Global Software Company - Case Study

Situation

• HR team spending too much time on transactional recruitment activity
• HR Director wanted HR to be more strategic
• Company was not attracting the best talent in market
• Wide range of candidate skills and experiences required
• Lack of recruitment expertise in-house (eg: search and volume resourcing)
• Company was not able to deal effectively with peaks and troughs of activity
• Large, unmanaged, unmotivated supplier base

Solution

• Established a ‘recruitment centre of excellence’ on-site with the client
• Ran all recruitment advertising and established strong employer brand
• Established a flexible team model that could cope with peaks in demand
• Introduced assessment centres for ‘volume’ roles
• Established metrics for accurate measurement of service
• Implemented a new candidate management system
• Rationalised supply chain & reduced PSL from 85 to 17 agencies
• Reinvigorated the referral scheme that soon accounted for 9% of hires per annum
• Re-engineered the selection process and reduced time to hire by 20%

Result

• Recognised as strategic resourcing partner by client
• Efficient, well motivated and well managed supply chain
• Recruited over 350 quality hires every year
• Managed all internal recruitment processes, thus releasing HR to strategic activity
• Delivered over £500,000 in cost savings in first year of operation alone
• Consistently filled 80% of roles within target time to hire of 35 days