Using agencies had always been the default solution when recruitment requirements had been delivered. This had negative cost and efficiency implications.

Procurement process was introduced which, on completion of a simple questionnaire, advised of the correct recruitment solution depending on role criteria. Staff were trained in successfully delivering range of solutions.

Use of a range of recruitment solutions delivered lower direct costs, efficiency-savings and greater focus.

The recruitment process had always been slow from initial sign-off, through the interview process and offer stages to candidate starting in role. It often led to missing out to other firms on good candidates.

We worked with: the management team to streamline the initiation process; HR to select a preferred supplier agreement and speed up the internal process; and the recruitment agencies to deliver against demanding Service Level Agreements.

Reduced time from project initiation to candidate in post.

Greater control of agency service delivery levels.

Agencies more willing to introduce good candidates due to more cohesive process.

Agency agreements were neither standard nor value-for-money. HR and management wasted more time than necessary on recruitment due to the inefficiencies in the process. Agency recruitment was default solution.

Introduced transparent fee structure at fair level. Rebate periods re-negotiated to place emphasis on more rigorous agency selection. Encouraged in-house recruitment where appropriate.

Increased in-house recruitment led to significant direct cost savings. Fee structure simplification led to drop in administration and greater transparency. Rebate period extensions reduced recruitment risk and focused recruitment agencies.

It was generally accepted that the market’s view of the company’s image and location was, although erroneous in many respects, proving detrimental to attracting the best candidates.

Through increased in-house recruitment solutions the company was able, not only to dispel some of the myths in the market, but also to promote itself directly to prospective candidates.

Increased quantity and quality of candidates – both direct applicants and agency candidates. Used recruitment advertising as part of the overall marketing plan thereby reinforcing brand.