Ethical AI in Talent Acquisition
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Developing a sustainable pipeline of skilled talent for your organization starts with students. As a talent acquisition leader, if you can engage with individuals early in their careers, your company will be well-positioned for long-term growth with a reliable flow of fresh, ongoing talent.

But staying ahead of young job seekers isn’t as simple as it sounds. With virtual career fairs, new job-seeking platforms, and the changing preferences of Gen Z, it’s essential to adapt. In this article, we’ll explore why campus recruitment is important, strategies for building strong university partnerships, and how to attract students who will drive the future success of your organization.

Why build a Campus Recruitment Strategy?

The goal of campus recruitment is to create relationships between businesses and soon-to-be graduates. It allows organizations to connect with emerging talent, build brand visibility, and establish a long-term hiring pipeline. Campus recruitment provides a unique opportunity to source highly motivated candidates before they enter the competitive job market.

A well-structured campus recruitment strategy is more than just a tool for filling entry-level positions — it’s an investment in the future of your workforce. By engaging with students early, companies can improve diversity, future-proof their talent pipeline, and increase retention rates. Here’s why building a dedicated campus recruitment strategy is something you should focus on:

  • Increase Diversity in Your Organization
  • Attract Motivated, Top-Tier Candidates
  • Future-Proof Your Talent Pipeline from Shortages
  • Improve Retention Rates by Engaging Early

Increase Diversity in Your Organization

Campus recruitment is one of the most effective ways to increase diversity within your workforce. Gen Z, the primary cohort entering the job market, represents a significant shift in the country’s racial and ethnic makeup. According to Pew Research, only 52% of Gen Zers are non-Hispanic white, with the rest comprising a diverse range of racial and ethnic groups: 25% are Hispanic, 14% are Black, 6% are Asian, and 5% represent other or mixed races. This diversity makes campus recruitment a prime opportunity for companies to attract a wider range of perspectives and backgrounds.

Attract Motivated, Top-Tier Candidates

As competition for top talent intensifies, students are starting their job search earlier and casting a wider net. Recent data shows 44% of the class of 2023 planned to apply to more jobs than previous years, and 18% began their search sooner. Companies with a campus recruitment strategy in place are better positioned to capture this top talent early.

Future-Proof Your Talent Pipeline from Shortages

A report from the National Association of Colleges and Employers (NACE) reveals that 37% of companies are now expanding their recruitment cycles to engage with students earlier and keep them in the pipeline longer. By building relationships with students before they graduate, you can build a future-ready workforce that is aligned with your company’s specific needs, mitigating the risk of future talent shortages in critical areas like technology, engineering, and life sciences.

Improve Retention Rates by Engaging Early

Retention is a major challenge for many organizations. The Bureau of Labor Statistics reports that over 55% of recent college graduates leave their first job within the first year. Offering internships, project-based learning, and mentorship opportunities not only allows students to explore your company before committing but also helps you identify candidates who are likely to stay and grow with your organization.

Five Steps to Building a Campus Recruitment Strategy

Building a strong campus recruitment strategy is key to attracting and retaining top talent early in their careers. By following these five steps, you can create a clear plan that aligns with your company’s goals, fosters valuable university partnerships, and engages students in meaningful ways. Let’s walk through each step to help you build a sustainable talent pipeline.

  • Step 1: Define Clear Recruitment Goals
  • Step 2: Identify and Build University Partnerships
  • Step 3: Develop Engaging Recruitment Campaigns
  • Step 4: Leverage Technology and Data
  • Step 5: Build Long-Term Engagement

Step 1: Define Clear Recruitment Goals

Begin by identifying your organization’s specific hiring needs. What are the roles that you want to fill, the skills and competencies required, and the number of candidates needed? Then align those goals with your company’s broader talent acquisition strategy and business objectives.

Key Considerations:

  • What roles are critical to fill?
  • What are your diversity and inclusion targets?
  • How many candidates do you need?

Step 2: Identify and Build University Partnerships

Select universities that align with your talent needs. Look for schools with strong programs in your target areas, whether it’s engineering, IT, business, or life sciences, and focus on universities that share your diversity and inclusion values.

Key Considerations:

  • Which universities produce graduates in your target disciplines?
  • How can you align your recruitment goals with university programs?
  • How will you build long-term, mutually beneficial relationships?

Step 3: Develop Engaging Recruitment Campaigns

Recruitment campaigns are no longer limited to career fairs. Creating a mix of on-campus and virtual engagement opportunities, hosting workshops, and offering internships or project-based roles are all methods your company can use to find the best candidates. You can also utilize innovative techniques like gamification, hackathons, and social media to help your company stand out and attract the best talent.

Key Considerations:

  • How will you engage students both on-campus and virtually?
  • What unique experiences can you offer (e.g., internships, hackathons)?
  • How can you position your brand as an employer of choice?

Step 4: Leverage Technology and Data

Utilize digital tools such as Applicant Tracking Systems (ATS) and recruitment CRMs to streamline your recruitment process. Collect and analyze data throughout the recruitment process to measure the effectiveness of your campaigns, refine your approach, and ensure continuous improvement.

Key Considerations:

  • What tools will help you manage relationships with universities?
  • How can you use data to track recruitment success?
  • How can AI and analytics improve your candidate engagement and selection?

Step 5: Build Long-Term Engagement

A successful campus recruitment strategy doesn’t end when a student is hired. Focus on long-term engagement by offering professional development programs, internships that lead to full-time roles, and continuous communication with career services.

Key Considerations:

  • How can you keep the relationship with candidates and universities ongoing?
  • What opportunities for professional development can you offer?
  • How will you measure and adjust your strategy for continuous improvement?

Case Study: Early Career Recruitment at Rolls-Royce

If you are wondering where to start, partnering with a campus recruitment expert like AMS may be the answer. AMS and Rolls-Royce worked together to develop an innovative, strategic campus recruitment strategy that produced real-world results. AMS helps to implement new screening processes that reduce screening time from 23 days to just 2 days.

The new assessment methods helped to focus on diversity, with Rolls-Royce improving hiring outcomes and quality of hire, but also becoming a leading employer for early talent worldwide. Rolls-Royce saw the impact in their hiring metrics with a 54% increase in hiring success and a 42% rise in female hires. If you're looking to attract top talent and build a strategic, data-driven campus recruitment process, check out AMS.

Attracting Top Students and Graduates

Today’s students are looking for more than just a job—they want a company that aligns with their values, offers growth opportunities, and provides a meaningful career path. Here's how you can stand out and capture the attention of top talent:

Craft a Strong Employer Brand: Your employer brand should resonate with students, reflecting your company’s mission, culture, and growth opportunities. Make sure your messaging highlights your commitment to diversity, innovation, and employee development. Utilize social media platforms like LinkedIn, Instagram, and even TikTok to showcase day-in-the-life stories, employee testimonials, and success stories from previous campus hires.

Engage Early and Maintain a Presence: By being visible on campus year-round, you build familiarity and trust with students. Participate in both traditional and virtual career fairs, offer information sessions, and engage students through social media campaigns. The earlier you get on students' radar, the more likely you’ll be able to attract the right candidates.

Offer Real-World Learning Opportunities: Students are eager to apply their knowledge in a practical setting. Offering internships, co-op programs, or case competitions will give them hands-on experience and a sense of your company’s work environment. These programs also give you a chance to evaluate their fit before extending a full-time offer, making them a key part of your recruitment strategy.

A well-structured campus recruitment strategy is critical to building a sustainable talent pipeline, increasing diversity, and improving retention rates. By leveraging university partnerships, offering real-world opportunities, and utilizing the latest recruitment technologies, you can set your company up for long-term success no matter what the hiring landscape looks like.

Contact us

Want to drive talent results?

When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

    How can we help you? *

    Every successful team follows a game plan. In recruitment, the new strategy leading the way is Recruitment Process Outsourcing (RPO). This approach includes key methods for attracting qualified candidates, conducting interviews, making offers, and smooth onboarding. The outcomes are measured using key metrics such as time-to-hire, cost-per-hire, and retention rates.

    Today’s RPO strategies give businesses the edge they need to enhance recruitment efficiency, scalability, and access to specialized talent. By adopting RPO, companies gain more flexibility, reduce costs, and improve the candidate experience.

    But how do you assess the success of your RPO strategy? Let’s explore the key metrics that reveal the effectiveness of RPO.

    Key Performance Indicators for Measuring RPO Success

    Key Performance Indicators (KPIs) and metrics are ways for us to measure the success of any process in RPO. There are two key components of a KPI: the data itself (eg, what we are measuring) and the goal for that metric (e.g., the key result we want to see). A metric like time-to-hire is valuable, as it provides at-a-glance information about your process. But by adding a goal to the metric, we turn it into a KPI and instantly have context about whether we are achieving that goal.

    This distinction between a metric and KPI is important. Any data point can be a metric, but only those relevant to your business strategy can be KPIs. When talking about RPO, the KPIs we list are the ones we typically see being the most important and impactful to our clients. Here are the top RPO KPIs:

    • Time-to-Hire
    • Time-to-Fill
    • Cost-per-Hire
    • Quality of Hire
    • Candidate Satisfaction
    • Retention Rate
    • Hiring Manager Satisfaction

    Time-to-Hire

    What is Time-to-Hire? Time-to-hire tracks the number of days from the start of the hiring process until a candidate accepts the job offer. This metric shows how quickly critical roles are filled and the efficiency of the hiring process. Reducing time-to-hire helps minimize the cost of vacant positions and supports business operations. AMS reduces time-to-hire by using digital tools and scalable recruitment strategies tailored to global businesses.

    This metric is an indicator of operational efficiency and is important for industries where unfilled positions can disrupt production or service delivery. In competitive markets, this may mean being more agile and quicker to follow up with candidates and make offers before other companies can.

    RPO providers like AMS can help clients improve the time-to-hire metric by deploying talent analytics and digital transformation tools, such as advanced Applicant Tracking Systems (ATS). Cutting edge technology like AI can help identify opportunities for optimization, streamline the process to reduce delays, and better identify and screen candidates.

    Time-to-Fill

    What is Time-to-Fill? Time-to-fill measures the full recruitment cycle from when a job is posted until the new hire’s first day. It highlights any delays in the process, including potential bottlenecks before onboarding. AMS uses advanced technology and data insights to speed up recruitment, improving both time-to-fill and the overall candidate experience while meeting hiring targets.

    The time-to-fill metric can be critical in organizations that are experiencing rapid growth or seasonal demand. Poor performance on this measure means that it's harder to meet your organizational objectives, such as progressing on a research initiative. The key to improving this metric is to identify and fix bottlenecks in your process. For example, AMS has used data-driven insights to pinpoint challenges in the process and implemented tools, such as interview scheduling software and automated workflows to improve time-to-fill.

    Cost-per-Hire

    What is Cost-per-Hire? Cost-per-hire calculates the total recruitment costs divided by the number of hires. This includes expenses for advertising, interviews, and onboarding. AMS helps businesses optimize recruitment spending by applying digital solutions and data analytics, ensuring high-quality hiring outcomes without increasing costs. Our expertise helps achieve cost efficiency on a large scale, benefiting overall business performance.

    Lowering the overall cost-per-hire is essential for scaling recruitment efforts. Not only does this optimize resource allocation, but it enables the business to invest in other areas of the business such as training, retention, or technology. To lower the cost-per-hire, businesses can work with RPO partners to reduce advertising costs, utilize talent pooling, and make use of automation.

    Quality of Hire

    What is Quality of Hire? Quality of hire measures how well new hires perform and fit within the company. It considers factors like performance, retention, and cultural alignment to ensure the recruitment process consistently brings in top talent. AMS improves quality of hire by using custom assessment strategies and focusing on diversity, equity, inclusion, and belonging (DEIB) to align talent with business goals.

    Innovation comes from within. Hiring high-quality candidates ensures future growth opportunities through innovation, operational efficiency, and leadership development. This is a key metric that can be influenced from the start of the hiring process–through candidate screening–right up to onboarding and retention programs. Quality of hire can be a challenging metric to measure and requires regular performance reviews and tracking over time.

    Candidate Satisfaction

    What is Candidate Satisfaction? Candidate satisfaction measures how candidates view their experience during the recruitment process, from applying to onboarding. A positive experience leads to greater engagement and strengthens the company reputation. AMS boosts candidate satisfaction by using technology that simplifies hiring, ensuring clear communication, and creating an inclusive experience at every step.

    Candidate satisfaction is important for employee retention as well as managing your brand's reputation. Ensuring new hires have a high level of satisfaction as they are onboarded and integrated into your workforce is critical for long-term success. RPO partners not only ensure new hires are satisfied with the process but that unsuccessful candidates are left with a positive perspective, even being encouraged to reapply in the future.

    Retention Rate

    What is Retention Rate? Retention rate tracks the percentage of new hires who stay with the company for a set time, usually one year. A high retention rate shows that the hiring process brings in candidates who are qualified and fit well with the company culture. AMS’s focus on quality hiring and cultural fit helps organizations increase retention, lowering turnover and long-term hiring costs.

    A stable, experienced workforce helps to reduce turnover costs and project delays. High retention rates are a key pillar of building a sustainable, scalable recruiting model – akin to plugging a leaky funnel. Improving this metric will also support a strong employer brand and boost morale among teams when they see lower turnover rates.

    Hiring Manager Satisfaction

    What is Hiring Manager Satisfaction? Hiring manager satisfaction measures how pleased managers are with the recruitment process, the quality of candidates, and the partnership with recruitment teams. This feedback is key to improving talent acquisition strategies to better meet business needs. AMS delivers recruitment solutions based on data and advisory services, ensuring hiring managers get the talent they need to drive success.

    Hiring manager satisfaction is influenced by the collaborative bonds between hiring managers and recruitment teams. Ensuring strategies align with operational goals, and that candidates are ready to meet the challenges of a given department or business unit is the foundation of high hiring manager satisfaction rates. To improve this metric, RPO partners and hiring managers work together to use data-driven strategies, feedback loops, and thorough candidate reviews.

    ROI Analysis: Understanding the Financial and Strategic Impact of RPO

    This discussion of the KPIs of RPO comes down to one question: Are you getting the return on investment (ROI) on your RPO services?

    A strategic RPO partnership provides both direct and indirect returns. Tangible benefits can be measured through the usage of KPIs such as time-to-hire, time-to-fill, and cost-per-hire. You can associate a monetary value with these metrics and then compare that to the overall cost of your RPO investment. Partners like AMS adopt a data-driven approach to provide precise metrics to help you understand your ROI.

    When evaluating an RPO partner, you will want to look at their past performance with other clients. This helps you understand the methodologies and approaches they use to successfully provide a positive ROI on your RPO investment. For example, AMS partnered with Equinor to reduce recruiting costs by more than 40% while improving candidate and hiring manager satisfaction.

    Indirect benefits are more difficult to measure but still an important part of the ROI equation. These benefits include improved employee engagement, enhanced company culture, and workforce productivity. These types of benefits were exactly what happened in the AMS-Delta Airlines partnership, where the focus on improving hiring programs improved processes, workflows, and developed an internal center of excellence.

    Measuring the Long-Term Success of RPO for Enterprise Growth

    The foundation of a successful RPO strategy is measuring and tracking the right KPIs. Data points like time-to-hire, cost-per-hire, quality of hire, and retention rates help to measure the ROI of your recruiting efforts. This requires a data-driven approach, something that AMS champions with its modern recruiting practices and usage of cutting-edge reporting technology like Looker Studio.

    The value of RPO extends beyond the short-term: RPO provides both tangible and intangible benefits to your business and can help you hit your strategic objectives. How will you meet the hiring challenges facing the global economy? Are your current KPIs showing an acceptable level of performance or is there room for improvement? By optimizing your RPO KPIs, you ensure the long-term success of your recruiting efforts.

    Achieving these types of improvements requires a careful balance of expertise, experience, technology, and a data-driven approach. Continuous improvements are a key success factor, and having an RPO partner like AMS who can work alongside your teams to drive growth is a strategic advantage.

    Contact us

    Want to drive talent results?

    When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

      How can we help you? *

      Struggling with talent shortages? How about high recruitment costs? Or maybe you're facing challenges scaling your internal teams to meet demand?

      Modern enterprises face these challenges in a competitive talent marketplace, where the pressure is to do more with less, lowering recruitment costs while attracting high-quality talent. It's a significant challenge and one that may seem insurmountable if you don't have the right solution in place.

      This is where Recruitment Process Outsourcing (RPO) can play a strategic role. It’s not just outsourcing talent acquisition functions to a third party; it’s a strategic partnership designed to enhance hiring capabilities, reduce costs, and improve efficiency.

      What are the warning signs that your company needs to consider RPO? And how can partnering with RPO benefit your company? Here are 5 warning signs we'll look at in this article:

      • High Hiring Costs
      • Fluctuating Hiring Needs
      • Long Time-to-Hire
      • Difficulty Sourcing Specialized or In-Demand Talent
      • Lack of Reliable Recruitment Analytics and Insights

      High Hiring Costs

      Recruitment costs are increasing and your efforts are coming under the scrutiny of the finance team. You are investing in advertising, agency fees, and internal HR support, but the efficiency isn’t there. The return on investment of your budget is lopsided, and the results leave you scratching your head. It's a common misconception to think that more money can increase results.

      High hiring costs are often a symptom, not the actual problem. These escalating expenses typically stem from challenges in accessing suitable candidate pools, utilizing appropriate tools, or streamlining your hiring process. An RPO provider excels at identifying and addressing these root causes, ultimately helping to reduce costs and improve hiring efficiency.

      It may be counterintuitive, especially if you've had a bad experience with a hiring agency before, but working with an RPO partner is often the right move. Unlike traditional agencies, RPO providers like AMS aim to create long-term partnerships with their clients. This ensures that not only do you get process improvements upfront that reduce costs, but you also benefit from value creation over the long term. This is exactly what Equinor experienced when working with AMS – a dramatic, 40% reduction in hiring costs compared to the previous approach.

      Fluctuating Hiring Needs

      Scaling your internal team to meet a surge in hiring needs is a bit of an oxymoron. You not only need to address large-scale requirements but also attract, hire, and onboard new staff to your internal teams. The challenge of meeting seasonal or project-based hiring needs is a key sign that you need to consider an RPO partner.

      Project-based RPO is a core competency of RPO providers like AMS. As long term partners, they are able to scale effectively to meet your hiring requirements by ramping up resources and efforts. RPO partners have a fully stacked bench of talent acquisition experts ready to jump in and help your team. This model has the benefit of allowing you to scale efforts up and down with our business needs, while avoiding the need for overstaffed internal teams.

      The fact that RPO providers are long-term, strategic partners means that they are able to provide on-demand services and prepare your team for surges in hiring demand. Whether you need to staff a new project or respond to evolving market and industry conditions, an RPO provider is an ideal solution to this challenge. As an example of this in the real-world, AMS helped Burger King meet high volume hiring needs filling more than 800 roles in an 8 week period to hire for 43 locations.

      Long Time-to-Hire

      Vacancies are a liability in a competitive market where speed is an advantage. Waiting for a role to be filled while your internal team is overwhelmed with screening and job interviews is a common challenge. This challenge can be measured by the time-to-hire metric, where the goal is to reduce this time to ensure productivity and competitiveness.

      RPO partners can meet this challenge in a few ways:

      • RPO providers have access to a broad talent pools offering access to a global network of talent
      • Field-tested and optimized recruitment processes, from attracting talent to onboarding new hires
      • Usage of advanced analytics and modern recruitment tools like automation and AI

      By meeting this challenge, not only can you improve a key metric in your recruitment process, but you can vastly improve candidate experience. A streamlined, efficient hiring process leads to better outcomes for both the employer and the candidate. When AMS partnered with Rolls Royce to help with its early careers and campus recruitment strategy, we were able to reduce screening time from 23 days to 2 days while improving hiring manager and candidate satisfaction.

      Difficulty Sourcing Specialized or Hard-to-Find Talent

      In competitive industries like life sciences and tech, it can be challenging to find specialized talent. These skills are highly sought after with many companies vying for the attention of qualified candidates. Filling these niche roles is critical for your long-term success, but too many organizations often have difficulty filling these vacant positions.

      With an RPO provider, you gain access to a broader talent pool; you also gain access to expertise on how to fill niche roles by sourcing qualified candidates working in other adjacent industries. RPO providers are able to source and screen candidates using tailored recruiting strategies and techniques to fill specialized roles quickly. Broad experience across multiple industries means RPO providers can speak the candidate's language and source scarce talent that other organizations may pass over.

      Creating a proactive talent pipeline allows you to be strategic with your approach to filling specialized positions. This challenge can be particularly difficult when trying to fill executive roles. AMS worked with Dow Shofield Watts to bring on new partners in executive roles, drawing on a vast talent map of 7,138 individuals across 7 different service lines. The success of this executive search program helped meet DSW’s immediate needs and provided long-term strategic benefits.

      Lack of Reliable Recruitment Analytics and Insights

      Modern recruitment utilizes analytics and data insights to improve candidate selection, candidate experience, and track key recruiting metrics. Advanced tools and automation can significantly augment and enhance the entire recruiting lifecycle. Cutting edge technology like AI can introduce dramatic cost savings and process improvements. However, all this new technology and data can be overwhelming to in-house teams who are often strapped for time and struggle to prioritize training.

      RPO providers base their services on providing a competitive advantage to clients. As mentioned earlier, RPO partners have a fully stacked bench of experts whose job it is to develop techniques and leverage modern tools to provide the best outcome for clients. Providers like AMS are leaders in using recruiting technology to improve process efficiency, track data, and optimize hiring strategies with a data-driven approach.

      The benefit of working with an RPO provider is that you gain access to these tools and the expertise that makes them so effective in modern recruitment. This gives you the ability to directly benefit with improvements to metrics like time-to-hire and cost-of-hire, as well as to facilitate knowledge transfer and training to your internal teams. Domino's Pizza partnered with AMS to implement a modern, high tech recruitment process that reduced application time to less than 5 minutes, increased applicant flow by 40%, and launched across 60+ franchise groups.

      Is Your Company Ready for RPO?

      Do you recognize any of the signs that you may need help from a RPO partner? From high hiring costs and unreliable recruitment metrics to challenges finding the right candidates or utilizing modern technology, an RPO partner can help overcome these challenges.

      RPO does more than just help you face these challenges head-on; a true RPO partner like AMS will help you create a strategic advantage in your recruitment function. Benefit from global expertise, digital innovation, and proven results to transform how you recruit. Ready to take the next step? Contact us today and get a customized RPO consultation.

      Contact us

      Want to drive talent results?

      When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

        How can we help you? *

        Freelancers, contractors, and part-timers these days are usual features of an organization's workforce, especially for added agility and scalability.
        Nonetheless, managing a diversified and multi-located workforce in today's world presents unique challenges for organizations. What follows below is an article that zeroes in on some of the intricacies and strategic insights that can help managers correctly identify, engage, and manage top talent in the digital age.

        Whether you are a Talent Acquisition Specialist, an HR Manager, or a Chief People Officer, this article imparts Golden Advice to help improve your recruitment outcomes and manage your contingent workforce more efficiently.

        The Evolution of Contingent Workforce Management in the Digital Age

        The digitalization economy has fundamentally changed organizational ways of working with its workforce. Moreover, the onset of the technology era enables just-in-time workforce creation—commonly referred to as the contingent workforce—which makes it an increasingly important task to redesign the ways of workforce management.

        Contingent workforce management has therefore evolved to meet the specific needs and challenges associated with managing this diversified, dispersed, and dynamic workforce.

        The Gig Economy and How It Is Affecting Talent Acquisition

        The gig economy features short-term contracts and freelance employment; it has impacted a good number of the current talent acquisition strategies in practice.

        The good thing is that, with the internet and remote working arrangements, which have blossomed under the pandemic, this has now opened organizations to a global talent pool without geographical restrictions. Such situations make it a more competitive landscape in which attracting and retaining top talent needs creative solutions.

        The Strategic Significance of Contingent Workforce Management

        Contingent Workforce Management is a strategic function that impacts organizational agility, scalability, and competitiveness. This function is not just the management of a different category of workers.

        Managing contingent workers skillfully will enable flexibility, reacting to changing market conditions, filling competency gaps, and fostering innovation, all of which builds competitive advantage.

        Challenges Faced by Contingent Workforce Management

        Though there are a lot of benefits of using a contingent workforce, managing such a workforce is not without problems.

        The primary challenges are the complexities of compliance and legal issues. Another challenge is ensuring the quality of work and integrating contingent workers with the existing workforce efficiently.

        These problems may very well defeat the whole purpose of introducing a contingent workforce if not properly mitigated.

        Compliance and the Legal Labyrinth

        Workforce compliance and legal management is another issue ingrained in contingent workforce management. It involves an organization's responsibility in tax regulations, labor laws, and varied contractual obligations.

        Failure to stay compliant can result in legal implications, financial penalization, and damage to the reputation of the organization.

        Ensuring Quality and incorporation with Existing Workforce

        One challenge with contingent labor is the consistent delivery of quality work by the contingent workers, which usually is the result of the absence of good processes and systems.

        Further, integration of these workers into the current workforce is sensitive, and it calls for clear planning and communication of expectations, with most emphasis put on a culture of inclusion.

        Making Contingent Workforce Management Effective with Technology

        In today's digital world, technology is at the heart of modern management. It provides essential tools and platforms that enable seamless processes, improve efficiency, and drive successful outcomes.

        When it comes to contingent workforce management, technologies such as machine learning, AI, and specialized talent management portals are transforming how organizations operate. These innovations help companies manage their temporary staff more effectively, overcome common challenges in the management process, and address issues related to contingent workforce deployment.

        Artificial Intelligence and Machine Learning in Talent Management: Why it is Essential.

        Artificial intelligence and machine learning are revolutionizing talent management. These technologies automate repetitive tasks, enable predictive analysis, and support smarter decision-making. Their applications include:

        • Streamlining talent sourcing
        • Enhancing skills assessment
        • Improving performance management

        By handling routine work and providing data-driven insights, AI and machine learning allow HR professionals to focus on more strategic aspects of talent management.

        Contingent Talent Management Workforce Portals: Centralizing Information

        Another innovative technology that standardizes the information flow, optimizes processes, and reinforces the communication chain in managing contingent workers is contingent workforce management portals. Such portals can greatly increase efficiency and effectiveness by providing one interface for all activities of contingent workforce management.

        Best practices for sourcing and engaging contingent talent.

        Sourcing, engaging, and talent retention strategic approaches go from using job-specific platforms and social media to make job descriptions more compelling, remaining competitive in pay, and conditions of employment.

        Moreover, for motivating and retaining workers on the contingent basis, organizations must have good engagement strategies.

        Developing a Best-in-class Onboarding Program for Contingent Workforce

        However, this integration can never be totally complete without proper onboarding for the contingent workers. Therefore, the onboarding process needs to create a link to the contingent workers about company culture, expectations, and goals, enabling them to easily integrate into the existing workforce. Onboarding should equip them with all the information and tools they would need to successfully carry out their role.

        Building an Organizational Culture and Employer Brand for Your Contingent Workforce

        A strong employer brand and company culture can greatly enhance an organization's ability to attract and retain outstanding contingent talent. The employer brand becomes all the more critical in ensuring that the organization's brand is attractive to the potential contingent workforce.
        This involves creating an engaging working atmosphere, opportunities for improvement and development through learning and training, and a culture characterized by inclusivity and respect.

        Let us help you create an authentic, differentiated brand. AMS Employer Brand Advisory can help you ensure your employer brand is optimized to attract the best contingent workforce.

        The Future of Contingent Workforce Management

        Several critical trends and developments are expected to shape the future of contingent workforce management. Just a few of these drivers include innovations in technology, artificial intelligence, machine learning, labor market dynamics, and changing worker preferences. Only organizations that can adapt to and harness these forces will be positioned to attract, retain, and deploy the best contingent talent.

        Preparing for the Next Wave of Digital Transformation

        To stay competitive, organizations with strong workforce management practices must prepare for the next phase of digital transformation. This preparation involves adopting new technologies, developing digital skills in their workforce, and fostering a culture that values innovation and agility.

        AMS currently offers advisory services and solutions to help organizations bridge gaps in their digital strategies. These services align with each company's broader digital objectives, providing tailored frameworks and leveraging the latest technological advancements.

        Conclusion: Embracing Contingent Workforce Management for Organizational Success

        In the digital age, an organization's ability to effectively manage its contingent workforce will be crucial to its success. By embracing contingent workforce management strategies, companies can access a diverse, expansive pool of talent and skills. This allows for greater speed and agility in adapting to the demands of a dynamic business environment. Embracing effective contingent workforce management practices will be a key factor in enabling organizational success in the years ahead.

        Contact us

        Want to drive talent results?

        When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

          How can we help you? *

          Imagine needing to fill thousands of positions across multiple regions on a tight deadline. How do you approach this challenge? If your answer is to hire internal staff, it’s likely to compound the challenges of a sudden surge. You will end up needing to hire more people just to meet your recruiting needs.

          The answer to creating a scalable talent acquisition strategy is to use Enterprise RPO (Recruitment Process Outsourcing). In this article, we’ll detail what Enterprise RPO is, its benefits, and how it can work in your organization.

          What is Enterprise RPO?

          Enterprise RPO (Recruitment Process Outsourcing) is a solution where a dedicated partner manages the entire recruitment lifecycle for an organization. This includes everything from attracting and recruiting talent to screening candidates, coordinating interviews, managing offers, onboarding new hires, and ensuring compliance. Enterprise RPO is ideal for organizations with complex or large-scale hiring needs, providing end-to-end support tailored to align with long-term business objectives.

          Organizations are working with Enterprise RPO partners like AMS to implement scalable talent acquisition processes. These types of partnerships augment and enhance existing in-house staff (such as HR and recruiting functions) and provide the necessary coverage to handle surges in hiring demand. This also works the other way – as hiring demand wanes after a busy season, RPO partners can be scaled back accordingly, avoiding unnecessary layoffs of internal staff.

          Benefits of Enterprise RPO

          The advantages of Enterprise RPO are important to consider when evaluating your recruitment options. Here are some benefits you can expect:

          • Cost Efficiency
          • Scalability and Flexibility
          • Access to Expertise and Advanced Technology
          • Improved Quality of Hire
          • Reduced Time-to-Hire
          • Compliance and Risk Management
          • Enhance Internal Teams
          • Talent Pool Development

          Cost Efficiency

          On the surface, it may seem that hiring an RPO partner is an additional cost or expense. However, when engaging with an RPO partner, you benefit from an overall lower cost per hire due to a streamlined recruitment process and economies of scale. Many RPO providers work on fixed or flexible pricing models, giving organizations greater control over their recruitment budgets, which leads to more predictable and manageable expenses.

          Scalability and Flexibility

          Enterprise RPO gives you the capability to meet fluctuating hiring demands without overwhelming internal resources. This adaptability is critical in a modern business landscape that is subject to change at a moment’s notice. It gives you the ability to meet seasonal demand or staff specific projects, enabling large-scale hiring without needing to build a larger internal team.

          Access to Expertise and Advanced Technology

          RPO providers are staffed by top-tier experts in their respective fields. You’re not only gaining the expertise of a single consultant but also an entire organization motivated to help you succeed. RPO teams like AMS are trained on the latest technologies and recruiting techniques such as AI-driven analytics, automated candidate sourcing, and data-driven decision-making tools.

          Improved Quality of Hire

          The rigorous screening and assessment process used by Enterprise RPO partners ensures that only the best candidates are considered. RPO experts use modern techniques and tools to assist with this process, such as behavioral interviewing and AI-assisted data analysis. Beyond skills and qualifications, RPO partners are able to help find cultural fits and candidates with long-term potential in your organization.

          Reduced Time-to-Hire

          Enterprise RPO partners can help you significantly reduce time-to-hire by streamlining the recruitment process. They can respond quickly and dedicate resources specifically to meet your current hiring needs. Partners like AMS bring a wealth of experience and fine-tuned processes that ensure an efficient recruiting, interviewing, and onboarding process.

          Compliance and Risk Management

          Keeping up to date with legal standards, regulatory requirements, and international labor laws is crucial. It can also be overwhelming for internal teams. Enterprise RPO providers like AMS that operate on a global scale deeply understand all the nuances of hiring around the world. This comprehensive approach helps mitigate legal risks and ensures that your recruiting activities adhere to industry standards.

          Enhance Internal Teams

          By outsourcing the recruitment function to an RPO provider, organizations can free up internal resources to focus on strategic initiatives. The role of an Enterprise RPO isn’t to supplant existing teams but rather to add a comprehensive capability that enhances the function of HR teams. In fact, a healthy RPO partnership will help level up internal teams through knowledge transfer, formal and informal training, and exposure to cutting-edge technologies.

          Talent Pool Development

          RPO providers have access to a robust talent pool. Tapping into this pipeline benefits your organization and allows you to reach far beyond your traditional talent pool. RPO providers will have representatives in local markets, strategies for reaching candidates on a global scale, and the ability to nurture long-term relationships on your behalf.

          Enterprise RPO vs. Traditional Recruiting: A Comparative Analysis

          What are the differences between Enterprise RPO and traditional recruiting? Let's take a closer look.

          Comparison Aspect Traditional Recruiting Enterprise RPO
          Cost and Efficiency High internal HR costs, especially during peak periods. Hidden costs like turnover add up. Predictable, flexible costs with economies of scale. Streamlined processes lower overall expenses.
          Scalability and Flexibility Scaling up is time-consuming and costly. Limited flexibility leads to delays. Internal teams can be overwhelmed. Easily scales up or down based on demand. Quickly mobilizes resources for large projects, ensuring timely hires.
          Quality of Hire and Time-to-Fill Inconsistent quality under pressure. Time-to-fill varies widely. Manual processes lengthen cycles. Advanced screening ensures high quality. Streamlined processes and automation reduce time-to-fill significantly.
          Access to Expertise and Technology Limited access to the latest technologies and specialized expertise. Training staff is costly and time-consuming. Offers cutting-edge tools and deep expertise. Access to broad talent pools and market insights enhances recruitment.
          Compliance and Risk Management Staying updated on laws and compliance is challenging. Higher risk of non-compliance if resources are stretched. Ensures compliance with all regulations. Reduces legal risks with regular updates and robust risk management, including data security.
          Long-Term Strategic Value Focuses on immediate needs, often missing long-term strategy. Building a talent pipeline requires ongoing investment. Aligns recruitment with long-term goals. Proactively develops talent pools and provides strategic insights to refine recruitment strategies.

          Enterprise RPO Case Studies

          An RPO partnership can be a significant and strategic boost to your internal hiring processes. Enterprise RPO is not just a response to immediate hiring requirements, but also a long-term investment. If you’re curious about how this works in the real world, we can share two case studies.

          Synchrony’s EVP Development

          How do you attract top-tier talent in a competitive environment? For modern businesses, it’s becoming increasingly important to invest in employer branding and developing or enhancing Employee Value Propositions (EVP). This helps your organization stand out and improves the overall candidate experience by answering key questions about your culture.

          Synchrony partnered with an Enterprise RPO provider, AMS, to strategically enhance their EVP by focusing on elements like company culture, career growth opportunities, and work-life balance. By working with an RPO team, Synchrony’s HR and marketing teams received advice on best practices and how to align internal values with long-term business goals. AMS used modern practices like in-depth market research, updated messaging hierarchy, and targeted marketing campaigns to refine and share this message.

          The result was a significant increase in application rates for senior positions and an improvement on metrics such as quality of hire and time-to-fill. In addition, Synchrony benefited from a 20% improvement in employee retention rates within the first year of implementing the enhanced EVP. Read more about Synchrony's partnership with AMS.

          Choosing the Right Enterprise RPO Provider for Your Business

          Enterprise RPO isn’t a short-term solution – it’s a long-term, strategic investment that can help your business achieve its goals. The benefits of Enterprise RPO include cost savings, improving key hiring metrics, and enhancing the effectiveness of internal teams. For organizations looking to invest in recruiting and in search of a sustainable option, Enterprise RPO should be a top consideration.

          When choosing an RPO provider, you should consider their track record and how they've helped similar organizations achieve their objectives. Partners like AMS have a deep bench of experts who are specialized in their respective areas, use modern technologies and tools, and employ best-practices as a standard operating procedure. It’s critical that your RPO provider has an understanding of your industry but also brings a wealth of experience to augment and enhance your existing team.

          Contact us

          Want to drive talent results?

          When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

            How can we help you? *

            The landscape of career seeking and recruitment has changed dramatically. We’ve seen a shift from job fairs, traditional job boards, and formal applications to a rise in social media and tech-driven processes. While Baby Boomers and Gen X may find it challenging to adapt to this change, it’s standard practice for Millennials and Gen Z.

            Social media platforms offer an unparalleled opportunity to connect with young talent and engage them in their own language. Research shows that Gen Z spends over four hours a day on social media. In other words, if you want to connect with this generation, you must establish a strong presence on these platforms.

            While your campus recruiting strategy may still involve setting up booths at career fairs, your early career recruitment strategy should also incorporate a strategic use of social media. Gen Z evaluates brands heavily based on their social media presence, with 85% stating that social media influences their purchasing decisions. Your social media presence is a key factor in how this generation evaluates potential career choices.

            Understanding the Power of Social Media in Recruitment

            Early careers candidates are social media savvy by default. Just as Gen Z evaluates brands on social media before making a purchase, they will check you out on various platforms to see what your brand is really all about. Social media isn't meant to be passive; it's a way for candidates to directly engage with your brand. With the right approach, you can help positively influence a candidate's perception of your brand before they apply.

            Benefits of Social Media for Early Career Recruitment

            Social media helps you create rapport with candidates even before the first interview. The benefits of social media for early career recruiters include:

            • Employer Branding
            • Candidate Engagement
            • Cost-Effective Recruitment
            • Broader Reach and Diversity

            Employer Branding

            Social media can allow you to provide candidates with a peek into your culture behind-the-scenes. This can give candidates a vibe-check to see if your brand matches their own aspirations. The opportunity for visual storytelling across platforms is virtually unlimited, allowing you to highlight your culture through videos, employee testimonials, and other formats.

            Candidate Engagement

            Recruiters are able to directly engage with early careers candidates through comments and direct messages to build relationships early in the hiring process. Beyond engagement, platforms like LinkedIn give recruiters the ability to reach out to specific demographics and individuals with specific career interests with targeted messaging. This allows for early connections with the right candidates, ensuring better match rates and conversions.

            Cost-Effective Recruitment

            With a strong social media strategy, you can lower the costs of recruiting through traditional methods like job boards or career fairs. You can dramatically increase the reach of these methods by promoting events via social media. Both paid and organic content can expand your reach and improve your brand awareness amongst early career candidates. It’s also worth leveraging employees’ connections at universities and educational institutions to further expand your reach.

            Broader Reach and Diversity

            If you're hiring on the global stage, there is no better platform than social media. Your posts on platforms like TikTok and Instagram can garner massive, global audiences and drive attention to your brand. Companies can also use social media to reach historically underrepresented groups, such as HBCUs and diversity-focused networks. Posts on social media can showcase inclusive workplace environments to broaden appeal to candidates who prioritize DEIB (Diversity, Equity, Inclusion, and Belonging).

            Social Media Platforms for Early Careers Recruitment

            Each social media platform comes with its own unique benefits and ideal use cases. Let's take a closer look at how each major social media platform can help your recruiting process.

            Platform Usage in Early Careers Recruitment Key Features Best for
            LinkedIn Professional networking, job postings, candidate engagement, and industry discussions. Job listings, professional profiles, industry-specific groups, and sponsored posts. Formal recruitment, engaging passive candidates, professional branding.
            TikTok Creative job postings, showcasing company culture, engaging with passive job seekers through short, engaging video content. Short videos, behind-the-scenes content, employee stories, trends and challenges. Engaging younger demographics, showcasing a dynamic work environment.
            Instagram Visual storytelling of company culture, sharing employee experiences, real-time updates via Stories and Reels, and community building through engagement. Photos, videos, Stories, Reels, employee takeovers, and Q&A sessions. Building brand culture and community, engaging with followers.
            YouTube In-depth visual storytelling, career advice and tips, skill development videos, targeted recruitment campaigns, and live Q&A sessions. Long-form video content, live streaming, employee testimonials, virtual office tours, interactive content. Showcasing company culture and opportunities, skill development.
            Twitter Real-time updates, job announcements, participation in trending topics, showcasing company culture, and facilitating live chats and Q&A sessions. Hashtags, polls, quick updates, live chats, and community engagement through retweets and replies. Real-time engagement, building community, and targeting specific groups.
            Facebook Broad community engagement, job postings, updates on company news, hosting events, and interacting with a wide audience through comments and direct messages. Jobs feature on company page, paid ads, community posts, and event hosting capabilities. Reaching a wide audience, community building, and hosting recruitment events.

            Best Practices for Engaging Early Career Candidates on Social Media

            Social media may seem like the realm of marketing, but it’s a key tool in the recruitment toolbox. By building a social media brand that resonates with early career candidates, you can connect with the next generation of talent and future-proof your organization. Let’s borrow from our friends in marketing to explore some best practices for connecting with Gen Z on social media.

            Authenticity

            As consumers, Gen Z seeks authenticity from brands, with more than 80% of surveyed Gen Z consumers stating they trust companies more when real images of customers are used in advertising. This extends to brand interactions with Gen Z on social media—what you display needs to be authentic and real. You don’t need to over-polish; a few wrinkles and funny outtakes in your day-in-the-life videos can be endearing and help build trust.

            Visual Storytelling

            Platforms like Instagram, TikTok, and YouTube allow you to showcase your company’s culture through visual storytelling. Gen Z highly values DEIB in prospective employers, and highlighting these themes in your videos is a powerful way to connect with this generation.

            Consistency

            It's important to adapt your voice and content to each platform while still maintaining a consistent message. You want to reinforce your brand's central message when it comes to company culture. If a candidate discovers your brand on TikTok, your LinkedIn posts should still feel familiar, even with platform-specific adjustments. This can take time to get right, but it’s well worth the effort.

            Social Media Ideas for Engaging Early Careers Candidates

            Not sure how to get started or looking to brainstorm social media ideas? Here’s a shortlist of strategies that have worked well with early career candidates:

            • Share behind-the-scenes content that showcases life at your company through authentic videos or photos. It’s okay if the production value isn’t perfect, as long as you’re being genuine.
            • Create short-form, day-in-the-life videos where employees from various departments share their typical workday, offering insight into your company’s culture.
            • Employee takeovers are a fun way to recognize staff while showcasing your culture. Let employees share their perspective and experience.
            • Host virtual campus events, like live Q&A sessions on LinkedIn or Instagram Live, focusing on topics relevant to your audience. Subjects like career development, personal growth, or DEIB are great ways to connect with Gen Z.
            • Highlight employee success stories on social media, or bring your “Employee of the Month” tradition online. It’s a fun way to recognize staff and humanize your brand.
            • Share a virtual office tour on social media, giving candidates a chance to see your workplace and get a sense of your culture before they apply.

            AMS as Your Strategic Early Careers Partner

            Attracting and hiring early career talent is a strategic initiative that drives the continued growth of your organization. Developing a recruitment strategy can be challenging when incorporating all modern tools and methodologies into your process. That’s where a talent partner like AMS comes in. We have a proven track record in early career recruiting, with multiple awards and industry recognition from our work with companies like Rolls-Royce.

            Partnering with AMS allows you to benefit from our extensive experience in early career and campus recruiting. We offer comprehensive solutions, covering everything from branding to onboarding. If you’re interested in incorporating social media into your recruiting strategy, we should talk. Contact us today to find out how we can help.

            Contact us

            Want to drive talent results?

            When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

              How can we help you? *

              How do you evaluate the potential of early-career talent? While individuals early in their careers may lack technical experience or hard skills, soft skills like communication, teamwork, and adaptability often predict long-term success within an organization.

              The importance of soft skills for long-term outcomes makes evaluating them through behavioral interviewing critical. While traditional interviews focus on technical skills and qualifications, behavioral interviews aim to assess a candidate’s potential. However, this assessment remains a challenge for hiring managers and recruiters.

              Behavioral interviewing helps hiring managers assess candidates by exploring their past experiences and behaviors. These techniques enable us to predict how candidates are likely to behave and respond in workplace situations.

              What is Behavioral Interviewing?

              Behavioral interviewing is a technique that focuses on a candidate’s past experiences and behaviors as indicators of future success. Instead of hypothetical questions, it emphasizes real-life scenarios to assess how candidates have demonstrated specific behaviors and skills. This approach operates on the premise that past behavior is the best predictor of future performance.

              Traditional interview techniques typically focus on qualifications, hypothetical scenarios, or general competencies—methods that remain useful for evaluating candidates. However, with early-career candidates, experience and qualifications are still developing. Behavioral interviewing enables hiring managers to assess these candidates by examining how they have handled situations relevant to challenges they may face on the job.

              Types of Behavioral Interviewing Methods

              Several behavioral interviewing methods are effective for evaluating candidates, with the STAR Method being one of the most popular. Let’s explore the various methods before delving into the details of the STAR Method.

              Name Breakdown of Acronym Definition
              STAR Situation, Task, Action, Result Tell the story: what happened, what you had to do, what you did, and what happened in the end.
              SOAR Situation, Objective, Action, Result Say what happened, what the goal was, what you did, and what came out of it.
              CAR Context, Action, Result Describe the situation, what you did, and what happened.
              PAR Problem, Action, Result Say what the problem was, what you did about it, and how things turned out.
              CARL Circumstances, Action, Result, Learned Explain what happened, what you did, how it turned out, and what you learned.
              PARADE Problem, Action, Result, Analysis, Decision, Evaluation Talk about the problem, what you did, what happened, what you thought about it, your choices, and how it all went.
              SCARF Situation, Challenge, Action, Result, Feedback Say what happened, what was hard, what you did, what happened, and what people said about it.

              STAR Method in Behavioral Interviewing

              The STAR method is a well-regarded approach in behavioral interviewing because it helps both candidates and interviewers structure responses to experiential questions. STAR stands for:

              • Situation: Describe the context for a task or challenge in a past job to set the scene and provide relevant background.
              • Task: Explain the specific task or challenge to clarify what needed to be accomplished.
              • Action: Detail the specific actions taken to demonstrate skills and abilities.
              • Result: Explain the outcomes, including any lessons learned that are relevant to the situation.

              The STAR method is useful because it offers a structured approach to the behavioral interview process. It keeps both the interviewer and candidate focused on essential details, helping interviewers gather relevant data while enabling candidates to provide clear, concise responses.

              Benefits of Behavioral Interviewing for Early Careers

              If you're looking for a comprehensive, accurate way to evaluate early careers candidates, then behavioral interviewing is worth consideration. Behavioral interviewing is particularly effective for early career candidates because it allows you to focus on potential and soft skills versus trying to evaluate nascent technical and hard skills. Here are a few reasons why behavioral interviewing is effective for early careers talent:

              • It can help predict future performance by having candidates detail how they've performed in previous, similar scenarios
              • It focuses on soft skills that are essential for success in early career and helps to bridge the gap between experience and potential
              • It can reduce bias and prevent favoring candidates with more polished resumes, and provide an even playing field by basing evaluation on actions and results
              • It encourages candidates to reflect on past experiences and how they've grown and developed skills over time
              • It can be a consistent, fair practice that ensures standardization across all interviews with early careers candidates

              Behavioral Interview Questions for Early Career Talent

              The questions you ask provide the foundation for assessing candidates – their answers will be influenced by the type and quality of questions you ask. You can break questions into five categories:

              1. Adaptability Questions
              2. Teamwork Questions
              3. Problem-Solving Questions
              4. Communication Questions
              5. Handling Pressure and Prioritization Questions
              6. Leadership and Initiative Questions

              Let's take a deeper dive into each category, some sample questions, and what it reveals about candidates.

              Adaptability Questions

              Adaptability questions seek to evaluate how candidates adjust to new situations as well as how they learn from feedback and cope with change. Early careers candidates are going to experience change on a daily basis, so evaluating their resilience is beneficial.

              Sample Adaptability Questions

              Question What It Reveals About the Candidate
              Tell me about a time when you were asked to do something you had never done before. How did you react? What did you learn? Shows how the candidate handles unfamiliar tasks and their ability to learn and adapt quickly in new situations.
              Describe a situation in which you embraced a new system, process, technology, or idea at work that was a major departure from the old way of doing things. Indicates the candidate’s openness to change and ability to adapt to new methods or technology in the workplace.
              Describe a time when you had to adapt to a significant change. How did you handle it? Demonstrates the candidate’s resilience and flexibility when dealing with unexpected changes.
              Tell me about a time when you had to adjust to a colleague’s working style in order to complete a project or achieve your goals. Tells how the candidate adjusts to different working styles to achieve goals.

              Teamwork Questions

              Determining how effective early careers candidates will collaborate with others and how they manage conflicts is a key to long-term success. Teamwork questions evaluate a candidate's communication style and their ability to adjust to team dynamics.

              Sample Teamwork Questions

              Question What It Reveals About the Candidate
              Give me an example of a time when you worked on a team. What was your role? Shows the candidate’s ability to function as part of a team and their role within that team dynamic.
              Tell me about a time when you had to collaborate with someone with a different working style. How did you make it work? Highlights the candidate’s interpersonal skills and ability to work with diverse personalities to achieve a common goal.
              Tell me about a situation where you had to balance competing priorities. How did you determine what was most important? Assesses the candidate’s ability to juggle multiple responsibilities and make informed decisions about prioritization.
              Describe a time when you contributed to a project outside of your assigned duties. What prompted you to take initiative? Reveals the candidate’s proactive attitude, leadership potential, and willingness to go above and beyond to contribute to the team.

              Problem-Solving Questions

              What's the candidate's approach to solving challenging problems? Critical thinking and creativity skills are a key success factor for any position, and early careers individuals can reference previous experiences to clearly demonstrate these skills.

              Sample Problem-Solving Questions

              Question What It Reveals About the Candidate
              Describe a time when you saw a problem and took the initiative to correct it. Demonstrates the candidate’s initiative and problem-solving skills when faced with challenges in the workplace.
              Tell us about a time when you solved a problem at your job that wasn’t part of your job description. Highlights the candidate’s ability to think critically and address issues outside of their designated role, showing flexibility and resourcefulness.
              Give me an example of a time when you had to solve a problem with little guidance. What did you do? Shows the candidate’s independence, critical thinking, and problem-solving abilities when resources or support are limited.
              Describe a situation where you had to be creative to solve a problem. What was your solution? Reflects the candidate’s creativity and innovation in approaching and resolving workplace challenges.

              Communication Questions

              Asking questions to gauge early careers candidates communication skills is important. How candidates communicate – including written, verbal, and active listening skills – is a good indicator of how well they will do in the workplace. Are they prepared to adapt to multiple interaction styles in a diverse workplace?

              Sample Communication Questions

              Question What It Reveals About the Candidate
              How would you assess your writing and communication skills? Provides insight into the candidate’s self-awareness of their communication abilities and how they view their effectiveness in conveying information.
              Describe a situation where you taught a concept to a co-worker or classmate. Evaluates the candidate’s ability to communicate complex ideas clearly and their teaching or mentoring capabilities.
              Tell me about a time when you had to communicate a difficult message to someone. How did you handle it? Demonstrates the candidate’s ability to handle challenging conversations with tact and clarity, indicating strong communication and conflict-resolution skills.
              Give me an example of a time when you had to explain a complex idea to someone unfamiliar with the topic. How did you ensure they understood? Reflects the candidate’s ability to simplify complex information and ensure clear understanding in their communication with others.

              Handling Pressure and Prioritization Question

              How well does a candidate handle pressure, prioritize tasks, and meet deadlines? The workforce can prove to be a challenging environment, and these types of questions aim to evaluate if candidates are prepared to succeed in this environment.

              Sample Handling Pressure and Prioritization Questions

              Question What It Reveals About the Candidate
              How do you prioritize projects under pressure? Reveals the candidate’s ability to manage time, stay organized, and remain calm when handling multiple tasks under pressure.
              Give me an example of a time in which you handled a looming deadline. Shows how the candidate manages stress, pressure, and deadlines while still delivering results in a timely manner.
              Tell me about a time when you had to manage stress or pressure. How did you maintain your performance? Assesses the candidate’s coping mechanisms under stress and their ability to maintain productivity and focus in high-pressure situations.
              Describe a time when you worked under a tight deadline. How did you manage your time and resources? Demonstrates the candidate’s organizational skills, time management, and ability to deliver results when time is limited.

              Leadership and Initiative Questions

              Even early in their career, candidates that demonstrate leadership qualities are highly valued. Do candidates take charge, inspire others, and drive projects or ideas forward? For interviewers, these types of leadership and initiative questions can reveal a lot about a candidate, such as if they are self-starters or if they exhibit leadership potential.

              Sample Leadership and Initiative Questions

              Question What It Reveals About the Candidate
              Describe a time when you took the lead on a project. How did you motivate your team? Reveals the candidate’s leadership skills, their approach to motivating others, and their ability to drive a project toward success.
              Give me an example of a time when you had to persuade others to see things your way. What approach did you take? Highlights the candidate’s influence and persuasion skills, as well as their ability to present ideas and bring others on board.
              Tell me about a time when you went above and beyond what was expected. What motivated you to do so? Shows the candidate’s work ethic, internal motivation, and willingness to exceed expectations to achieve better results.
              Give me an example of a time when you had to make a difficult decision. What was the outcome? Reflects the candidate’s decision-making abilities, including how they weigh options and take responsibility for the outcomes of their decisions.

              Integrating Behavioral Interviewing Into Your Early Careers Program

              Behavioral interviewing is a structured, formal approach to a qualitative interview process. It's designed to help interviewers use a solid framework to compare and fairly evaluate candidates. By the same token, it's also designed to give candidates the opportunity to answer questions in a way that fairly evaluate their current skills and their future potential.

              Getting started with this approach, however, requires expertise and experience. That's where an early career and campus recruitment partner like AMS is valuable. We have the experience and expertise to follow best practices to deliver great results for your organization. Our track record with early careers programs includes award-winning services with clients like Rolls-Royce.

              Ready to use behavioral interviewing in your early careers program? Get in touch with us today.

              Contact us

              Want to drive talent results?

              When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

                How can we help you? *

                In the dynamic talent landscape, most companies engage a contingent workforce to satisfy their need for talent. As such, we understand the challenges and possibilities associated with this from our years in talent acquisition and recruitment process outsourcing. This article, therefore, is to act more or less like a guide to estimating the ROI of your contingent workforce and hence measuring success.

                Understanding ROI in the Context of a Contingent Workforce

                ROI is that one metric that will help the organization know the amount of efficiency and profitability an investment holds. When referring to the contingent workforce, ROI would be the value derived from the temporary, freelancer, or contractor worker against the cost incurred by them. Organizations could base decisions regarding staffing strategies on performance and cost efficiency using such analyses.

                Key Components of ROI Calculation

                Direct Costs

                The most overt aspect of the return-on-investment computation is direct cost. This component presumes to quantify all compensations that are payable in terms of wages, benefits, and any other form of direct compensation payable to the contingent workers. In addition, it can factor in all the costs incurred throughout recruitment, on boarding, and training.

                Indirect Costs

                Indirect costs refer to expenses not directly linked to the contingent workforce but that are still incurred in their integration into the workplace and their productivity. These could include such costs as management overhead, workspace, technology, and administrative support.

                Productivity and Performance Metrics

                You will have to measure productivity and performance in your contingent workforce to assess this ROI. The KPIs—maybe some real benefit will be seen in measuring the effectiveness of your contingent staff when you look at output quality, project completion times, or even basic measures of customer satisfaction.

                Cost Savings

                One of the major benefits associated with a contingent workforce is cost savings. They can result from reduced overtime, limited training costs, and the flexibility of bringing workers when demand increase and inverse when it decreases. These savings need to be quantified accurately to properly calculate an ROI.

                Utilizing a Contingent Workforce ROI Calculator

                A contingent workforce ROI calculator is a valuable tool that simplifies the complex process of ROI calculation. By inputting various cost and performance metrics, the calculator can provide a picture of the financial impact of your contingent workforce. Such tools can be customized to fit the specific needs and goals of your organization.

                To get you started, here is our Direct Sourcing cost savings calculator.

                We built a simple indicative cost savings calculator for you to see your potential cost savings and help inform your business case for a Direct Sourcing program.

                Let’s get started… we have kept it simple

                Answer the questions below:

                Don’t worry about being 100% exact to your program, all program volumes change on a regular basis, the calculator provides a cost saving guide

                $

                Results

                Annual Cost Savings (Conservative*) Annual Cost Savings (Standard**)
                Year 1 - -
                Year 2 - -
                Year 3 - -
                Total - -

                This calculator has been built using industry and AMS fulfillment standards.

                Fill out the form to schedule a meeting with one of our Direct Sourcing consultants for a free customized business case tailored to your organization. Our Direct Sourcing consultants will include recommendations tailored to your organization and share proven best practices to drive success.

                * Conservative means a limited amount of Direct Sourcing fulfillment, 20% year one rising to 30% by year 3.
                ** Standard means a moderate amount of Direct Sourcing fulfillment which we typically see of 30% year one rising to 50% by year 3.

                Best Practices for Maximizing ROI

                Strategic Workforce Planning

                Strategic workforce planning is the process of aligning your contingent workforce strategy with that of your organization's strategy and goals. It includes identifying skill and expertise, forecasting demand, and forming an all-inclusive talent acquisition plan.

                Continuous Performance Monitoring

                By continuously monitoring the performance of your contingent workforce, you will ensure maximum value from this investment. A great performance management system will help you identify areas for improvement and demonstrate if your contingent staff performs up to organizational expectations.

                Leveraging Technology

                Technology can play a very big role in how much efficiency and effectiveness there is in the contingent workforce. Don't forget to utilize advanced recruitment software, performance tracking tools, and data analytics that help drive efficiency with actionable insights.

                Conclusion

                Calculating the ROI of your contingent workforce is an essential practice for any organization seeking to optimize its talent acquisition strategy. By understanding the key components of ROI, utilizing specialized calculators, and following best practices, you can make informed decisions that drive success. As the talent landscape continues to evolve, a strategic approach to managing your contingent workforce will be instrumental in achieving long-term organizational goals.

                Contact us

                Want to drive talent results?

                When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

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                  Are you looking for a strategic, cost-effective way to improve your recruiting outcomes? Consider an approach that fits seamlessly into your existing process, augmenting and amplifying what’s already working well. In a nutshell, that’s Recruitment Process Outsourcing (RPO).

                  One of the most common misconceptions about RPO is that it’s more expensive than in-house recruitment. However, many organizations overlook the costs associated with in-house recruiting. When weighing the pros and cons of RPO versus in-house recruiting, it’s not just about the costs; it’s also about the benefits. For instance, working with an RPO provider gives you access to specialized recruitment expertise and technology that your in-house team may not have.

                  In this piece, we will discuss the hidden costs of in-house recruitment and explain why partnering with an RPO provider is a smart strategic move.

                  Hidden Costs of In-House Recruitment

                  On the surface, in-house recruitment seems like a cost-effective solution. However, there are many hidden or rarely considered costs associated with in-house recruitment.

                  Cost Name Cost Explanation
                  Salaries and Benefits Salaries, benefits, and bonuses for internal recruitment staff.
                  Job Advertising Expenses related to posting job advertisements on various platforms.
                  Recruitment Technology Investment in recruitment software, applicant tracking systems, and tools.
                  Training and Development Costs of training recruitment staff to keep up with industry trends and best practices.
                  Interviewing Costs Expenses for conducting interviews, including travel, accommodation, and hospitality for candidates.
                  Time to Fill Positions Extended vacancies can lead to lost productivity and increased workload for current staff.
                  Internal Resource Allocation Allocation of HR and management resources to recruitment activities, diverting focus from strategic initiatives.
                  Opportunity Costs Lost opportunities due to time spent on recruitment rather than business growth and innovation.
                  Employee Turnover Higher turnover from misaligned hires leading to repeated recruitment efforts and associated costs.
                  Administrative Costs Administrative expenses related to managing the recruitment process, such as reporting and communication.

                   

                  Financial Costs of In-House Recruitment

                  Maintaining a full complement of staff for your recruitment function involves costs such as salaries, benefits, and investments in recruitment technology. While these are the obvious financial costs, other expenses like recruitment ads, training and development, and office space are also important factors to consider.

                  Time and Resources for Internal Hiring

                  In-house recruitment teams must dedicate significant time and effort to each hiring cycle, which can divert resources away from other critical HR functions and affect overall productivity. These processes can be time-consuming and resource-intensive. Moreover, if the recruitment process leads to extended vacancies, it can hurt organizational performance and lead to lost opportunities. Internal teams often juggle multiple responsibilities, so recruitment may become a secondary priority.

                  Opportunity Costs and Impact on Productivity

                  Every hour spent on recruitment activities could be spent on strategic HR functions that drive business growth and employee satisfaction. In-house teams may lack the specialized expertise required to fill vacancies and attract top talent. This can result in poor hires, higher turnover rates, and a cycle of inefficiency within the recruiting function.

                  Benefits of RPO Over In-House Recruitment

                  What are the benefits of RPO over in-house recruitment? We think there are 3 worth discussing here:

                  • Cost Savings and Financial Efficiency
                  • Access to Specialized Recruitment Expertise and Technology
                  • Scalability and Flexibility in Recruitment Efforts

                  Cost Savings and Financial Efficiency

                  While in-house recruitment may seem cost-effective initially, the hidden costs associated with maintaining a full-fledged recruitment team can be substantial. Salaries, benefits, training, and technology expenses all add up. RPO offers a more flexible cost structure, allowing organizations to pay for services as needed, rather than maintaining fixed overhead costs.

                  By outsourcing recruitment, companies can reduce expenses related to job advertising, candidate screening, and interview logistics. RPO providers can also scale more seamlessly than in-house teams. If you experience a surge in hiring demand, your RPO provider can simply assign more staff in response.

                  Access to Specialized Recruitment Expertise and Technology

                  One area where RPO providers excel is bringing a wealth of specialized expertise and cutting-edge technology. An RPO partner like AMS has teams composed of seasoned professionals with deep industry knowledge. They are already experts at what they do and don’t need any training to bring their full talents to benefit your team.

                  RPO providers stay up-to-date on the latest recruitment technology, such as AI-driven applicant tracking systems and talent analytics tools. This knowledge not only gives you an immediate competitive advantage but also provides an opportunity to level up your internal teams. With the pace of technological development in the industry, this is a key benefit for your organization.

                  Scalability and Flexibility in Recruitment Efforts

                  Facing a surge in demand? Do you need to scale back your hiring efforts? In either case, an RPO partner provides the flexibility to adjust recruitment activities with ease. This spares you the cost associated with downsizing your internal teams or missing out on opportunities as you scramble to hire recruiters. This scalability means your organization can maintain the optimal level of recruitment activity regardless of circumstances.

                  Case Study: Pivoting to Remote Recruitment with EIB

                  The European Investment Bank (EIB) is a prominent international financial institution, backed by EU member states. Based in Luxembourg, it is the lending arm of the European Union and the world’s largest multilateral financial institution, playing a crucial role in providing climate finance.

                  During the COVID-19 pandemic, the EIB faced a significant challenge: maintaining high recruitment volumes for niche, graduate, and traineeship roles. The institution needed a swift transition to a remote recruitment process to minimize disruptions in hiring. The pandemic prompted an immediate shift from their traditional on-site recruitment model to a fully remote solution.

                  The RPO Solution

                  AMS, an RPO provider with a long-standing relationship with EIB, was instrumental in delivering a seamless transition to remote recruitment. This involved deploying a flexible team of 15 on-site and off-site recruiters, administrators, and sourcing specialists to handle fluctuating hiring volumes.

                  Key elements of the solution included:

                  • High-touch Remote Service: AMS adapted its recruitment services to offer a high-touch remote experience, ensuring a seamless process for hiring managers and candidates alike.
                  • Scalable Team: The team size was adjusted to match the increasing demand, demonstrating the scalability inherent in the RPO model.
                  • Focus on Diversity: The RPO partnership emphasized diverse hiring, aiming to increase female representation in niche and managerial roles and male representation in support positions.

                  The Impact

                  The partnership between AMS and EIB exemplifies the strategic advantages of RPO, resulting in significant positive outcomes:

                  • Remote Hires: Successfully made 320 remote hires during the pandemic, maintaining hiring volumes without significant delays.
                  • Diversity Gains: Gender diversity in the longlist for professional roles improved by 42.5% in 2020, showcasing the effectiveness of focused recruitment strategies.
                  • Adaptability: The transition to remote recruitment ensured there was no negative impact on hiring targets despite the challenges posed by the pandemic.

                  Comparison with In-House Recruitment

                  This case highlights several key advantages of RPO over traditional in-house recruitment:

                  • Agility and Flexibility: RPO providers can quickly adapt to changing circumstances, such as shifting from on-site to remote recruitment, without compromising on quality or volume.
                  • Resource Optimization: With RPO, organizations can scale recruitment efforts up or down based on demand, avoiding the fixed costs associated with maintaining a large in-house recruitment team.
                  • Enhanced Expertise: Access to specialized recruitment expertise allows organizations to implement advanced strategies, such as diversity-focused hiring, which may be challenging for in-house teams to develop independently.
                  • Technology Utilization: RPO providers leverage cutting-edge technology to streamline recruitment processes and enhance candidate experience, a capability that may require significant investment for in-house teams to replicate.

                  Learn more about the AMS/EIB partnership.

                  The Strategic Advantage of RPO

                  For organizations seeking to optimize their recruitment processes and drive business success, RPO offers a strategic advantage. If the decision to work with an RPO partner is purely about cost, it’s important to consider the hidden costs associated with in-house recruitment. RPO provides a flexible, cost-effective solution that aligns with modern business needs.

                  It’s also not an all-or-nothing decision. RPO providers like AMS often work side-by-side with in-house recruiting and HR teams, seeking to augment and enhance, not replace, internal teams. As demonstrated in the EIB case study, AMS collaborated with internal teams to produce superb results.

                  RPO isn't just a cost-saving measure; it's a strategic partnership that amplifies your capabilities and positions you for long-term success. Want to learn more? Get in touch with us today.

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                  When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

                    How can we help you? *

                    The past decade has seen a transformation in how businesses use talent acquisition technology. Using the latest technology is no longer just a competitive advantage; it’s essential for recruiting and retaining top talent.

                    The adoption of digital tools and technology in talent acquisition has accelerated since the global pandemic and the emergence of generative AI. Technology continues to advance rapidly, but let’s not get ahead of ourselves. Solid talent acquisition strategies still rely on core principles, with top teams blending technology and a human touch.

                    In this post, we will explore the talent acquisition technology landscape, starting with its evolution.

                    The Evolution of Talent Acquisition Technology in 2024

                    talent acquisition technology evolution

                    Several trends have shaped the current talent acquisition landscape. We’ll begin by examining the most impactful trends of the past decade:

                    • Integration of AI and Automation
                    • Shift Towards Remote Hiring
                    • Adoption of Advanced Software Systems
                    • Ethical Considerations and Compliance
                    • Rise of Data-Driven Decision Making

                    Integration of AI and Automation

                    Since ChatGPT entered the public lexicon in early 2023, industries have been exploring ways to integrate AI into their operations. AI’s potential in talent acquisition is vast, yet it demands a strategic, nuanced approach for effective use. AI is now used for automated candidate screening, enhancing candidate matches, providing chatbots for initial interactions, and predictive analytics.

                    Shift Towards Remote Hiring

                    The global pandemic has made remote hiring a standard practice. Adapted organizations now access a global talent pool. Technologies facilitating this include virtual interview platforms, online onboarding processes, and remote work management tools.

                    Adoption of Advanced Software Systems

                    Modern applicant tracking systems (ATS) integrate with other HR systems, offering in-depth analytics on candidate engagement. Using candidate relationship management systems to store interactions is key to nurturing relationships and building future talent pools. As with every area of technology, the mobile-first era is here and requires a mobile-friendly approach to everything from job searches to applications.

                    Ethical Considerations and Compliance

                    Compliance with global data protection regulations such as GDPR and CCPA is crucial for data privacy and security. This requires auditing current processes, handling data thoughtfully, and ensuring ethical practices. Additionally, AI models in talent acquisition must be audited for unconscious biases to focus on skills and qualifications over demographic factors.

                    Rise of Data-Driven Decision Making

                    The use of this technology in talent acquisition parallels an increased ability to collect and analyze data. Systems like CRMs and ATS tools allow talent teams to track more data points than ever before. This data is useful in recruiting and hiring to track metrics such as time-to-hire, cost-per-hire, and source of hire. Beyond that, data can be used to optimize the candidate experience to improve engagement and conversion rates.

                    What is talent acquisition technology?

                    what is talent acquisition technology?

                    Talent acquisition technology refers to the software and tools utilized in the recruitment process. These tools assist with various stages including talent applications, recruiting outreach, interviewing, hiring, and onboarding. Given the increasing competition and complex hiring environments, understanding and implementing these technologies is crucial for businesses.

                    These technologies are integral to various aspects of the recruitment process. We will explore common use cases for this software, real-world examples, and key features.

                    Category Software Name Key Features Use Case
                    Applicant Tracking Systems (ATS) Workday Integration with HR systems, advanced analytics Streamlines the application process and candidate management
                      Taleo Robust reporting, configurable workflows Manages large volumes of applications efficiently
                      Greenhouse User-friendly interface, integration capabilities Enhances candidate experience and recruiter productivity
                    Candidate Relationship Management (CRM) Bullhorn Automation of communication, detailed candidate tracking Maintains relationships with potential hires, builds talent pools
                      Avature Customizable workflows, engagement analytics Strategizes recruitment marketing and talent engagement
                    Artificial Intelligence Tools HireVue AI-driven assessments, video interviewing Reduces biases by focusing on skills, enhances remote hiring
                      Pymetrics Neuroscience games, bias-free algorithms Offers a unique, bias-free approach to candidate assessment
                    Recruiting Automation Beamery AI-driven automation, talent nurturing Automates engagement and manages candidate pipelines efficiently
                      SmartRecruiters Full-suite recruiting tools, automation Provides end-to-end recruitment automation for efficiency
                    Video Interviewing Software VidCruiter Automated scheduling, live and pre-recorded options Facilitates remote hiring and streamlines the interview process
                      Zoom Reliable platform, easy integration Widely used for remote interviews and meetings
                    Onboarding Solutions Enboarder Workflow automation, personalized experiences Enhances new hire engagement and streamlines the onboarding process
                      BambooHR Centralized employee data, automated task management Manages onboarding with a focus on HR compliance and efficiency

                    Benefits of Adopting Advanced Talent Acquisition Technologies

                    benefits of talent acquisition technology

                    As technology becomes integral to talent acquisition, considering its benefits is crucial. It’s no longer just about staying competitive; it’s about staying relevant. Here are the benefits of talent acquisition technology:

                    • Enhanced Recruitment Efficiency
                    • Improved Quality of Hire
                    • Scalability and Flexibility
                    • Better Candidate Experience

                    Enhanced Recruitment Efficiency

                    Technology enables recruitment teams to swiftly sift through resumes and shortlist candidates, reducing time spent on these tasks. Integration with other HR systems ensures smooth data flow and reduces administrative touchpoints. Improved collaboration tools also help multiple team members engage in the recruitment process simultaneously, reducing bottlenecks.

                    Improved Quality of Hire

                    AI tools in skill-based matching evaluate candidates based on skills and competencies, leading to higher quality hires. Benefits include improved diversity hiring, enhanced candidate validation, and refined interview techniques tailored to candidate profiles. Data points collected throughout the process help.

                    Scalability and Flexibility

                    Cloud-based technologies scale easily as your organization grows, requiring minimal changes. Many software applications are modular, allowing you to add features over time. Talent acquisition software typically integrates with various job boards and HR tools, simplifying process improvements.

                    Better Candidate Experience

                    Talent acquisition software enables automations that enhance the candidate experience. Automations include follow-ups post-application and quick screening with AI tools, leading to a state-of-the-art recruiting process. Each tool provides metrics and data to analyze and optimize the candidate experience.

                    Implementing Talent Acquisition Technology with an Experienced Partner

                    true north for talent acquisition technology

                    Staying ahead in the talent acquisition landscape involves more than just purchasing and adopting new software; it requires integrating them with strategic insight and precision. This is critical because owning a tool is less important than knowing how to use it to unlock its full potential.

                    Why Choose AMS for Your Talent Acquisition Tech Needs?

                    • Expert Guidance and Implementation: AMS offers decades of expertise in talent acquisition technology, ensuring smooth, strategic adoption aligned with industry best practices.
                    • Comprehensive Solutions: AMS offers a comprehensive suite of tools, from AI-driven analytics to sophisticated candidate relationship management solutions, enhancing every aspect of your hiring process.
                    • Scalability and Customization: AMS understands how to scale and adapt technology offerings to meet your evolving business needs.
                    • Enhanced Candidate Experience: AMS enhances the candidate journey by leveraging technology to create seamless, engaging, and personalized experiences.
                    • Data-Driven Insights: AMS provides actionable insights to inform decisions, track performance metrics, and continuously improve your recruitment strategies.
                    • Compliance and Security: AMS simplifies compliance, ensuring your recruitment technologies meet all legal and ethical standards to protect your data and reputation.
                    • Integration Capabilities: AMS technologies integrate seamlessly with your existing HR systems, enhancing data integrity and operational efficiency.

                    Excited about leveraging talent acquisition technology as a competitive advantage? Contact our team to learn how we can assist you!

                    Contact us

                    Want to drive talent results?

                    When you’re ready to attract, engage and retain the talent you need to succeed, complete this form to connect with us. Alternatively, if you’re looking to work for us, please go to Careers at AMS.

                      How can we help you? *