Case Study: Talent Mapping to support a Business Start Up

Case Study: Talent Mapping to support a Business Start Up

 

The Problem

Bennison Brown was formed in 2016 to address concerns that people have about the cost of financial advice, not knowing where they can receive trusted impartial advice to plan their financial future.  Key to their ethos of being a business where trust, integrity and value are at the heart of what they do are their staff, specifically Mortgage Advisers.  As a start-up with a desire to engage experienced talent from more prominent employers they knew they needed to think differently.

 

What We Did

Cogito was engaged to conduct a talent mapping project, focusing upon London-based Mortgage professionals at leading UK banks.  Key to our research was gaining an understanding of career ambitions and the type of businesses Mortgage Advisers wanted to work within, along with propensity to move, interest in Bennison Brown and remuneration expectations.

Whilst live vacancies existed, Bennison Brown wanted the added value of a future talent pipeline to avoid agency fees and the platform to engage with talent for the long term.  In addition the insights gained from conversations with over 160 individuals enabled the Directors to shape an effective employment proposition.

A Shortlist of immediately available candidates were submitted for consideration along with a larger pipeline of individuals to be approached for future vacancies.

Following first stage interviews, Cogito administered Psychometric and Ability testing to provide Bennison Brown with greater insight into the candidates.

 

The Outcome

Bennison Brown successfully hired for their open positions, presenting an immediate cost saving versus Recruitment Agency costs, as well benefiting from potential future recruits with an interest in working for Bennison Brown when they make their next career move.

 

As a small, yet ambitious business with big growth plans we identified the need to think more creatively about recruitment.  Of utmost importance was to work with a partner who could find talent which matched our culture and ways of working, along with the ability to promote our relatively unknown employer brand to people with the skills we desired, but that did not create significant levels of spend. 

We engaged Cogito to create talent pipelines for our business;  supporting both immediate hiring needs and providing the foundation for us to make future hires without additional costs.  The quality of candidates and level of market insight which enabled us to develop an effective proposition has led to immediate success, cost savings and the platform to recruit the right people for our business.” 

Andrew Brown, Director

 

To find out how your organisation can benefit from Talent Mapping and understand what good looks like, call Cogito on 01179200125 or email connect@cogitotalent.com

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Case Study: Executive Talent Mapping

Case Study: Executive Talent Mapping

Insight to support leadership hiring

The Problem

British Ceramic Tile is one of the UK’s leading manufacturers of ceramic tiles, the business set ambitious growth plans and required the leadership structure and talent to develop the strategy.  As well as a desire for strong candidates, the CEO identified a need for greater market insight to shape their thinking and engaged Cogito to conduct Executive Talent Mapping.

 

What We Did

Our research commenced with a study of organisational structures of similar sized organisations and those organisations who had achieved similar growth.  With particular insight into the roles, responsibilities, experience and career trends from CEO to Heads of in those businesses.

From our insight British Ceramic Tile were able to determine the best structure for their organisation and the specific skills and experience they would require in two key positions; Operations Director and Commercial Director.

We helped develop the role proposition, pre-requisites and package and commenced a market mapping programme to identify suitable talent in relevant organisations and sectors.  Our insight ensured that we were approaching individuals who matched the skills, experience and stage of career required.

 

The Outcome

British Ceramic Tile successfully hired for both positions with candidates who not only came from target sectors, but who also displayed the right behaviours and career drivers to fit into their dynamic and ambitious business.

The overall project was delivered for less cost than their historic headhunt provider and the broader organisational insight is helping to shape future talent strategies.

Operating in a highly competitive market and as a business placing high emphasis on recruiting individuals against our values, it is vital that we work with a partner who understands our organisation, our people and our future.

Cogito completely get it; their research and mapping solutions have enabled us to engage with talent we would not normally attract through our traditional recruitment methods and suppliers.

As a partner they have offered consultative advice to help us shape roles and propositions to ensure that we are able to attract the best and helping us to achieve our goals of reducing recruitment agency and headhunt spend, and increasing the overall capability of the people in our organisation to achieve our strategy.

Marc and his team have been great support at all levels of our organisation and I look forward to continue to work with them as a key partner.” Tony Taylor CEO

 

 

To find out how your organisation can benefit from Executive Talent Mapping and understand what good looks like, call Cogito on 01179200125 or email connect@cogitotalent.com

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Case Study: Talent Profiling – Discovering What Great Looks Like

Case Study: Talent Profiling – Discovering What Great Looks Like

The Problem
Our financial services client operates in a highly commercial sector in which the ability to provide great customer service and deliver equally great sales performance sets them apart from competitors.  For a number of years the business leaders had experienced inconsistent levels of output from their 200 strong sales team, with some people exceeding expectations and other failing to deliver.  They wanted to understand why, specifically why some people thrive and others do not.

What We Did
We analysed the existing 200 sales employees and applied annual appraisal ratings to distinguish High and Low Achievers, and presented age, tenure, skill and gender demographic trends which presented a top level view of the broader aspects of the sales workforce.

We then conducted engagement sessions with 70 employees, in which Cogito researchers asked specifically designed questions to understand behaviours, motivators, needs and wants of the mix of High and Low Achievers in an attempt to understand what makes good people tick.

The Outcome
We presented our findings to Executive level sponsors, HR and Heads of Department.  Evidencing clear differences in the responses of High Achievers versus Low Achievers, including why they joined the company, what they enjoy, what motivates them, what is their career ambition, what is important to them and whether they intend to stay with the company.

Our insights have been utilised to develop amended recruitment screening questions to ensure that the quality of candidates increases and shortlists are populated with those who will thrive.  Our findings have also been incorporated to enhance Development, Internal Mobility and Succession Planning programmes to create a high quality workforce populated with High Achievers.

 

To find out how your organisation can benefit from Talent Profiling and understand what good looks like, call Cogito on 01179200125 or email connect@cogitotalent.com

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Case Study: Direct Sourcing Excellence

Case Study: Direct Sourcing Excellence for Arval

The Problem
After over 10 years of utilising a recruitment outsourced provider which delivered inconsistent quality of candidate and a lack of return upon investment, our customer, Arval a global financial services organisation engage Cogito to implement a Direct Sourcing Programme to realise their desire to take greater ownership of recruitment spend and employer brand.

What We Did
We delivered a modular change programme to create a direct sourcing model which focused upon quality of candidate, hiring manager experience and cost reduction. Commencing with an audit of the RPO provider performance, our consultants created a transition plan – led by Cogito – which ensured continuity of service and exited the incumbent. In collaboration with Arval stakeholders  we hired a recruitment manager to lead the recruitment activities for the client onsite and under their instruction.

The Outcome
The recruitment model transition successfully – on time and without any disruption to service. Direct hiring has increased and overall recruitment spend significantly reduced. The transformation programme has achieved its time and performance targets including the provision of candidate brand perception and talent mapping projects to support long term strategic goal setting.

"Arval operate in a highly competitive market, as such the quality of talent is of paramount importance to us.  We recognised that we needed a partner who could demonstrate thought leadership and build a new, energetic and best practice recruitment model,  Cogito were the obvious choice.  We are delighted to have worked with a partner who puts our needs first and who have helped to transform our recruitment into something we can be proud of."  Ailsa Firth, HR Director - Arval

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Case Study: Employer Brand Benchmarking

Case Study: Enhancing Employer Brand through market benchmarking research

The Problem
Our customer had traditionally relied upon local networks and referrals to recruit its qualified employees. Increasing industry regulation along with greater hiring demand within the UK sector from competitors had resulted in a shrinking candidate pool and an increasing reliance upon temporary labour. Spiralling recruitment costs and increasing attrition started to impact upon business performance.

What We Did
We conducted a recruitment benchmarking study focusing upon local and national competitors for talent. Examining the tactics used to attract candidates through web, social media and more traditional methods we delivered an analytical study which highlighted how competitors were positioning their employer brand to the candidate market.

The Outcome
Operating with increased awareness of competitors hiring methods, our customer embarked upon a hiring transformation programme including the redesign of their website, their recruitment model and the employee value proposition. By expanding their internal recruitment capability and adopting new attraction methods our client has benefited from an increase in direct applications and reduced recruitment costs.

Cogito’s research enabled us to adapt new ways of promoting our employer brand to prospective employees with full recognition of how our competitors were conducting their recruitment. These have enabled us to make positive changes to our recruitment model and tactics which have resulted in improvements within the first six monthsHead of HR

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Case Study: Employer Brand Perception – Private Healthcare

Case Study: Understanding Employer Brand Perception for a Private Healthcare client

The Problem
Our private healthcare client had experienced double-digit growth over the past five years, with an equally strong forecast for the next decade. Recruitment was a problem as they continued to experience increasing recruitment agency costs for its nursing staff. This not only impacted the bottom line business performance, but also contributed to a high turnover of staff. Feedback from their recruitment partners suggested that the employer brand reputation was a barrier to direct hiring.

What We Did
We wanted to provide our client with insight concerning the views of the talent they wanted to hire and how to engage with them. We conducted a Candidate Perception study in which we canvassed the views of Nurses within the local geography to understand their perception of our client and if their opinion was preventing direct recruitment success. Areas of questioning included pay, training, career progression, quality of service, fairness to employees and recruitment process. Insight was also gained into the individual motivators, career aspirations, job hunting methods and interest in working for our client.

The Outcome
The data obtained, trends and recommendations for improvements were presented to our client in a workshop session. Specific focus was applied to areas of negative feedback to ensure that the client was able to address these as a matter of priority. We worked in partnership with our client HR and Marketing teams to create, and execute, a plan to improve attraction tactics and recruitment messaging so that negative views were countered and positive aspects of the employee experience extenuated. The creation of a Nursing specific social media strategy has seen the creation of more relevant, and desired, content and increased the direct awareness of our client in the local employment markets.

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Case Study: Talent Mapping – IT Skills

Case Study: Talent Mapping IT Skills for global financial services organisation

The Problem
Our customer is a leader within their highly competitive commercial sector which features an equally competitive candidate market. The in-house recruitment team faced a consistent challenge to attract IT personnel from competitor businesses resulting in rising head-hunter costs and a detrimental impact upon business performance.

What We Did
We conducted a UK-wide talent mapping programme of the IT Skills market, identifying individuals with specific technology experience through networking, analysis and canvassing activity. We researched prominent businesses within the sector and the region to understand talent, earnings and capabilities and identified the talent with the required skills and experience, with additional focus upon our customer’s key competitors where cultural alignment would support candidate assimilation.

The Outcome
A market map with over 1000 individuals was presented to our customer along with analytics from geographical spread, hiring demand, remuneration levels and average role tenure.

Our customer has benefited from a broader candidate pool than their internal team or external providers had traditionally delivered, presenting them with the information to devise effective engagement plans and take greater ownership for the direct hiring of future leaders. This resulted in our customer engaging with the most desired individuals in a series of assessment centres for half of the cost of their traditional recruitment agency solution.

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Case Study: Talent Mapping – Sales and Account Management

Case Study: Providing talent mapping and insights to create talent pipelines for a UK based food manufacturer

The Problem
Our client is a leading fresh food producer to top 4 retailers experiencing headcount, sales and geographical growth. Rapid expansion and increased customer demand placed pressure upon the internal recruitment team to attract high quality sales and account management personnel, which had historically been achieved from a reliance upon recruitment agencies.

What We Did
To ensure our customer was able to directly engage with the most suitable candidates, we conducted Talent Mapping of the UK Food sector market to identify Sales and Account Managers across 30 of their leading competitors, resulting in a detailed report comprising of over 500 individuals, career history, customer experience, product category experience, geographical location and generational variances.

The Outcome
Our research has enabled our client to achieve a short term goal from direct hiring Account Managers from the report resulting in an immediate saving of 20% against like for like spend versus their traditional agency cost.

In addition, our client is now nurturing relationships with other individuals; creating a talent pipeline of future account managers to support long term talent strategies. Focussing upon specific customer and product experience has enabled the recruitment team to directly engage and own the candidate relationship, meaning that they can hire as many of the individuals from our market map at no extra cost.

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Case Study: Talent Mapping – Pensions Director

Case Study: Talent Mapping the UK Pensions market to support the hiring of a Pensions Director for a leading Global Fashion business

The Problem
Our global fashion client required a Pensions Director to join its organisation and wanted to gain an insightful view of UK candidate market for this skill. Whilst technical fit was important our client was keen to ensure that cultural fit featured heavily in the applicants, as such they wanted to engage with candidates earlier in the process than usually conducted with the use of external partners.

What We Did
We conducting talent mapping of the senior Pensions professionals market with particular focus to organisations with a similar value-led culture to that of our customer. 128 candidates were identified and assessed through telephone and face to face engagement in order to present a high quality shortlist to our client. Acting as an extension of our clients business we were able to promote the business and opportunity with full exposure, enabling us to present the potential candidates with the information required to determine their expression of interest or reluctance to progress.

The Outcome
Within 2 weeks our client received a detailed mapping report comprising of 11 shortlisted candidates and other profiles of individuals who either declined interest or failed to make the final shortlist. The provision of information beyond the shortlisted candidates ensured that our client gained a broader view of the market than traditional search partners had delivered. Technical, Competency and Value responses to key questions for shortlisted candidates enabled the ranking of these in order of best fit helping the client to prioritise the order of engagement. Our client was able to conduct its market insight for just a third of the cost of the use of a head-hunter.

The depth and quality of insight provided by Cogito to assist our search for a Pensions Director has been exceptional. Their ability to understand not only the skill but type of person we needed gave us full confidence that they were the right partner. The standard of shortlisted candidates was of the highest standard and we look forward to engaging them on future mapping projectsHead of Recruitment

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Recruitment Transformation Case Study: Employer Brand Development

The Problem
Our customer had traditionally relied upon local networks and referrals to recruit its qualified employees. Increasing industry regulation along with greater hiring demand within the UK sector from competitors had resulted in a shrinking candidate pool and an increasing reliance upon temporary labour. Spiralling recruitment costs and increasing attrition started to impact upon business performance.

What We Did
We conducted a recruitment benchmarking study focusing upon local and national competitors for talent. Examining the tactics used to attract candidates through web, social media and more traditional methods we delivered an analytical study which highlighted how competitors were positioning their employer brand to the candidate market.

The Outcome
Operating with increased awareness of competitors hiring methods, our customer embarked upon a hiring transformation programme including the redesign of their website, their recruitment model and the employee value proposition. By expanding their internal recruitment capability and adopting new attraction methods our client has benefited from an increase in direct applications and reduced recruitment costs.

Cogito’s research enabled us to adapt new ways of promoting our employer brand to prospective employees with full recognition of how our competitors were conducting their recruitment. These have enabled us to make positive changes to our recruitment model and tactics which have resulted in improvements within the first six monthsHead of HR

 


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