on job boards.

Filtering Out Unqualified Candidates

When a job gets posted online, recruiters get inundated with a torrent of qualified and unqualified candidates alike. Filtering through these resumes is time-consuming and reduces a recruiter’s ability to quickly identify quality job candidates.

With Google Jobs’ multiple filters, it is possible for recruiters to better target candidates and only receive the resumes that best align with specific roles.

For example, instead of receiving generic resumes for nurses, now it is possible to filter results so that recruiters only receive resumes from entry-level nurses with two-years of experience in a hospital setting who live in Atlanta and expect to be paid $35K-$70K annually.

Reduces Cost

Increasingly, the need to go to CareerBuilder, Glassdoor, LinkedIn and others to post your job listing is waning as Google Jobs principally provides the same service in a more cost-effective manner. The average cost of interviewing, scheduling, and hiring a candidate is thousands of dollars; this cost could be reduced if recruiters work with fewer third-party job boards and advertising partners.

Considerations

Before your job postings begin appearing in millions of Google searches, here are a few tips to get started.

Optimise Your Job Listings

Keep your descriptions short and specific. Avoid any internal jargon that candidates would not search for or know. Study other ads in the market to make sure your job description has some similarity. Also, check to make sure your listing is consistent with your employer brand.

Enhance SEO

Google Jobs is a powerful tool. However, to harness its full potential, you should make sure your job postings are optimised for search. This means making sure you are tagging the correct keywords, titles and other attributes.

Mobile Ready

Make sure your listings are updated for mobile search, where 90% of job seekers now search first. You can use the quick test Google offers to check to see if your website is currently mobile-optimised as well.

What to Keep in Mind?

Connect Your Job Listings

There are a few main paths to connect your listings with Google Jobs. If you post jobs directly through your website, you can connect directly with Google. However, this option requires some technical knowledge such as marking up jobs, crawling, indexing, enriched search, APIs and structured data. This direct connection path can also come through your applicant tracking system (ATS) provider. Another option is to work through a third-party to manage your postings, e.g. LinkedIn.

Remove Old Listings

Google may penalise your site if job postings that have been filled are still being displayed, so make sure you regularly remove old listings.

Understand Not Everyone is Involved (Yet)

Certain jobs may not be included in Google Jobs search results, as some job boards are not integrated into the platform. As of April 2019, job search giant Indeed has not yet partnered with Google Jobs, so any efforts talent acquisition groups have with Indeed remain separate for now.

Conclusion

Working with Google Jobs benefits talent acquisition programmes through increased reach, better candidate filtering and reduced costs. Before integrating Google Jobs into your TA strategy, organisations need to optimise their job postings. Companies need to understand the pros and cons of managing a Google Jobs programme in-house versus working through an ATS provider or third-party integrator. Most ATS providers are optimised for Google Jobs, but make sure to confirm with your vendor. Talent acquisition leaders can also consider using the ATS module within PeopleScout’s proprietary talent technology platform, Affinix. Google Jobs is available today through Affinix.

Talking Talent: Getting the Most Out of RPO

Posted on by skatz

On this episode of Talking Talent, we’re talking about Recruitment Process Outsourcing or RPO.

RPO is a type of business process outsourcing where an external organisation, an RPO provider, supports an employer’s talent acquisition function by assuming responsibility for parts or all facets of talent acquisition for some or all of an employer’s hiring needs.

During an RPO engagement, the RPO provider’s team works closely with a client’s talent acquisition or HR department and hiring managers to learn the organisation’s long-term talent acquisition strategy, hiring challenges and goals.

RPO providers then design a customised recruiting programme tailored to support the client’s specific needs. This focus on client consultation and partnership distinguishes RPO providers from standard staffing agencies and headhunters.

RPO engagements are not only about outsourcing your recruiting, they are also about finding the best partner to help manage the people, process, technology and strategy of your talent acquisition function.

To talk about RPO, joining us is Jessie McGowan, PeopleScout’s leader of business development in North America. She spends the majority of her time talking to prospective customers about our solutions here at PeopleScout, but she is client delivery at heart.

Jessie talks about the factors that drive RPO buyers, what makes an RPO partnership different than other third-party vendors and how you can set the right SLAs and KPIs to drive success in your programme. Looking forward, Jessie digs into what technology and the push toward total workforce solutions mean for talent acquisition.

Learn from our other PeopleScout experts in previous Talking Talent episodes: