My previous blog highlighted how we used our Total Talent Management (TTM) approach with a global construction company to implement and manage their recruitment strategy.Now I would like to look at our work with an engineering organisation who were committed to delivering a high-quality service to their customers and were facing some challenges within their industry.
Stage 1 – REVIEW
We reviewed all aspects of our client’s people strategy and recruitment process; from attraction of new candidates to the commercial and contractual terms of employment, from the hiring process to the retention of key hires. From this review, we developed a collaborative plan with the hiring manager to drive best practice and improve the service they were offering.
Stage 2 – REFINE
We sought to provide guidance on the organisational design of the teams, establishing clear definitions for each role, providing complete transparency and clarity to identifying where each role was placed in the organisation and how individuals could progress. We conducted an independent salary benchmarking exercise, identifying where salaries aligned to the market rate and clarifying if their remuneration pack was competitive to future hires.
Our client was continually developing and starting new projects, which required rapid mobilisation of teams to deliver these projects. To meet the requirements, we developed multiple assessment centres, managing the full process from candidate attraction, interview and assessment to the final decision making. We co-ordinated the assessment centres, providing a further review of the candidates which enabled the client to measure high volumes of candidates in one day. This sped up hiring decisions and allowed multiple decisions makers to have an input in the process.
Our recruitment team are experts in this industry and have a high level of technical expertise from being embedded in the industry for over 10 years. We can provide our client with an unrivalled candidate database of experienced professionals.
In response to the upcoming deregulation of their market, having an engaging employer brand was important. We looked to refine our clients' existing employer brand, they had a well trusted brand message and we used this to develop their employer brand proposition.
We created a suite of materials to enhance their employer brand: from job board advertising to email campaigns and social campaigns. All of these assets were underpinned by a digital job advert with an embedded video to give all candidates an insight into what it’s really like to work at our client's offices further, enhancing their established employer brand.
Our solution was underpinned by a recruitment dashboard, which allowed live reporting on the process delivering complete transparency, identifying any possible challenges and developing resolutions to maintain the advancement of the recruitment process.
Stage 3 – ALIGN
With every project, relationship or partnership we value the outcomes over the output. We drive ourselves and our teams to align this to our targets and have gained significant traction and results based on this approach.
If you would like to discuss any topics covered in this blog or ways in which we can support your recruitment needs through our Total Talent Management approach, please contact myself, James Potter on 07887 247360 or james.potter@bps-world.com