Government Enterprise RPO
Chandler Macleod was engaged to enhance hiring outcomes for the bulk recruitment of specialists across graduate, permanent and temporary positions
Background
Our client, an independent government body, was looking to enhance its hiring outcomes across bulk recruitment for specialist roles, graduate recruitment and permanent and temporary professional roles.
They were looking to engage a provider to enhance all elements of their recruitment process including system improvements and increased visibility around sourcing campaign analytics, career site management, search engine optimisation, enhanced candidate management, establishment of a talent community for typical roles, and a full review of systems and processes with a view to over-haul or enhance them.
Our client was very conscious of maintaining hiring processes in the initial phase and was keen to retain the bulk of the recruitment team to avoid disruption in the initial phase whilst sequentially improving all elements of the 600 permanent hires per annum across their 12 divisions.
These divisions included Regulatory & Legal Resources, Business & Finance, Accounting & Insolvency, Corporate Services, Information technology, Data Analysis, Customer Service, Knowledge Management, and specialist services including Forensic Technology.
Our Solutions
By choosing Chandler Macleod as their RPO, our client found an experienced partner who could offer broad solutions and implementation expertise with resources in multiple regions across Australia and the support of the whole Chandler Macleod recruitment organisation behind them.
Working through the discovery phase in partnership, the project team found numerous opportunities to implement process improvement, process efficiency, improved assessment and reporting. All these were noted and planned to implement as part of the new solution roadmap.
New technology would give our client greater visibility and control around their workforce and drive best practice recruitment process around candidate and hiring manager experience. Improved and automated reporting would improve the ability to make decisions quicker and more accurately and enable the talent team to play a true SME role to the business.
The new assessment process would ensure every candidate was vetted and evaluated to the level our client required and ensure the business was bringing in the right people for the right jobs at the right level.
All of the above would ensure risk and compliance was managed in the best possible way and aligned to the Federal Government strict guidelines.
Outcomes
Key outcomes included:
- Achievement of all operational KPIs in terms of time-to-fill metrics, cost saving and quality metrics.
- Contingent workforce management program kicked off with an immediate initial saving.
- Value-adding initiatives on Hogan Assessments but also introduced other personality and Cognitive Assessments.
- Improved Hiring Manager satisfaction and improved Monthly Reporting were now available in addition to Quarterly Business Review reports (as used by the client’s board).
- Market Mapping services were provided for hard-to-fill role types.
- Lunch and Learn training and development sessions were introduced to the hiring managers and internal RPO onsite team to upskill and educate.
- Delivery of a newly created Annual Strategic Roadmap with a variety of initiatives and value adds for the client.
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