Solution: Talent Advisory

Kent County Council: A Social Media Campaign Promoting a Career in Care

Posted on by edyson
Kent County Council: A Social Media Campaign Promoting a Career in Care

Social Media Recruitment Campaign

Kent County Council: A Social Media Campaign Promoting a Career in Care

PeopleScout developed a social media campaign for Kent County Council (KCC) to attract more home social care and healthcare workers.

51,000 impressions
1,000 click-throughs
75,000 views on YouTube in just 2 weeks

Support workers make a genuine difference to real lives, yet Kent County Council (KCC) was finding it hard to attract the right people to fill these vacancies. They approached PeopleScout to develop a campaign to reach an audience that may not realize they had the skills and attributes to become care workers and show them they could have a meaningful career, just by “being you.”

Scope & Scale

Kent County Council, along with over 1,400 partner organizations, are committed to providing essential care and support, working with some of the most vulnerable members of the community. Their need to recruit was based on the requirement to alleviate pressure on nursing homes and hospitals by providing care in the clients’ own homes, therefore freeing up valuable beds elsewhere.

It was also important to demonstrate to the wider Kent population that KCC was taking positive and supportive action in what was a high profile and often criticized area for all local authorities.

Situation

With job openings that aren’t clearly defined by specific skills or experience, it’s often challenging to convince potential recruits that a role is right for them. With “unskilled” (in terms of qualifications) positions such as these, the lure of other opportunities, including retail, is often more appealing and the lack of visibility or explanation of support roles, alongside a misunderstanding of what is entailed, compounds this issue. In addition to this, there was a lack of clarity about the genuine career potential that these jobs could offer potential candidates. KCC aimed to raise the profile of the work they do in an area that is both sensitive and one that touches most people at some stage in their lives.

Solution

To fully understand why existing support workers do what they do, we ran a focus group to investigate the motivators and to hear real-life stories. Our creative team then set to work to produce a personal and appropriate creative identity; one that would put empathy and natural caring skills needed for these roles at the very heart of the campaign. We concluded the best way to communicate this was through video, showing everyday situations where people made a difference, doing everyday things and how this translated into a care workers’ job.

This was driven by the central campaign message of, “You’d be surprised how qualified you are to be a support worker – just by being you.” With a small promotion budget and to ensure that the power of the video’s visuals were maximized, we used social media to push the video out to the target audience using geographic and behavioral targeting methods.

Results

The social media campaign ran for just over two weeks and in that time delivered over 51,000 impressions, converting to over 1,000 click-throughs – an impressive rate of 2.1%. Equally impressive, YouTube delivered almost 172,000 impressions and over 75,000 views.

At a Glance

  • COMPANY
    Kent County Council
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • ABOUT KCC
    Kent County Council is a county council that governs the county of Kent in England including 1.6 million residents. Amongst its many services, the council provides health and social care for adults and children.
Let’s Connect

Sainsbury’s: Getting More Vans on the Road

Posted on by edyson
Sainsbury's: Getting More Vans on the Road

Recruitment Media Campaign

Sainsbury’s: Getting More Vans on the Road

Grocery retailer Sainsbury’s turned to PeopleScout to hire drivers to support their growing online business.

6,200 annual hires
5 weeks to fill most roles
analytics informed approach resulted in reduced marketing spend
analytics informed approach resulted in reduced marketing spend

With online grocery shopping becoming increasingly popular, Sainsbury’s looked to PeopleScout to maximize the number of delivery slots that they could offer to customers. In a saturated marketplace, it wasn’t enough just to target existing drivers, we also needed to find those with transferable skills and encourage them to apply. The resulting strategy enabled Sainsbury’s to go to market with a number of highly targeted and locations-specific attraction campaigns.

Situation

Before engaging with PeopleScout, the client struggled to meet its hiring goals. Approximately two-thirds of candidates dropped out of the hiring process between the first two steps of the screening process. Many candidates couldn’t complete screening during traditional recruiting hours.  

In response to these challenges, PeopleScout provides a highly scalable delivery team to meet the client’s fluctuating hiring needs and address regional and cultural preferences during the screening process. PeopleScout’s centralized recruitment support ensures compliance and streamlines the process through innovative technology solutions. Positions in scope include 6,200 annual hires for warehouse and truck driver positions.

Sainsbury’s business strategy is to respond to the changing needs of their customers, enabling them to shop whenever and wherever they want. Seven days a week, Sainsbury’s delivers fresh food, groceries, general merchandise and clothing from suppliers around the world, via 33 distribution centers, to their store and online customers, meeting their requirements for flexible, convenient shopping.

Drivers are a vital part of this strategy, ensuring that Sainsbury’s can make deliveries to millions of customers at a time that suits them.

The online grocery department is a fast-growing business for Sainsbury’s. When we started this project, one in five employees worked in the department, but with changing consumer habits, this was soon to become one in three.

Despite being one of the company’s largest employee populations, it experienced high turnover in line with the challenging driver recruitment market. Some locations, for example, inner-city areas and affluent suburban locations, found it particularly hard to recruit.

The level of attrition made it hard for the department to grow, and driver availability became the limiting factor when it came to processing orders. It was vital for the business to hire more drivers immediately, but also have a robust strategy for the future too.

Solution

SOLUTION HIGHLIGHTS

  • Marketing Intelligence & Market Analysis
  • Persona Development
  • Process Design
  • Creative Development
  • Integrated Media Campaign

AT A GLANCE

  • COMPANY
    Sainsbury’s
  • INDUSTRY
    Retail
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory
  • ANNUAL HIRES
    6,200 annual hires for warehouse and truck driver positions
  • LOCATIONS
    33 distribution centers
  • ABOUT SAINSBURY’S
    Sainsbury’s is a British supermarket and the second largest grocery chain in the United Kingdom. Since opening their first store in 1869, Sainsbury’s in focused on providing great value food and convenient shopping, whether in-store or online—as well as through their other brands Argos, Habitat, Tu, Nectar and Sainsbury’s Bank.
Contact Sales

Our first step was to leverage interviews and focus groups to understand the recruitment proposition for drivers at Sainsbury’s.

In addition to interviews, we utilized market mapping techniques to understand the labor force, reporting on salary benchmarks, competitor activity, and the socio-demographics of hard-to-fill locations.

Using the data collected from interviews and focus groups, we developed distinct driver personas, each with its own messaging framework and channel strategy. We used these to develop highly targeted comms for each group, responding to their motivations and behaviors.

Secondary messaging included: flexible shifts where we knew there was a high student population and non-monetary benefits such as child-care vouchers in areas that had a high density of families.

Results

The campaign was so successful that the majority of roles were filled within the first five weeks of the 12-week campaign, meaning that Sainsbury’s could cut back on their marketing spend. More impressively, seven locations needed to pause their recruitment due to high application numbers including two of the locations that were identified as hard-to-fill areas.

After speaking to hiring managers, existing employees, and those working for competitor organizations, we found that the majority of people eligible to be a Sainsbury’s delivery driver didn’t realize that they already had the skills to do the job. In fact, the role required skills like good customer service, time management, and self-motivation which we found to crossover with a number of different sectors.

This led us to design a creative route that focused on the core messaging of “All you need is a license” and “Where will your license take you?” educating the audience around the training and development new joiners received. This sat in contrast to another creative route which we used in locations that had high competitor activity. There we led with the messaging around the fact that Sainsbury’s offered guaranteed hours where other organizations did not.

Before the campaign, Sainsbury’s was engaging with candidates across multiple channels with different communications, which meant they ended up talking to the same audience in different ways, about different things. By taking this insight-driven segmented approach, Sainsbury’s could instead talk confidently about the things that mattered to candidates, using the channels that they were most likely to respond to.

“The success of the campaign so far has been unprecedented and as such after five weeks we are already in a place where most of our stores in the trial have filled all driver hours required. In total, we have received over 2,000 applications. We’ve extended 131 offers, and 106 have been accepted so far.”

Client Testimonial

Openreach: Recruiting for Hard-to-Fill Engineer Roles at Scale

Posted on by skatz
Openreach: Recruiting for Hard-to-Fill Engineer Roles at Scale

Microtitle

Openreach: Recruiting for Hard-to-Fill Engineer Roles at Scale

Openreach approached PeopleScout to help recruit for hard-to-fill trainee engineer positions. Our postal code-by-postal code attraction and simplified recruitment process enabled Openreach to fill all roles and to increase applications from diverse candidates.

413 trainee engineer hires
70 % of applications were from diverse candidates
3 months to fill all vacancies

Situation

Openreach recruits 3,500 trainee engineers on an annual basis, with a large proportion of hires made in areas with strong candidate pipelines. However, hiring in Southern England and London proved challenging. So, they approached PeopleScout to support the delivery of 413 trainee engineer hires in these hard-to-fill locations in just three months.

Solution

SOLUTION HIGHLIGHTS

  • Microsite hub
  • Bespoke, postal code-tailored attraction program
  • Simplified application process
  • All roles filled with increased diversity interest

At a Glance

  • COMPANY
    Openreach
  • INDUSTRY
    Telecommunications
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    413 trainee engineers
  • LOCATIONS
    Multiple areas across Southern England and London
  • ABOUT OPENREACH
    Openreach is a subsidiary of BT Group providing phone, broadband and Ethernet services to homes and businesses across the UK.
Let’s Connect

MICROSITE HUB

We worked with Openreach to scope and build a microsite to act as the hub for trainee engineer hiring. 

TAILORING BY POSTAL CODE

Deploying a bespoke attraction program by specific postal codes allowed us to be highly targeted in driving candidate pipelines. All attraction materials drove candidates to the microsite. 

LIGHT-TOUCH PROCESS

In addition, we developed a light-touch simplified recruitment process, which included video interviews and a one-page online application. 

Results

FILLED IN THREE MONTHS

From sign-off to implementation, the service was set up, configured and ready to go live in six weeks—and all 413 roles were filled within three months. 

DIVERSITY BOOST 

Nearly 70% of applications in London postal codes were from diverse candidates, translating into a 53% offer rate. 

TRANSFORMATIONAL

Openreach has said that collaborating with us has been “transformational,” and we’re now working with them on 150 additional hires.

The AA: Ready for ANYTHING? An Experiential Event Drives More Applications

Posted on by skatz
The AA: Ready for ANYTHING? An Experiential Event Drives More Applications

Recruitment Events

The AA: Ready for ANYTHING? An Experiential Event Drives More Applications

The AA engaged PeopleScout to design and host big, bold recruiting events for their call center roles. Through a series of silly, messy tasks, we increased awareness of the AA’s roles and drove more applications.

2 recruitment events
60,000 career site visits
78 % increase in applications

Thousands more careers site visitors. Hundreds more applications. And how did we do it? With 64 fake spiders, 15 liters of custard and one tube of wasabi paste—among other things. This is the story of how we created a fun, conversation-sparking event that captured the essence of the AA employer brand, raised awareness of their call center roles and helped them make the successful hires they needed.

Situation

The AA has two large call centers in Oldbury (near Birmingham) and Newcastle, England. With ambitious hiring targets to meet, they’d used a range of attraction methods, from job boards and paid social media, to taxi wraps and ads at cinemas. They weren’t getting the results they needed, so it was time for something bigger and bolder.

Solution

We discussed and planned the objectives carefully with the talent attraction team and local stakeholders. We wanted to raise general awareness of the organization in local audiences and encourage them to spread the word, so we needed a way of reaching a large number of individuals easily, effectively and creatively. The AA also wanted us to showcase their fun and friendly culture.

Highlights

  • Raising awareness of roles
  • Reflecting a fun and friendly culture
  • Boosting social media activity
  • Increasing careers site visitors
  • Record-breaking application figures

At a Glance

  • COMPANY
    The AA
  • INDUSTRY
    Roadside Recovery Services
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • LOCATIONS
    2 call centers in England
  • ABOUT THE AA
    The Automobile Association (The AA) has been supporting motorists in the United Kingdom since 1905. With over 14 million members, breakdown cover is always their number one priority, but the AA has branched out into finance, insurance, leisure and lifestyle services.
Let’s Connect

A BRAND MESSAGING-ALIGNED EVENT

The “Ready for ANYTHING?” strapline is the central message in all of the AA’s recruitment communications activity, so it made sense to take this message and see just who was Ready for ANYTHING? among local audiences.

FUN TO TAKE PART IN. FUN TO WATCH.

With a big prize to incentivize contestants, the event was built around getting volunteers on stage to take part in a mystery challenge. We built The Random Challenge Generator—a big screen flashing through a series of silly, messy tasks. The contestant pushed a big yellow button to stop the screen, which brought up their challenge. We also engaged a celebrity host to help draw the crowds, engage with the audience and keep the fun moving. We ran two of these shopping center-based outdoor events—one in Newcastle, the other in Birmingham.

PROMOTING THE OPPORTUNITIES

Maximizing social media activity before, during and after the event, we also live-streamed the challenges. Filming on the day enabled us to create short videos for follow-up content to promote the AA’s call center roles. On the event days, we gave out flyers encouraging people to get involved and driving to the AA careers site, while digital screen and on-stage announcements also highlighted the AA’s local career opportunities.

Results

UNPRECEDENTED CAREERS SITE VISIT FIGURES

Social media and event build-up activity drove 60,000 career site visits across the weeks events were held. Before, 1,500 to 2,000 people visited the AA careers site each day. For the Newcastle event, this increased to 5,000 in just one day, with a record high of 7,100 in one day for Birmingham.

RECORD NUMBERS OF APPLICATIONS

While the AA saw a huge increase in applications for their call center in Oldbury, they had record breaking figures for Newcastle. With a month-over-month increase from 576 to 1,026—a 78% increase!

Delivering Diverse Early Careers Applicants in Financial Services

Posted on by akessler
Delivering Diverse Early Careers Applicants in Financial Services

Delivering Diverse Early Careers Applicants in Financial Services

A leading UK financial services group partnered with PeopleScout to improve the candidate experience in their early careers program, resulting in improved candidate diversity.

36 % Increased in Total Applications
39 % of Candidates Identified as Female
47 % Identified as Coming from an Underrepresented Group

Situation

PeopleScout is the long-time RPO partner for this client, supporting candidate management within their emerging talent program to attract more graduates and interns into the their workforce. As recognized leaders of employer brand and candidate experience, our client delivery team presented some recommendations to the organization to improve their hiring journey based on ad-hoc feedback received while interacting with early careers candidates.

Solution

Crafting a Better Candidate Experience

We started by creating a candidate experience audit to measure the informal comments we’d heard. Through a series of internal and external focus groups with graduates and interns who had recently been through the recruitment process, we identified gaps in the candidate communication schedule. Candidates revealed that they were often unsure of where they were in the process, what was coming next and how they should prepare.

With our client first, not process first philosophy, we created a customized plan to address these concerns. We produced a candidate journey guide to help the candidates understand each step of the process. To go along with this, we developed a content plan to provide candidates with the right information at the right time, keeping them informed about next steps.

Supporting the DE&I Directive

We also took the opportunity to boost candidate engagement by personalising email communications and adding visual content which promoted organizational program that would appeal to this young audience, like their well-being initiatives. In addition, to support the client’s DE&I directive, we chose to highlight stories about women and employees from minority backgrounds—especially those in finance and technology focused roles—to decrease the likelihood of these candidates dropping out of the funnel. 

Implementing Candidate NPS

Since we’re always focused on delivery, we implemented a new candidate Net Promoter Score® (NPS) survey to measure the candidate experience and uncover more opportunities for improvements going forward. All candidates, whether hired or not, are asked how likely they are to recommend the bank as a potential employer based on their recent experience with the early careers recruitment program.

Results

Since taking on the management of the Emerging Talent program for this client, we generated a 36% increase in total applications from the previous year, with 39% from female candidates and 47% from candidates from a underrepresented background.

The new candidate survey provided a candidate NPS of 57, which is considered excellent.

“The PeopleScout team are proactive in talking to us about new ideas and at the same time are brilliant at being reactive to business hiring needs. PeopleScout are a true trusted partner and have been fundamental to our hiring delivery and service over the last 20+ years.”

– Senior Resourcing Manager

At a Glance

  • COMPANY
    Leading UK financial services group
  • INDUSTRY
    Financial Services
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Talent Advisory
  • ANNUAL HIRES
    1,500
  • ABOUT THE CLIENT
    A leading UK financial services group has been partnering with PeopleScout for over 20 years, making it one of our longest-standing client relationships. What started as a Talent Advisory engagement has now expanded to include end-to-end volume Recruitment Process Outsourcing (RPO) services, with over 1,500 hires annually across 16 sites, 50 shift patterns and multiple banking brands.
Let’s Connect

Scottish Police: Securing the Future of Policing with Talent Assessment

Posted on by akessler
Scottish Police: Securing the Future of Policing with Talent Assessment

Talent Assessment

Scottish Police: Securing the Future of Policing with Talent Assessment

PeopleScout developed a bespoke assessment process for the Scottish Police Authority to identify top leadership talent.

Situation

The Scottish Police Authority (SPA) was faced with the challenge of hiring an elite group of leaders into the roles of Assistant Chief Constable (ACC) and Deputy Chief Constable (DCC) for Police Scotland. Police Scotland had undergone a wave of change, instability and uncertainty, and they needed a strong leadership team to work collectively and deliver a significant transformational agenda.

They wanted candidates who not only had the operational policing experience, but also the leadership capability to drive a challenging journey of accelerated growth, intense scrutiny and accountability.

The SPA engaged PeopleScout as a strategic talent assessment partner to help them do it.

Solution

A Robust Process

The SPA wanted our Assessment Team to design and deliver a robust process to recruit a number of ACCs and DCCs into Police Scotland. We measured each candidate’s strengths and potential areas of development against indicators from the College of Policing Competency and Values Framework.

A Two-Staged Approach

In stage one, candidates completed an online critical reasoning test and a series of personality assessments. This was followed by an in-depth validation interview with a highly experienced organizational psychologist.

For the second stage, all candidates were invited to attend an assessment center. They were tested by a team of independent, highly experienced assessors across four exercises.

Bespoke Reports

Our assessors collated all the candidate performance information and developed detailed reports on each individual. These also included a set of unique questions that the interview panel could use in the final stage interview to dig deeper and give candidates a final opportunity to demonstrate their capability in a specific competency.

Results

Successfully Appointed Leaders

This robust approach enabled the SPA to successfully appoint three individuals into ACC roles and two individuals into DCC roles as key players in the Police Scotland leadership team.


Confidence in the Future

Our tailored, best practice-based assessment process gave the SPA confidence that the selected individuals would make a significant contribution to the development of policing in Scotland in the years ahead.

At a Glance

  • COMPANY
    Scottish Police Authority (SPA)
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ABOUT SPA
    Scottish Police Authority (SPA) is the independent governing body for policing in Scotland, created to promote, support and oversee improvement in policing.
Let’s Connect

Surrey Police: A Video Call to Action for Detective Constables

Posted on by akessler
Surrey Police: A Video Call to Action for Detective Constables

Recruitment Video

Surrey Police: A Video Call to Action for Detective Constables

PeopleScout created a compelling call to action to attract Detective Constables for Surrey Police with documentary-style video.

Situation

With Surrey bordering the Greater London area, Surrey Police are often in the shadow of The Metropolitan Police in the capital. There’s a perception that only detectives serving in the big city get the chance to work on big cases and solve serious crimes, and that Surrey is quiet and boring. The truth is that Surrey offers that opportunity, plus the training, career progression and work-life balance detectives looking for.

It’s complex. It’s challenging. And it’s rewarding.

Surrey Police needed to recruit experienced Detective Constables from other forces. They engaged PeopleScout and our industry-leading in-house creative team to challenge perceptions about crime fighting in Surrey.

Solution

Surrey Police asked us to create a video that would show experienced Detective Constables from other forces that they could have the career and development they wanted while reassuring the public that Surrey is a safe place to live.

A Research-Based Proposition

Conducting research to understand why detectives worked for Surrey Police, we developed the underlying proposition, “Be the detective you have always wanted to be.”

Compelling Visual Approach

We wanted something that would stand out and resonate with our target audience, inspiring them to uncover the truth in Surrey. So, adopting a compelling TV documentary trailer style, we worked with the filmmaker behind the groundbreaking BBC2 series The Detectives to shoot it—making the result truly cinematic.

Authentic Content

It was crucial to involve real detectives in the video, and at every stage, we worked with the detective team to ensure our film was as close to reality as possible. By conducting audio interviews with the detectives, we were able to match powerful, authentic, statements with the visuals.

Results

The video and accompanying campaign were highly successful in attracting Detective Constables to the Surrey Police.

Significant Increase in Hires

Surrey Police hadn’t expected the campaign to be so successful—they thought a handful of people might apply. But, with 24 hires in 9 months (up from 5 hires in 13 months), the results have really impressed them.

Cost Effective Campaign

With the typical cost to train a new starter as much as £100,000, this campaign built around attracting experienced detectives proved dramatically cost effective at £1,250 per hire.

At a Glance

  • COMPANY
    Surrey Police
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • ABOUT SURREY POLICE
    Surrey Police fights crime and protects communities in the country of Surrey, the third most densely populated county in SE England.
Let’s Connect

Providing a Scalable Solution to Boost Recruiting Capabilities

Posted on by Kate
Providing a Scalable Solution to Boost Recruiting Capabilities

RPO Recruiting for Financial Services

Providing a Scalable Solution to Boost Recruiting Capabilities

A major national financial institution approached PeopleScout to supplement its internal recruiting functions. PeopleScout’s RPO solution provides the client with the scalability and flexibility it needs during high and low-volume hiring periods.

200 Scaling up to 200 recruiters to meet fluctuating demand.
90 % of SLAs met
Dedicated military veteran hiring resources
Dedicated military veteran hiring resources

Scope and Scale

Positions in scope cover a mix of specialist and volume roles including tellers, personal bankers, IT, risk, compliance, audit, finance, mortgage, wealth management and call center representatives.

Situation

The client enlisted PeopleScout as an overflow RPO solution to handle cyclical hiring alongside its in-house recruitment teams in specific lines of business. PeopleScout supports the client with full-cycle RPO, including post-offer acceptance and pre-hire compliance checks. PeopleScout works with the client’s internal recruiters to support the sourcing and screening of candidates and to provide administrative support.

Solution

SOLUTION HIGHLIGHTS

  • Scalable full-cycle support for cyclical hiring needs
  • Consultative support and market intelligence
  • Innovative sourcing solutions
  • Dedicated military hiring resources
  • Project scope expanded

SCALABLE RECRUITING RESOURCES

PeopleScout’s team scales according to the client’s needs, fluctuating in size from approximately 90 members to over 200, helping manage costs while ensuring hiring demands are met.

FULL-CYCLE SUPPORT

PeopleScout acts as full-cycle recruiters, executing each phase of the recruitment process from identifying quality candidates to on-boarding new hires.

A CONSULTATIVE APPROACH

We provide the client with consultative services including market intelligence and innovative sourcing solutions.

Results

8,000 ANNUAL HIRES

Facilitate an average of 8,000 hires per year.

ADAPTED TO CLIENT PROCESSES

Successfully navigate the client’s complex processes and company hiring practices.

EXCEEDED CLASS HIRING GOALS

Exceed the goal for 90% of new hires starting on the same day, as part of a class.

MILITARY HIRING

Help the client achieve annual military hiring goals, dedicating two PeopleScout team members solely to military hiring.

SERVICE EXCELLENCE

Meet 90% of SLAs over the course of the engagement.

At a Glance

  • COMPANY
    Major national financial institution
  • INDUSTRY
    Financial Services
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    8,000
Let’s Connect

HM Treasury: Building Inclusion into the Candidate Experience

Posted on by akessler
HM Treasury: Building Inclusion into the Early Careers Candidate Experience

Early Careers

HM Treasury: Building Inclusion into the Early Careers Candidate Experience

PeopleScout boosted inclusion in the HM Treasury early careers recruitment process to improve diversity.

Situation

Every year His Majesty’s Treasury (HMT) recruits up to 150 graduates for their Graduate Policy Adviser program, offering the chance to shape policies that affect a nation. A popular proposition, they sought PeopleScout’s help to identify the very best candidates from almost 2,500 applications. While well-subscribed, delivering a satisfactory candidate journey had historically proved to be a challenge, and they were keen for our help to improve the application experience.

A key objective was to attract a more diverse range of candidates, reflecting the the UK population they serve. Specifically, they wanted to engage a wider socio-economic, gender, ethnic and disability community. Understanding—and addressing—any adverse impacts on these groups was essential.

Solution

Our goal was to shift the perception that HMT roles are primarily financial when, in fact, communication and analytical skills are the most important abilities. Understanding this helped us to broaden the sweep of our attraction strategy while also developing a strategy to target specific talent groups.

We reviewed all of HMT’s assessment materials to establish their fairness and to ensure they represented best practice. We also monitored every stage of the recruitment process for any adverse impact.

We established a structured schedule of nurture emails, regularly updating candidates on their application status. Our recruitment team supported candidates throughout their entire recruitment journey.

We also applied a reasonable adjustment process, making sure that every candidate with a disability-related request was personally contacted to assess their requirements. For example, a disabled candidate was unable to complete the online test, so we worked with the test provider to replicate the evaluation in Microsoft Excel, and allowed the candidate to complete the test at our offices in London. The candidate was successful and progressed to the next stage.

“The attraction campaign generated 49% of all applications and increased applications from key target audiences—particularly women, those from underrepresented groups and state schools.”

Results

All hiring targets were achieved. The attraction campaign generated 49% of all applications and increased applications from key target audiences—particularly women, those from underrepresented groups and state schools.

HMT was thrilled with the results—so much so that they have asked us to take on further campaigns.

At a Glance

  • COMPANY
    His Majesty’s Treasury (HMT)
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ABOUT HMT
    HM Treasury is the UK government’s economic and finance ministry, maintaining control over public spending and setting the direction of economic policy.
Let’s Connect

Improving Retention and Diversity for Leading North American Tire Brand

Posted on by Kate
Improving Retention and Diversity for Leading North American Tire Brand

High-Volume RPO

Improving Retention and Diversity for Leading North American Tire Brand

A leading North American tire brand partnered with PeopleScout to facilitate more than 10,000 annual hires for automotive technician, management and sales positions and standardize its retail recruitment processes company-wide.

10,000 annual hires
40 % improvement in hiring diverse employees
5 % reduction in technician turnover

A leading North American tire brand was experiencing an alarming rate of attrition in key retail positions, making it difficult to provide the level of service excellence the brand’s customers have come to expect. To help solve its unsustainable employee attrition issue, the client partnered with PeopleScout to efficiently facilitate more than 10,000 annual hires of automotive technicians, management and sales positions and standardize its retail recruitment processes company-wide.

Scope and Scale

Full-life cycle recruiting services needed for 10,000 U.S. hires annually. Skills and positions included: technicians, customer service, sales and management.

Situation

The client was facing a 50% turnover rate at retail locations and lacked a uniform hiring procedure, resulting in a disjointed process and poor quality of hire. Without the appropriate staffing of technicians, customer care suffered, causing a reduction in the client’s revenue in their retail operations. 

Solution

SOLUTION HIGHLIGHTS

  • Screening & block interview scheduling efficiencies
  • 10,000 hires in the first year of the engagement
  • Reduced employee turnover
  • Hiring diversity
  • Transparent Reporting

A STANDARD HIRING MODEL

The partnership was designed to improve turnover rates for technician and retail positions, create a standardized retail recruitment model and provide consistent OFCCP compliance and standardization.

AN EFFICIENT PROCESS

PeopleScout deployed a time-efficient screening process focused on the quality of the candidate, with a guaranteed response from recruiting teams within 48 hours of application.

HIRING DIVERSITY

To help source and engage more diverse candidates for the client, PeopleScout developed a comprehensive network of community organizations for partnered recruitment. 

IN-REGION RECRUITERS

Collaborative relationships between our retail recruiters and the client’s area managers were fostered by in-region placement of PeopleScout recruiters.  

TRANSPARENT REPORTING

Continuous improvement was driven through transparent reporting and analysis for the client’s executive and field leadership.

Results

REDUCED EMPLOYEE TURNOVER

The client’s technician turnover rate has improved by 5% and retail turnover by 6%. 

10,000 HIRES IN FIRST YEAR

PeopleScout hired 10,000 employees in the first year of the engagement.

HIRING DIVERSITY

Hiring diversity improved by 40%, including an increase of 2% for veterans and 6% for female hires.

At a Glance

  • COMPANY
    Leading North American tire brand
  • INDUSTRY
    Consumer Goods
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
Let’s Connect