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VIDEO INTERVIEWING AT YOUR FINGERTIPS

We want to help you deliver the candidates you need for your business right now.  TMP has a simple, remote interviewing solution which provides you with:

  • Live video interviewing
  • 1-to-1 or panel
  • Computer and mobile device optimised
  • Recordings for later review

Our quick to install system includes:

  • Candidate self-scheduling functionality
  • Fully GDPR-compliant with EU data centres

We also have plenty of immediately available capacity to support clients (existing and new) to adapt to remote work challenges.  We are able to set-up, accept, screen and score your candidate’s video interviews using our trained recruitment coordinators.

For more information please take our latest fact sheet here.

TMP Worldwide UK (“TMP”) Win Four Recruitment Advertising Design (RAD) Awards

Recognition Includes Top Award for Work of the Year for The AA’s “Ant Middleton’s Ready for Anything?” Campaign, Described by Judges as the First of Its Kind

London – 3 February, 2020 –TMP won four coveted RAD awards, including Work of the Year as well as in the Innovation, Use of Social and Out of Home Advertising categories for their work with clients The AA and the National Crime Agency, at the awards ceremony held in London on 30 January, 2020.

The judges described the Work of the Year winner, The AA’s “Ant Middleton’s Ready for Anything?” campaign as “unique,” “special” and the “first of its kind.

“It is compelling, innovative, inspiring, real and so expertly put together,” the judges said. “It beautifully connects in a highly emotive way, taking us all on a journey of highs, lows and human endeavour. This team was ready for anything and have produced work that has never been seen before in our industry.

The AA’s “Ant Middleton’s Ready for Anything?” campaign was a 24-hour, live interactive challenge that embodied their Ready for Anything? employer brand. It featured six brave AA employees following Ant Middleton, former Special Boat Service solider, through a series of challenges while the public participated across social media. The challenge reached millions of potential candidates and engaged thousands of AA employees and resulted in a significant increase in applications.

“Every year we celebrate the best in our industry,” said Mark Horley, Chair of the Judges, at the awards. “Something great happened in 2019 because this year we’ve seen a huge leap in quality and innovation. The standard of thinking and ideas is incredible.”

“Winning the top prize for Work of the Year is fantastic news” said Robert Peasnell, Managing Director of TMP. “The RAD awards recognise the best-of-the best; having the recruiting industry celebrate our work in this way is extremely exciting. The AA campaign allowed us to showcase our exceptional creative skills of which we are incredibly proud. As the only RPO with a full-service in-house, creative communications agency, this recognition demonstrates that it’s possible to recruit in large numbers by offering innovative solutions to our clients’ attraction challenges.”

This is the second time in 12 months that TMP have won top award honors. In October 2019, TMP had a strong showing at the Recruitment Marketing Awards (RMAs) winning the Grand Prix award for the company’s creative approach to recruiting nurses in Greater Manchester, as well as awards for employer branding, recruitment effectiveness and video.

To see a short film on The AA ‘Ready for anything? challenge’ click here

To learn more about TMP visit TMPW.co.uk

 

About TMP and PeopleScout

TMP Holdings Limited (“TMP”) are PeopleScout’s UK-Based Talent Advisory team. PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent solutions that span the global economy, with end-to-end MSP capabilities supporting total workforce needs. PeopleScout boasts 98 percent client retention managing the most complex programs in the industry. The company’s thousands of forward-looking talent professionals provide clients with the edge in the people business by consistently delivering now while anticipating what’s next. Affinix™, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience with one-point ATS and VMS integration and single sign-on. Leveraging the power of data gleaned from engaging millions of candidates and contingent associates every year, PeopleScout enhances talent intelligence for clients across more than 70 countries with headquarters in Chicago, Sydney and London and global delivery centers in Charlotte, Toronto, Montreal, Bristol, Krakow, Gurgaon and Bangalore. For more information about PeopleScout and its Now to Next brand promise, please visit www.peoplescout.co.uk.

 

Press Contact

Rachel Harris

PeopleScout Head of Marketing EMEA & APAC

020 7268 9220
Rachel.Harris@peoplescout.co.uk

 

TMP Worldwide UK (“TMP”) Win Four Recruitment Marketing Awards (RMAs) Including Coveted Grand Prix Prize

 

The RMAs recognises National Excellence in Recruitment Marketing and Talent Management

London – November 7, 2019 – TMP has won the Recruitment Marketing Awards (RMAs) Grand Prix Prize which recognizes national excellence in recruitment marketing and talent management.

This award was for TMP’s creative approach in recruiting nurses in Greater Manchester. Recruitment for nursing has been in crisis, hit hard by negative press, ideological attacks and funding cuts. Across Greater Manchester, hospitals were recruiting from each other, creating a costly merry-go-round which made the problem even worse.

To respond to these challenges, TMP created an inspirational film to attract nursing re-joiners, trainees and candidates from outside the local area. The film features lyrics from legendary local artists, creating an emotive, powerful and unexpected story. The results of the video included 343,050 views on YouTube, 51,138 visits to the campaign site and, most importantly, 1,582 candidates demonstrated engagement with the Greater Manchester NHS and Universities.

“Innovative and inspirational! The use of local bands created a new unique piece of poetry that elevated this to something bigger than the campaign itself, something that would touch people’s emotions and enable them to feel proud of who they are and their potential to work in Manchester hospitals,” commented the RMA judges.

In addition, TMP also won awards for employer branding, recruitment effectiveness, and video. Each of these awards signifies excellence in TMP’s work for decidedly different challenges.

The award for employer branding was for The AA. In the past, The AA was affected by inaccurate perceptions, specifically, people thought the only jobs they offered were roadside assistance roles. The diverse candidates the company required simply weren’t considering them as an employer.

“We created a new careers site with the innovative but cheeky chatbot that used the ‘Ready for ANYTHING’ employer brand and showcased the fun culture that people had not associated with The AA before. The results were that site traffic increased 320% and applications increased 266% over an 18-month period. Within 30 months we moved The AA from 60% to 5% agency use and have saved The AA several million pounds per year,” said Heather DeLand, Executive Creative Director and Head of Comms Solutions at TMP.

The Recruitment Effectiveness Award was for the Government of Jersey campaign. It was recognised by the judges as “a clear strategy based on direct and honest messaging – aligning directly with objectives of the business.”

The challenge was to shift negative perceptions of life in Jersey, reduce the reliance on agency workers and help attract a range of care staff. TMP started with the proposition ‘Let’s be honest,’ with Jersey shown as a desirable place to live whilst recognising the truth about the government’s care reputation in the past.

An open letter was written that admitted past failures and positioned a radical restructure of care in Jersey. This appeared as a full-page advert in national, local and specialist press, as well as featured at recruitment events, in online collateral and through website content. The campaign has generated 263 candidates registering their interest, 25 children’s social workers already recruited and many more in the pipeline.

“We are delighted with the awards that our work has received this year, each of our clients has unique challenges which we solve with our creative approach, whether it’s through media, assessment, strategy or candidate sourcing. Having this industry recognition, acknowledging TMP as the best of the best, is fantastic news,” said Robert Peasnell, Managing Director of TMP.

To learn more about TMP and how PeopleScout delivers Next Generation RPO visit www.peoplescout.co.uk.

 

About PeopleScout

PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent solutions that span the global economy, with end-to-end MSP capabilities supporting total workforce needs. PeopleScout boasts 98 percent client retention managing the most complex programs in the industry. The company’s thousands of forward-looking talent professionals provide clients with the edge in the people business by consistently delivering now while anticipating what’s next. Affinix™, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience with one-point ATS and VMS integration and single sign-on. Leveraging the power of data gleaned from engaging millions of candidates and contingent associates every year, PeopleScout enhances talent intelligence for clients across more than 70 countries with headquarters in Chicago, Sydney and London and global delivery centers in Charlotte, Toronto, Montreal, Bristol, Krakow, Gurgaon and Bangalore. For more information about PeopleScout and its Now to Next brand promise, please visit www.peoplescout.co.uk.

Press Contact

Rachel Harris

PeopleScout Head of Marketing EMEA & APAC#

020 7268 9220

Rachel.Harris@peoplescout.co.uk

 

 

PeopleScout UK Jobs Report – November 2019

The November Labour Market Report released by the Office for National Statistics which includes the quarter covering July through September 2019 reported that 58,000 jobs were lost as the unemployment rate fell to 3.8%. Nominal wages showed an annual increase of 3.6%.



Press Release: PeopleScout named the #1 RPO provider on the 2019 HRO Today Baker’s Dozen.

PeopleScout named the number 1 RPO provider on the HRO Today Baker’s Dozen for APAC and the number 3 RPO provider on the HRO Today Baker’s Dozen for EMEA.

Chicago – November 7, 2019 – PeopleScout, a TrueBlue company and leading global provider of talent solutions, has been recognised as the No. 1 RPO Provider in APAC and the No. 3 RPO Provider in EMEA on HRO Today’s RPO Baker’s Dozen Customer Satisfaction Ratings. This follows the company’s ranking as an enterprise leader on the global RPO Baker’s Dozen in September.

The HRO Today Baker’s Dozen rankings are determined through a survey of current buyers of RPO services. The annual Baker’s Dozen list ranks the top 13 RPO’s globally as well as on regional lists for the EMEA and APAC regions. Providers are evaluated on service breadth, deal size and quality using a predetermined algorithm that weighs questions and categories based on importance. HRO Today then calculates scores that demonstrate the relative differences among the ranked service providers.

“PeopleScout is well-positioned to provide talent solutions across the total workforce spectrum, anywhere in the world,” said Elliot Clark, CEO and chairman of SharedXpertise and HRO Today. “The company’s investment in enhancing their capabilities in EMEA and APAC, along with their game-changing Affinix talent technology and commitment to innovation, were evident in the strength of this year’s survey responses.”

PeopleScout introduced its award-winning Affinix technology in Europe earlier this year to help employers expedite and simplify the process of acquiring new talent. This follows the successful introduction of Affinix in the Americas and APAC where it has delivered significant performance improvements to PeopleScout clients. Artificial intelligence, machine learning and other emerging technologies extend across Affinix, streamlining the sourcing, screening and candidate engagement process to identify the top talent more efficiently.

“We are honoured to be recognised as an RPO leader in EMEA and APAC and are grateful for the strength of the client partnerships that made these rankings possible” said PeopleScout President Taryn Owen. “We have tremendous energy across these regions and are committed to delivering innovative, tech-enabled talent solutions wherever our clients need talent.”

PeopleScout continues to lead the talent acquisition industry with its innovative talent technology and solutions. In 2019, Affinix won “Most Innovative Enterprise Solution” in the 2019 Recruiting Service Innovation (ReSIs) Awards. In 2018, Affinix won the gold award in the “Best Advance in RPO Technology” category in Brandon Hall Group’s Human Capital Management (HCM) Excellence Awards and the HRO Today TekTonic Award in the “Candidate Experience” category. In 2019, PeopleScout was named the No. 1 MSP provider for the third consecutive year and an Enterprise and Healthcare RPO Leader on HRO Today’s Baker’s Dozen Customer Satisfaction Ratings. Also in 2019, PeopleScout was named a Leader and Star Performer in Everest Group’s RPO Services PEAK Matrix™ Assessment and a Leader in all categories on the NelsonHall NEAT vendor evaluation for RPO.

About PeopleScout
PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent solutions that span the global economy, with end-to-end MSP capabilities supporting total workforce needs. PeopleScout boasts 98 percent client retention managing the most complex programs in the industry. The company’s thousands of forward-looking talent professionals provide clients with the edge in the people business by consistently delivering now while anticipating what’s next. Affinix™, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience with one-point ATS and VMS integration and single sign-on. Leveraging the power of data gleaned from engaging millions of candidates and contingent associates every year, PeopleScout enhances talent intelligence for clients across more than 70 countries with headquarters in Chicago, Sydney and London and global delivery centers in Charlotte, Toronto, Montreal, Bristol, Krakow, Gurgaon and Bangalore. For more information about PeopleScout and its Now to Next brand promise, please visit www.peoplescout.co.uk.

Press Contact
Rachel Harris
Head of Marketing
020 7268 9220
rachel.harris@peoplescout.co.uk

PeopleScout UK Jobs Report – October 2019

The October Labour Market Report released by the Office for National Statistics, which includes the quarter covering June through August 2019, reported that 56,000 jobs were lost as the unemployment rate rose to 3.9%. Nominal wages showed an annual increase of 3.8%.


PeopleScout UK Jobs Report – September 2019

The September Labour Market Report released by the Office for National Statistics, which includes the three months from May 2019 through July 2019, reported that 31,000 jobs were created as the unemployment rate fell slightly to 3.8%. Nominal wages showed an annual increase of 3.8%.

To access the full report please enter your details here:



PeopleScout UK Jobs Report – August 2019

The August Labour Market Report released by the Office for National Statistics includes the quarter covering April 2019 through June 2019. In the quarter, 115,000 jobs were created. Nominal annual regular wage increases rose to 3.9%, the highest level in 11 years. The unemployment rate rose to 3.9% as more people in the UK joined the labour force.

To access the full report please enter your details here:



PeopleScout UK Jobs Report – July 2019

The July Labour Market Report released by the Office for National Statistics includes the quarter covering March through May 2019. In that period, 28,000 jobs were created as the unemployment rate remained at 3.8%, continuing its lowest level since 1974. Nominal annual wage growth increased to 3.6%, a level not seen since 2008.

To access the full report please enter your details here:



PeopleScout UK Jobs Report – June 2019

The June 2019 Labour Market Report released by the Office for National Statistics includes the three months covering February 2019 through April 2019. The unemployment rate held at 3.8%, continuing at a level not seen since 1974. Nominal wage growth was 3.4%. The growth in jobs and wages beat analyst expectations.

To access the full report please enter your details here:



Press Release: PeopleScout ranked #1 on the 2019 MSP Baker’s Dozen.

PeopleScout has been recognised as the No. 1 Managed Service Provider on HRO Today’s MSP Baker’s Dozen Customer Satisfaction Ratings for the third consecutive year. In addition to being named number one overall, PeopleScout was ranked No. 1 in Quality of Service for the third straight year, No. 2 in Breadth of Service and No. 7 in Size of Deal.

“PeopleScout continues to distinguish itself from the competition with its extraordinary service culture, once again leading the HRO Today MSP Baker’s Dozen Customer Satisfaction Survey,” said Elliot Clark, CEO and Chairman of SharedXpertise and HRO Today. “With a multinational footprint and excellent technology, PeopleScout’s number one ranking is driven by a superior customer experience that no other provider currently offers.”

PeopleScout has a proven commitment to building consultative partnerships that drive MSP program success. The company’s MSP programs leverage powerful analytics and a wealth of experience to optimise supplier and workforce performance, maximise efficiency, increase cost savings and ensure compliance. PeopleScout solutions support the full spectrum of talent management across all disciplines, skill levels and geographies with high end-user satisfaction rates.

“Thank you to our clients for their commitment to our partnerships and growth through PeopleScout’s MSP platform. We are incredibly honored to receive the top ranking on the MSP Baker’s Dozen for the third year,” PeopleScout President Taryn Owen said. “We are strongly focused on creating a culture of service excellence. This award underscores the importance of that focus. We look forward to continuing to partner with our clients to help guide them from now to next through the strength of our workforce management solutions.”

PeopleScout builds dedicated supplier networks for its clients using a proven evaluation framework. By ranking suppliers against client strategic priorities and cost, quality and compliance benchmarks, PeopleScout ensures best-fit suppliers for its clients. This strong supplier management focus allows PeopleScout to optimise a client’s supply base across all job categories and geographies to drive industry-leading performance and customer service.

In 2018, Affinix™, PeopleScout’s proprietary talent technology, expanded its analytics function to include MSP program data. Affinix Analytics monitors supplier trends, program performance and pricing components within a client’s program. Measures such as fill rates, time-to-fill, and mark-up rates are updated via dashboards on a daily basis and comprehensive compliance readouts are reviewed quarterly. Affinix Analytics also provides a top-down view of all PeopleScout MSP programs to monitor trends and create advanced alerts.

With three consecutive No. 1 rankings on the MSP Baker’s Dozen, the No. 2 ranking on HRO Today’s inaugural Baker’s Dozen for Total Workforce Solutions, strong rankings as an Enterprise, APAC and Healthcare RPO leader and the positive reception of Affinix in the marketplace, PeopleScout is positioned to provide innovative talent solutions across the total workforce spectrum.

HRO Today surveys current buyers of MSP services for its Baker’s Dozen, which ranks the top 13 MSPs in the industry. PeopleScout has been named to this elite list every year since its inception. Learn more on the HRO Today Magazine website.

RECRUITMENT PROCESS OUTSOURCING – PERSONNEL TODAY

Employers are battling economic uncertainty but still struggle to source much-needed skills. In such a volatile jobs market, what role does recruitment process outsourcing have in workforce planning and hiring strategies? Jo Faragher investigates.

“In 2019, there’s a whole different raft of things in play in the RPO market,” says industry analyst Nikki Edwards from NelsonHall. The trend we might have seen five years ago towards multi-year, end-to-end deals covering every recruitment process from attraction to induction has waned, she says, as organisations want more flexible RPO models, aligned to fast-changing markets and a volatile economy.

Traditionally, the drivers for outsourcing have been around cost savings and support with volume recruitment. But while saving money remains important, there’s a lot more focus now on candidate quality and experience, according to industry analysts Everest Group.

‘Employers might ask a supplier to look after specific job families such as early careers, or a specific geography. Other areas they may feel are so important they want to keep them in-house.” – Jon Porter, PeopleScout UK

“For those who have not adopted RPO before cost is an important driver. Apart from that, it’s about scalability and adaptability. It means they can add to employee base or reduce more flexibly,” explains Vishal Gupta, practice director of Everest’s business process services division.

“For second and third generation buyers, they will already have picked the low hanging fruit – so they’re now looking at how they can reduce costs further through automation or artificial intelligence, and they’re worried about candidate experience.”

New employment models
The changing and more fluid nature of the employment market is also impacting buyer behaviour. “The engagement model between the worker and the company is changing faster than they can keep up,” says Michael Wachholz, global head of contingent workforce at RPO provider Alexander Mann Solutions (AMS). “The way people connect with employers is changing all the time and companies are not as equipped to keep up and make decisions amid this disruption.”

RPO providers have had to adapt their offerings to become more flexible in response, so customers can target where they need support and scale up and down as needed. “[Vendors] can design models that accommodate multiple suppliers, or where they do their own resourcing but need help with screening, or simply where they’re looking to experts to guide them through the market,” says Pete Holliday, managing director of Sopra Steria Recruitment, a managed service provider (MSP).

This favours those companies starting out on their RPO journey, who are able to ‘dip a toe in’ to outsourcing for specific projects and scale up and down as the market requires, or when they feel confident enough to add something else. “It’s a means of testing the concept for some companies,” explains Jon Porter, managing director of PeopleScout UK. “So they might ask a supplier to look after specific job families such as early careers, or a specific geography. Other areas they may feel are so important they want to keep them in-house.”

And because most vendors’ technology platforms are cloud-based, it’s relatively easy to scale up and down in this way, as well as less costly because they’re not constantly investing in infrastructure. Many offer “assessment as a service” or similar products so organisations can buy what they need and upscale if necessary.

“Cloud-based platforms mean a lot of the infrastructure has gone, but it’s important to check that your provider can be agile and change things on the fly,” adds Wachholz. “The biggest inhibitor to successful RPO is deploying the technology – it’s important to know whether they can integrate and leverage that tech today.”

Demands on data
The technology aspect has always been central to an RPO investment, and continues to be. Vendors tend to deploy sophisticated management systems that can keep track of everything from the recruitment agencies you work with to communications with candidates themselves. Due diligence into the technology platform used by a provider is still crucial, however.

“Ask them what happens if you change service provider; some sell a proprietary platform and take it away when you terminate. This should be one of the criteria in your buying decision,” advises Holliday from Sopra Steria.

Economies of scale across these platforms mean that vendors also have access to thousands of terabytes of data on candidate behaviour and market movements – and these insights can help employers stand out to candidates.

Access to analytics means companies and their RPO partners can make improvements to their recruitment strategy as they go – for example if a certain approach improves candidate conversion rates, they can adapt immediately rather than waiting until a campaign is over. “Evaluation of the RPO partnership now is constant rather than only when it comes up for renewal,” explains Edwards from NelsonHall, “it’s a case of constant improvement over the contract period versus sitting back and doing nothing.”

Data insights also go hand in hand with improving candidate experience – a factor that has gained in importance in RPO deals. “Candidate experience metrics are increasingly being built into service level agreements, people are looking more and more at post-offer quality of hire,” says Porter from PeopleScout.

This means that the impact of employer branding – once a luxury add-on to many RPO deals – can be measured and adjustments made where things aren’t working. “We can see how people are performing in their role, what attrition rates are. Are the people we’re bringing in culturally aligned to the business?” he adds.

Frances Ibe, director of product management at payroll and HR services provider ADP, agrees that there is a shift away from the “transactional” experience that was a historical feature of RPO. “There’s a greater focus on not just having transactional experiences with candidates but personalised experiences by building out true CRM (candidate relationship management) capabilities and ensuring a company’s culture has a positive impact on its ability to recruit,” she explains.

“This means you can invest in your talent pools and engage in different ways, not only to increase employer value proposition and brand but to enable companies to identify potential candidates that they can hire and train into the role in order to meet their long-term needs, while reducing their short-term staffing shortages and challenges.”

Total talent acquisition
The stand-out trend in recruitment outsourcing over the coming years, however, is “total talent acquisition” – a catch-all term that brings together the outsourcing of the recruitment of contingent workers and permanent staff.

The rise of gig-style working, where individuals may take on a short-term project or even be serving multiple clients at any one time, has forced both employers and their outsourcing suppliers to make systems more fluid in response. In many larger organisations, HR has typically dealt with permanent hiring while procurement brought in contractors through managed service provider (MSP) arrangements.

The in-house recruiter’s view
James Baker is global head of executive search at Jaguar Land Rover, and has worked alongside a number of RPO providers.

“I’ve worked with companies where we were trying to get both flexibility and scalability, and ultimately performance,” he says. His main concern with outsourcing recruitment to a third party supplier is the potential for prioritising price over quality: “Making it into a price-driven exercise ultimately undermines one of the most important things a company can do,” he adds.

“Because it’s price driven, the ratios their recruiters are expected to handle can be unrealistic.”

He acknowledges that RPO providers can help companies bring in capability they might not otherwise have, as well as draw insights from their client base.

But at senior management level, it’s less effective, and this is an area JLR has chosen to move in-house. “I’ve been lucky to work for a lot of strong brands, and your brand is almost always stronger than that of the RPO,” he concludes.

James Baker is a member of the Forum for In-House Recruitment Managers.

Now the focus is moving towards what skills someone can offer, regardless of their employment status. “Before it was a case of they don’t really talk to each other so there’s a disconnect – now they need people with the right skill-sets so it doesn’t matter if they’re permanent or contractor,” says Gupta. “This means RPO providers are serving clients in a more holistic way.”

At AMS, this is done through a “talent cloud” that sits in front of the separate applicant tracking systems, explains Wachholz: “The evolution will be in how you look at the worker at the front end.

“We’re bringing a consumer-like relationship to these workers. Companies now need to be thinking about the type of talent they need, rather than the engagement model.”

Of course, businesses could build these talent clouds themselves, but the fast-changing nature of both their needs and the candidate market means many still prefer external support, even on a consultancy basis.

“Most employers are waking up to the reality that they need to train and develop their own people as part of their overall workforce plan,” says Holliday.

“But they recognise that contractors can help build more knowledge in house and can pass that on to their own people.”

Wachholz describes this as an ‘educate, build, shift’ model that is constantly evolving.

“Companies need a guide that understands not just how to source the best candidates, but how to have the right platform in place to deal with them efficiently and marry up that human element,” he explains.

“This can ebb and flow depending on where your company is on the journey. Outsourcing and talent acquisition is not going away.”

Written by Jo Faragher.