How Can We Introduce Some Consistency and Professionalism to the Way We Do Recruitment & Selection?

The Client: Our client is a UK leading independent provider of managed communications services, helping organisations transform ICT into a strategic asset to support growth, enhance agility and efficiency boost collaboration and deliver competitive advantage.

Situation: As a fast moving high turnover operation, managers were interviewing and hiring on a regular basis. Many were using their intuitive skills and previous experience to help them through. Most managers were not aware of current practices and legislation which impacts on recruiting others. Their internal recruitment process needed to be updated, in order to be handled professionally and consistently. We designed and delivered a practical and experiential 2 day programme for the development of recruitment and selection skills. The programme included an opportunity for the team to share best practice and remodel a consistent process for implementation across the business, alongside the development of some of the key competencies to conduct the recruitment process effectively. These stretched from identifying a recruitment opportunity through to providing an effective induction.

The participants especially valued the opportunity to develop each skill through a building block approach to culminate in conducting a live interview supported by robust feedback from Azure facilitators.

Results: Our goal for the training was that our managers would have the knowledge, skills, ability and confidence to make good recruitment decisions.  This course delivered all four of those objectives and much more through Sharon and Sue's ability to engage with all the delegates and tailor the programme to their individual needs and our business needs.

We now have a management team who understand the need to get recruitment right and the costs of getting it wrong and are systematic, structured and thorough in their recruitment and selection planning, delivery and decision making.  We are already seeing the difference in the candidate experience and also the quality of new recruits coming into the business, which will impact long term in the reduction in turnover figures and costs.

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