In September, I had the privilege of expanding my role and returning to PeopleScout to lead our incredible team of talented professionals as President & COO of PeopleReady and PeopleScout. Over the past few months, I have spent time connecting with leaders throughout our organization as well as our valued clients and I am energized by the extraordinary work being done within our industry to support employers, employees and candidates during a period of immense change—and opportunity. I am looking forward to continuing that momentum into 2022.
As we look to the future, talent acquisition and workforce management leaders are facing a new set of obstacles. With the Great Resignation contributing to an already tight labor market, one thing remains certain: employers must stand out. Lingering concerns over COVID-19 and changing candidate expectations have required talent leaders to adjust by implementing hybrid work and hybrid hiring strategies while continuing to prioritize diversity, equity and inclusion.
At PeopleScout, we endeavor to stay ahead of these key trends, and in this issue of PeopleScout NEXT, we explore the opportunities available to talent leaders in this challenging market. You will find the content is divided into three sections: Now: Tackling Today’s Challenges; New: Attracting Candidates for the New World of Work; and Next: Achieving your DE&I Goals.
Articles in this issue offer insights on hybrid work models and hybrid hiring strategies to set candidates and employees up for success and to help employers respond to the changing expectations of the workforce. Additionally, talent acquisition teams must devise strategies to manage through the rising numbers of workers quitting their jobs. To help, we provide guides on both retaining current employees and recruiting and hiring a new talent pool: workers who are looking to change careers.
With job openings at record highs, many employers are struggling to differentiate themselves from the competition. Our talent advisory experts offer advice on building an effective employer brand and leveraging it through impactful recruitment marketing strategies to better appeal to the right candidates. We also discuss how you can build an effective careers site and optimize your recruitment and application processes to reduce candidate fallout.
Finally, you will hear from TrueBlue Vice President of Diversity, Equity and Inclusion Anthony Brew about our approach to DE&I at PeopleScout, as well as a guide to help talent acquisition leaders make a bigger impact at their own organizations. You will also find exclusive candidate insights from a recently released PeopleScout survey, showing how companies’ DE&I strategies and programs make an impact on candidates’ job searches. And, to support our commitment to covering a wide range of DE&I topics, including issues regarding BIPOC, the LGBTQ+ community, gender gaps, people with disabilities and more, this issue features an article on Hispanic and Latinx diversity and inclusion in the workforce and what you need to know about this growing talent pool.
Thank you for being a part of the PeopleScout community. Please feel free to contact me or your PeopleScout partner directly to share your feedback on this issue of NEXT, discuss how we can support you in your talent acquisition efforts, or share anything else that may be on your mind.