iThink: September 2017

With the Summer break over and the tan starting to fade, it is that time of year in which many businesses start to think about how best to manage the remainder of their talent budget (if it’s not already spent!) and start to think about planning for 2018, and we are enjoying continuing to offer different and innovative solutions to our customers which help them hire and retain great talent, and use that budget wisely.

Since my last post in June, we have grown our ranks with 2 new researchers and successfully concluded our 12-month transformation programme at Arval. This was an incredibly rewarding piece of work, in which we supported the transition of the recruitment model from an outsourced solution to in-house. Working in collaboration with a driven HR team and recruitment lead, the programme saw direct fill achievement at 90%, significantly reducing their recruitment spend.   It is exactly the type of programme we wanted to deliver and client we wanted to work with when Cogito was formed!

Our talent mapping solution has helped new and existing customers alike to benefit from deep talent and market insight, which has enabled them to engage with talent they wouldn’t usually attract when using traditional recruitment methods.  Of particular satisfaction has been the range of skills and projects from Executive level to volume skilled and operational roles.  Amongst our recent projects are:

Chief Technology Officer – Financial Services
Chief Information Security Officer – Financial Services
CIO – Financial Services
Operations Director – Manufacturing
Commercial Director – Manufacturing
Head of CSR – Fashion
Operations Manager – Manufacturing
Multi-Skilled Engineers – Food
NPD Managers – Food

For many of these projects, I have been delighted that after being assessed against Headhunters and Recruitment Agencies,  it was our ability to provide deep insight to support decision making and wider organisation design strategies which set us apart and led to our engagement – and success.  Being able to show customers that turning data into information can provide a much better recruitment output for all continues to be rewarding for us all.

In addition to talent mapping, our research has supported broader Organisation Design projects for two of our key customers, this is where we see much of our future engagement, offering added value insight to identify “What Great Looks Like” and analyse why people thrive, as we not only help businesses to hire great talent, but retain and progress it!

With all this data and insight, we are keen to share more, so over the next quarter we will be introducing new ways of benefiting from our insight.

The iThink Hub will be populated with more content, including sharing headlines from our insight so that our followers can discover trends and stats which could help shape their talent thinking. If you are not a member of the iThink Hub yet, you can sign up for free

We will be expanding our Hiring Index reporting to include market data as well as specific company and sector talent news, this means that you can not only be aware of demand for talent in your sector and region, but also understand the national labour picture.

Our training programme which has been delivered to clients over the past 3 years is now available for single sign up. We have received great feedback from inhouse recruiters from these sessions in which we focus upon candidate and hiring manager engagement to improve recruitment performance. With sessions in Bristol in October and November, we now want to provide the opportunity for other internal recruiters to develop their skills and improve the quality of candidates and service to the business.  If you are interested in participating drop me a line.

Finally, in the October we will host our next iThink Seminar, this time on the power of storytelling to enhance Employer Brand, to join us, our expert speakers and thought leaders click here

A busy quarter ahead…

 

Marc

T: 01179200125

E: marcdrew@cogitotalent.com

If you want to create fact-based talent strategies from acquisition to engagement, and reduce your reliance upon recruitment agencies and lower recruitment spend, please get in touch.

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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iThink: June 2017

As we move towards the middle part of our third year, it seems like a great time to take stock and share our evolution.  We continue to add more and more value to our increasing number of customers, helping them to improve direct hiring performance and reduce recruitment spend. 

This means that we have had the opportunity to grow our team and we have recently moved to a new, larger, office in central Bristol.

Already in 2017 our transformation programme at Arval has not only led to the transition of the recruitment model from an outsourced solution to in-house, but we have worked in partnership with them to create a recruitment model which has achieved over 90% direct fill and significantly reduced their recruitment spend. They have embraced our insight and are soon to launch a new employer brand and engagement collateral.

Our talent mapping solution has helped new and existing customers alike to benefit from deep talent and market insight, which has enabled them to engage with talent they wouldn’t usually attract when using traditional recruitment methods, amongst our projects this year are:

  • Chief Operating Officer – Manufacturing
  • Telesales Director – Financial Services
  • Director of Merchandising – Retail
  • Sales Manager – FMCG
  • Technical Specialists – Food
  • Account Managers – Food
  • VP IT Delivery – Financial Services

Our ability to identify and assess Senior Talent along with operational skills to build long term talent pipelines continues to add commercial benefit to our customers who now see Talent Mapping as a real alternative to Headhunt.

We are also proud to have supported one of our key clients to identify the best location in the UK for their new Contact Centre. Our analysis of Socio-Economic, Employment and Competitors across six UK cities in April has already seen our customer kick off their direct recruitment campaign.
 
Customers across Retail, Manufacturing, Food and FMCG have benefited from our research into what external talent perceives about their Employer Brand and how they can better directly engage with them.
 
Amongst our ever evolving insight offering we now include Talent Profiling in which we engage with employees to identify “What Good Looks Like” and analyse why people thrive.  This provides in-house recruitment teams with the insight to improve the quality of talent they hire and HR leaders with the insight to enhance L&D programmes which support business growth. 

If you want to create fact-based talent strategies from acquisition to engagement, and reduce your reliance upon recruitment agencies and lower recruitment spend, please get in touch.

Marc

 

Marc Drew
Cogito Talent
01179 200 125
marcdrew@cogitotalent.com

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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Recruitment Transformation Case Study: From under-performing recruitment outsource to best practice in-house solution

The Problem
After over 10 years of utilizing a recruitment outsourced provider, our customer – a global financial services organization – had a desire to take greater ownership of recruitment spend and employer brand.

What We Did
Our transformation team 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 exiting the incumbent. In collaboration with our customer 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 increased to almost 90% in the first 3 months 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.

 


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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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