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CASE STUDIES
Recruitment Audit
| Client: |
Large Petrochemical Company |
| Challenge: |
To review all existing recruitment
practices across three very different divisions,
and make recommendations for improvement or
RPO. |
| Approach: |
Full Recruitment Audit Undertaken
over a three week period |
| Impact: |
Identified
an additional $5.2 million of “unseen” spend,
highlighted 20 “suppliers” who
were not on the official panel. Put forward
13 key recommendations for improvement, with
potential cost savings of 56% on temp fees
and on costs, a saving of $892K. Tighter cost
controls, improved standards & increased
cross divisional efficiencies. |
Vendor Selection
| Client: |
National
Retail Chain of Stores |
| Challenge: |
To help create a centralised
recruitment team, to provide centralised, national
support for local store managers by helping
select a new Master Vendor for all retail recruitment. |
| Approach: |
Acted as neutral independent
consultant, working as part of Project Team
with HR & Lines Managers to draft tender
document, vet tenders submitted, attend vendor
site visits, question viability of models proposed & check
capabilities of vendors |
| Impact:
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Lead to thorough, prompt, successful selection
of new Vendor
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Turnover Challenge
| Client: |
Multinational Health & Pest
Control Company |
| Challenge: |
Extremely high turnover of
staff, particularly in the sales force. Wished
to know why and what could be done to change
such a trend. Most people leaving in the first
three months |
| Approach: |
Recruitment Audit Undertaken
over a four week period, including analysis
of hiring practices, salary packages and targets,
staff focus groups and exit interview data. |
| Impact: |
Reduced Turnover, improved
selection practices and advertising standards
nationally. Reviewed salary packages and proposed
new “warm welcome” induction process. |
RPO or Internal Options
| Client: |
Top 100 Australian Company |
| Challenge: |
To cost out all RPO options,
include do nothing, full RPO or in-house specialist
team scenarios. |
| Approach: |
Working with HR, Finance and
Procurement to pull together matrix of options,
costs, benefits and risks |
| Impact: |
Provided Leadership team with
business case, clear options, costs, savings
and business impacts plus scoped the risks
of each option affecting an $11.2 million budget. |
Project Management – RPO Implementation
| Client: |
Large Petrochemical Company |
| Challenge: |
To assist implement of new
RPO model and Vendor. Act as project Manager
working with both client and supplier to ensure
smooth integration of systems & personnel |
| Approach: |
Assist with Initial Vendor
Selection & Tender process, justification
business case, provided project framework and
project management skills for implementation & to
embed new processes & partner. |
| Impact: |
Ongoing |
Vendor Selection
| Client: |
Large National
Resources Company |
| Challenge: |
To reduce
52 recruitment suppliers down to a panel of
9. |
| Approach: |
Act as neutral independent
consultant, working with HR and Procurement
on tender document creation, tender review,
supplier review, rate negotiation, contract
negotiation on a win:win basis with vendors. |
| Impact:
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Reduced average rates from 22% to 17% agency
fees and produced annual cost savings realised
of approximately $268K cost savings (a 22.8%
reduction in costs)
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Process Improvement
| Client: |
Multi National Insurance Giant |
| Challenge: |
Moving from a decentralised
recruitment model (owned by each state GM)
to a National, Best Practice, EEO compliant
model, providing value adds and support for
hiring managers. |
| Approach: |
Developed an online tool kit
for hiring Managers; including Interview packs,
interview question bank, Competency Framework,
policy and procedures and best practice guidelines.
Provided HR & Line Managers with Interview
Skills Training |
| Impact: |
Improved internal efficiencies
on time and cost to hire. Enhanced internal
skill base. Provided one central point of recruitment
tools, resources and advice for line managers. |
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