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MAKING RECRUITMENT TECH WORK FOR YOUKiera Croll, Head of Recruitment & Talent

The FIRM

Joined British Engineering Services May 2016

Previously, spent 4.5 years at the City & Guilds Group

Needed a new challenge…

…and a move out of London

LITTLE BIT ABOUT ME

Changed ownership in October 2015.

Private Equity backing from

Our aims:

− Modernise and improve our customer offering.

− Provide the industry benchmark for quality, safety and innovation.

− Adopt a zero tolerance policy to back-logs and risk.

− Work in partnership with our customers.

WHO ARE BRITISH ENGINEERING SERVICES?

WORLD CLASS CLIENT BASE

Over 30,000Serious or time qualified defects

discovered for customers last year

or 30,000 fewerwork accidents and insurance claims in

2015

c£50mturnover

+94%

Client retention rate

c450

Highly trained and qualified Engineer

Surveyors & Consultant Engineers

2.8 million

Inspections every year

Over 14,000 clients

c12,800 Inspection and c1,200 Testing &

Certification

8 years

Average length of relationships with top

10 clients

20 accreditations

held

62,000 sites

visited throughout the UK every year

FIRST CLASS CLIENT BASE, WITH LONG TERM RELATIONSHIPS AND HIGH RETENTION

KEY FACTS

OUR HISTORY

Small but perfectly formed team

Lots and lots of things to implement and improve, whilst retaining business as usual

Employee relations, union, HRIS, payroll system, benefits, pay structure, recruitment processes, performance management, TUPE, pensions, L&D, expenses (!), IT queries (!!!), facilities management, overtime, fleet management, references, pay increases…

We now have an honourary team member…

RECRUITMENT AND HR

WHAT DID I INHERIT?

Vacancies not advertised anywhere

‒ 100% reliance on agencies

Confusing process

‒ Lots of hand-offs

‒ Not sure who did what

Poor candidate experience

‒ Significant delays/hold ups

‒ Losing candidates

‒ Brand damage

No data

‒ Well, no accurate data

No consistency

‒ No email templates

And….

END OF WEEK ONE…

Where do I start?

WHAT DO YOU, AND THE BUSINESS, WANT….

WHAT DO YOU, AND THE BUSINESS, NEED….

WHERE TO BEGIN?

WHAT DID I WANT? (AND NEED…EVENTUALLY!)

Amazing candidate

experience

Reduced administration

Improved visibility for

hiring managers

Automated communications (including SMS)

Defined, standardised,

process

Ability to build talent pools

Improved data protection

System integration (e.g.

with HRIS)

Accurate data and reporting

Adaptable and flexible system

Future proof

Online offers and onboarding

Google ATS and there are hundreds and hundreds of options!

All say they can do pretty much the same thing – differentiators cost, customer service

Use your network

‒ The FIRM LinkedIn Group

‒ Friends / connections

For me, first hand experience and recommendations wins over anything else

Talk to a few providers

NOW THE FUN BIT…

You might be lucky enough to have to involve procurement…

What are your basic criteria?

How will you make your selection?

What is important to you?

‒ Basic functionality

‒ What's included, what's additional?

‒ How flexible?

‒ Added extras?

‒ What support will you receive?

‒ How long will it take?

‒ Cost?

SELECTION PROCESS

Once you’ve chosen your provider it’s onto the fun bit!

A lot of your requirements will have been discussed during supplier selection

Be prepared to invest time in mapping processes…

…but be open minded.

Keep to the project plan and key dates

Speak up and ask questions questions questions…and don’t stop!

IMPLEMENTATION

Don’t underestimate user testing

Get hiring managers involved

Get “candidates” involved

IMPLEMENTATION CONTINUED

Ability to share vacancies via social media

FAVOURITE THINGS

Candidates can sign in using FaceBook/LinkedIn/Google

FAVOURITE THINGS

Jobs near me

FAVOURITE THINGS

Online contracts

FAVOURITE THINGS

Every system will have its “quirks”

Someone won’t like something

Essential to chose a system that is adaptable…at no cost

Standard reporting: understand them!

Ask! Ask! Ask!

‒ Don’t presume system can’t do it

‒ Don’t create manual workarounds

LESSONS LEARNT

Went live after approximately four weeks

At last, could advertise vacancies!‒ 58% direct hire

Standardised process‒ Clear roles and responsibilities

Great (I hope!) candidate experience‒ Quicker

‒ Slicker

Data!‒ Easier to spot issues and fix

them…evidence!

‒ Still need some manual manipulation

Consistent, on-brand, communications‒ Easy to update

More accurate representation of our organisation

HOW DID IT GO?

Planning further enhancements and system developments:

Onboarding phase 1

Onboarding phase 2

Video interviews

SJTs

WHAT’S NEXT?