Objective
Over the course of an organisational restructure, we were tasked with the recruitment of:
• Policy Advisor
• Responsible Officer
• Regional Key Account Manager
• Key Account Manager
Background
Our client is a membership organisation and awarding body representing over 3500 SMEs and Large enterprises in the HR sector. As a forward-thinking organisation with a professional approach to their members and partners. Through a major restructure their main objective was to strengthen their existing client base with new products and services and to increase market share nationally.
One to One Personnel were selected by their executive team to partner with them as the recruitment partner for this assignment.
Challenge
Working remotely – with the effects of COVID-19 we needed to find candidates who worked well in a remote team environment and who were able to commute and work centrally.
Sourcing and attracting the right individuals – the roles needed candidates with the right skills and experience from the industry our client represented or from another membership organisation/ awarding body.
Co-ordinating and scheduling candidates for multiple roles – our client wished to recruit within a six-week time frame.
Actions
Bespoke advertising campaigns – As each role was unique it required a separate advertising campaign. Ads were posted on two of the UK's largest and most established job boards, our own Google-optimised website, plus sponsored postings on Indeed. In addition, the Social Media platforms including Facebook and LinkedIn were populated with video advertising, driving traffic back to the website.
Search and headhunting – Individual searches we conducted on the job board databases collectively giving access to over 24 million candidates nationally. We also have access to two in-house databases holding 150,000 candidates and searches were also conducted as well as headhunting and referral networking via the LinkedIn network. Watchdogs were also set up alerting the recruitment team when new candidates with matching skill sets had registered their CVs on the national job boards.
Short listing – Initial short listing was primarily carried out by the support team managing the first stage search and selection function. All first stage candidates were telephone interviewed prior to submission to the Managing Consultant with interview notes accompanying the CVs. Following the first stage interviews, stage two face to face interviews meetings were scheduled.
Face to Face interviews & Introduction – second stage candidates were met for thirty minutes to an hour for a competency based and biographical interview with specific interview questions written to highlight relevant skill sets for each role. If a candidate was deemed suitable for introduction their interview notes were communicated with a written introduction summary on the CV header. All references to age, gender and race were removed; helping eliminate unconscious bias.
Making the process smooth – once a formal offer was made, support was provided obtaining working references and personal details, right-to-work documentation/ID as well as ongoing regular pre and post commencement check-ins, conveying feedback back to the client.
Results
Our client achieved 100% success in their objective, by interviewing, selecting, and recruiting for the open posts within the required timescale. Ongoing feedback is that all successful candidates are happily employed and developing well in their new roles.
