Situation

GBS needed to fill 35 roles across a range of job families and levels, including professional and academic positions. They had a challenging timescale of just four weeks to go-live.

GBS was facing several challenges:

• Some of the roles had been out to market several times, in some cases for up to a year, with little traction.
• As an educational institution, face-to-face teaching is a vital part of the student experience, and therefore essential for the client. GBS needed this to apply to staff availability as well and wanted to avoid a two-tiered approach for academic and non-academic roles. This meant the client was unable to offer remote or hybrid working models. In a market where candidates have more choice around how and where they work, this resulted in a low interest from candidates.
• Sourcing from other higher education institutions and universities meant the audience was hard to engage.
• Hiring managers were disengaged due to high workloads. Plus, the previous recruitment processes were transactional and didn’t keep candidates engaged.
• The hiring managers also had competing priorities, which meant the overwhelmed internal recruitment team were struggling to obtain the required information to fill the roles.

Solution

Our dedicated and skilled recruiters became an extension of the in-house team, optimising and managing GBS’s recruitment process from attraction to offer for a four-month Project RPO solution. PeopleScout managed each position in its entirety, from briefing through to verbal offer acceptance, including creating a sourcing and attraction plan for each role.

Our team seamlessly integrated into the organisation’s culture, mapping the end-to-end candidate journey in collaboration with hiring managers. PeopleScout very quickly became trusted colleagues with the in-house recruitment team, and through our consultative approach we offered recommendations based on our labour market research and feedback.

A dedicated PeopleScout recruitment marketer was brought in to reimagine the organisation’s messaging, job descriptions and attraction channels. GBS received a suite of copy, both bespoke to individual roles and templates which they could use into the future. Our recruitment marketing strategy included a social media attraction campaign featuring a one-click application.

On top of these attraction efforts, we directly sourced passive candidates to raise GBS’s profile in the market. Throughout the project, we gathered market feedback and tracked hiring metrics, presenting it through bespoke dashboards to guide hiring decisions. GBS received weekly analysis of market insights, salary benchmarks and candidate feedback.

Result

Our consultative approach to hiring and tailored strategies for each role resulted in:

• An 87% offer acceptance rate.
• An enhanced candidate and hiring manager experience.
• Increased diversity within roles filled.