DEBUG: PAGE=domain, TITLE=NelsonHall Blog,ID=1469,TEMPLATE=blog
toggle expanded view
  • NelsonHall Blog

    We publish lots of information and analyst insights on our blogs. Here you can find the aggregated posts across all NelsonHall program blogs and much more.

  • Events & Webinars

    Keep up to date regarding some of the many upcoming events that NelsonHall participates in and also runs.

    Take the opportunity to join/attend in order to meet and discover live what makes NelsonHall a leading analyst firm in the industry.


Subscribe to blogs & alerts:

manage email alerts using the form below, in order to be notified via email whenever we publish new content:

Search research content:

Access our analyst expertise:

Only NelsonHall clients who are logged in have access to our analysts and advisors for their expert advice and opinion.

To find out more about how NelsonHall's analysts and sourcing advisors can assist you with your strategy and engagements, please contact our sales department here.

Diversity & Inclusion: PeopleScout Focuses on Improving the Hiring Process


RPO provider PeopleScout recently held a client forum to discuss key recruitment themes, one of which was a discussion around Diversity and Inclusion (D&I) led by Dr. Arin Reeves. This focused on the importance of D&I, including the tendency for diverse groups to outperform non-diverse groups in solving problems, and how D&I can support the hiring process.

Tips on how D&I can support the hiring process included:

  • Video interviewing – this is still valuable, and can actually reduce selection bias so long as interview guidelines/questions are issued beforehand
  • Talent acquisition needs to be connected to talent development – every time there’s attrition, it makes it harder to retain others. Insist that talent acquisition is part of the onboarding process, including following up quickly with new hires after they have joined to make sure they are getting what they need
  • Talent acquisition also needs to be part of the exit interview process to find out why people are leaving, and to feed data back to leadership for improvement opportunities, and to help talent acquisition teams in recruiting talent that is more likely to stay. Exit interviews are best conducted by third parties, as employees tend to be more honest and open regarding reasons for leaving than they would be with their own employer
  • Talent acquisition teams should also conduct ‘stay’ interviews to find out why people remain with the company. This is helpful in determining how to improve employee engagement, and in turn helps with employer branding (see my earlier blog on Employer Branding: An essential Talent Management Strategy)
  • The resume (CV) stage can be the most biased part of the process, as someone reviewing a resume may start to make judgments before having spoken to the candidate. Good practice includes simple actions such as taking notes separately during a candidate interview rather than annotating the resume
  • Obviously, but importantly, don’t make hiring decisions until you see sufficient candidates. This can be a challenge, as RPO vendors try to put forward the best, but fewest, candidates for hiring managers to interview to help the business save time. Talent acquisition needs to be part of workforce planning with the business, and engage in discussions around the optimum number of candidates to be interviewed.

As part of NelsonHall’s recent RPO market analysis, interviews were conducted with clients of ~20 leading RPO vendors, which included a question on the vendors’ ability to ‘improve diversity of employees’. PeopleScout’s customer satisfaction score was 10% higher than the overall RPO industry average, which indicates that its focus on getting D&I right is paying off.

More widely, all RPO providers need to continue improving the diversity of their clients’ workforce. In our survey, clients rated the ‘future importance’ of diversity to be on average 18% higher than ‘current importance’.

In July, I will publish a blog on overall RPO client satisfaction, along with current and future importance in key areas such as diversity, quality of hire, and employer branding.

No comments yet.

Post a comment to this article: