Case study 5 - Move from agency dependent recruitment to Direct Recruitment model
Our client was a Property Maintenance company with planned revenue increase of £25M per annum. For each piece of business won, a senior management team was required. Historically, recruitment costs were high, the value added service from the suppliers minimal and the time taken to recruit too slow for the business needs. The new proposed model was to move away from the heavy reliance on third parties, introduce a model focusing on direct sourcing and building a pipeline of strong potential.
There was a need for the; introduction of formal recruitment processes; formalisation of the Preferred Suppliers List for those times when recruitment agencies would be used; creation of an employment brand; creation of the recruitment pages to the website agreements to be set up with job boards for advertising and data-mining; reassessment of the job descriptions and the competencies required by the business.
The selection process agreed on, was to conduct first line interviews, undertake Thomas International, DISC based, Personality Profiling Analysis, competency based interviewing and technical interviewing. A pipeline of potential candidates was created and maintained ready to conduct final interviews and offers as and when the business requirements arrived.
The new model was successfully implemented and a healthy pipeline of candidates created. The new model reduced reliance on agencies by 70% with an intentional decision to engage with third parties and maintain their interest in working with the business to allow for peaks in the recruitment activity.