Boots - simplifying contractor management
Customer: Boots
Solution: Outsourcing of contractor workforce
Situation
Boots IT is leading some of the largest and most complex programmes of work in the UK retail sector with a high number of interims contracting direct to Boots through numerous suppliers. They were dealing with a lack of control over contractor recruitment, which was increasing the cost of recruitment and adversely affecting time to hire and quality of staff selected. A lack of formalised processes, no standardised rates, no financial controls, no governance and lots of risk highlighted the need for a managed recruitment service that would bring the management and supply of all new interim IT staff under a single provider.
ReThink’s approach
ReThink implemented a Recruitment Process Outsourcing (RPO) service for Boots in order to gain more control over contractor employment. We started by auditing the existing contractor base two months before the start date, then appointed an experienced Onsite Delivery Manager supported by a resourcing team.
Our team was responsible for the management of the entire contractor population and all newly sourced contract IT staff dealing with everything from sourcing and selection to on-boarding and managing all second tier recruitment suppliers. We worked to pre-agreed service levels having set out recruitment processes and timescales upfront.
Results
ReThink’s three-year RPO contract started in 2010 and has been a success in many ways:
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Voted by Boots as IT Supplier of the Year in 2011
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‘Go live’ target date was achieved
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A dedicated local delivery team working within Boots
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Consolidated billing and time sheeting
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Introduction of a controlled recruitment process
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Improved compliance and governance measures in place
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ReThink managed over 60 contractors on site
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Predicted savings of £350k per annum using the new rate card
“ReThink have been appointed as the Recruitment Process Outsourcer of all contract resource. In the first three months they successfully recruited circa 30 top flight IT people. The original objectives of improving compliance, process improvements, speed and quality of hire and cash savings are already evident. Such has been the success that Rethink have already been approached to help with permanent recruitment. The business is benefiting enormously from the implementation of the RPO solution. I would fully recommend ReThink to any company experiencing the same difficulties, their team are flexible and easy to work with, reflective of their understanding of the dynamics of the retail environment."
Colin Swanston, Director of IT Business Development
Print ready format: Boots Contractor Management Case Study.pdf
Marks and Spencer - Contractor Managed Service
Customer: Marks and Spencer
Solution: Recruitment Process Outsourcing (RPO) service
Situation
M&S was seeking a resourcing partner to alleviate issues in existing processes relating to contractor resourcing. With 18 suppliers managing a workforce of around 100 contractors, M&S wanted to review the terms of engagement, review the costs and introduce a programme of efficiencies to reduce the management time taken to recruit, on board and manage this contingency workgroup.
ReThink’s Approach
ReThink initially conducted a review of the requirement and value of the current expenditure within M&S. Following this review, after gaining full support from the M&S leadership team, ReThink developed a transition plan that took into account the major contributions of IT, HR, Line Managers and the Employer Brand Leader. Reviews were conducted for every existing contractor against market rates.
ReThink then negotiated a position with each supplying agency in order to achieve the transition of the entire contractor workforce into the RPO programme. A rate card was produced in line with the current market and a blend of an onsite and offsite resource model was introduced.
ReThink currently manages the entire supply chain of the contractor workforce, liaising with other agencies and suppliers as required, and consulting with contractors on a daily basis. We also ensure that contractors are remunerated at the current market rate, and that management information provided to M&S is accurate, informative and timely.
Results
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Over 10% per annum saving on cost to hire 34 new contractors against new rate card
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ReThink has placed over 150 new contractors over the life of the contract and 62 direct / migrations
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ReThink has placed four new contract deals a month (on average) over the past 12 months.
“They have delivered new staff to us well within the expected timescales and have been instrumental in M&S achieving some considerable cost savings throughout the last financial year. They have been extremely proactive in suggesting improvements to the current processes and are now seen very much as our recruitment partner for both contract and permanent.”
Head of Central Services for Marks and Spencer
Print ready format: Marks and Spencer Recruitment Process Outsourcing
Avelo - Graduate Recruitment Campaign
Customer: Avelo
Solution: Online graduate recruitment campaign
Situation
There was a lack of understanding from recruiters in understanding the client's business, its requirements and objectives. The requirement was high volume in challenging market conditions and geographical location. The client was spending time reviewing poorly matched resumes and conducting multiple interviews. There was also difficulty in making timely recruiting decisions due to complex internal recruitment processes, often resulting in candidates taking other opportunities and rejecting offers
ReThink’s Approach
Avelo identified a need for 30 permanent roles within the organisation, including developers, BA's and testers. Due to the volume of vacancies, market conditions and the challenging geographical location, ReThink advised Avelo to embark on a graduate recruitment programme delivered through an online campaign. The recommended programme would enable Avelo to inject some young blood into the company as well as grow their own senior developers, project managers and test managers of the future.
The online campaign was managed by ReThink and media partner '33' through a dedicated Avelo microsite and Facebook page. Responses to all advertisements came into ReThink, including any Avelo referrals for qualification, short listing and testing. Online testing was conducted of the applicable candidates, assessing numerical, verbal and diagrammatical skills.
Following initial short listing, ReThink set up an assessment day. Candidates selected by ReThink attended the assessment day, and results from this day and their online scores were used to select the successful candidates. The Facebook page is now being used by graduates as a vehicle to generate ongoing interest and add value after selection days are completed.
Results
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Project completed in six weeks
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996 candidate CV's reviewed
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57 candidates attended onsite selection
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30 offers
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30 acceptances (15 developers, 9BAs, 6 Testers)
What is a microsite?
A recruitment micro-site is a web site designed to attract relevant, quality candidates to an
organisation and the specific roles it has available. It allows in depth descriptions of a
company's culture, organisation, upcoming work and why it is a great place to work. It can
be standalone or linked to a corporate web site and acts as a central hub for information
for candidates.
Print ready format: Avelo graduate recruitment campaign
