Success Story - RPO

Our many years of working with the client has enabled us to build-up an in-depth understanding of their practices and needs.

In July 2017, our client underwent a successful merger with another major energy service provider. After 12 months of reviewing both legacy companies processes, systems and personnel, the new organisation decided that the Legacy Talent Acquisition delivery model would be adopted across the whole organisation. This was testament to the quality of the delivery model of the NES RPO which was already in place and had an immensely successful track record of delivering outstanding on-site recruitment to the organisation in the Eastern Hemisphere for the last 8 years, with over 17,000 hires made during that time.

Extending the Talent Acquisition model meant that the RPOs would now cover the hiring needs of the organisation that was almost 80,000 strong, as opposed to the former size which was half this.

We were given less than 6 weeks’ notice of this increased scope, which would require us to double our teams and ensure that team members were fully trained not just on products, but also on systems, processes and personnel, all of which were very different to each business previously.

MARKET MAPPING AND TALENT HOTSPOT ANALYSIS

Germany: Our client was looking to ramp up recruitment of C# & C++ developers in Europe and were interested in looking at supply & demand and the likelihood of them relocating to Celle as the local market was narrow; skilled candidates did not see our client as a major player in the software development industry. We worked with our partners (AMS) to conduct market mapping and talent hotspot analysis to identify geographic areas we should be targeting for talent, and building and broadcasting a message promoting our client's EVP. We then mapped key talent individuals from targeted companies to potentially approach for employment with our client.

Algeria: We replicated this approach within Measurement and Controls for a sales leader in Algeria, Regional Sales Managers for Dubai and an Inspection Technology Sales Leader.

MENAT: : We have been tasked with Female Finance Mapping, an industry agnostic mapping of female talent with 10 or more years’ finance experience in order to source talent at Finance Manager Level.

OUR INNOVATIVE MEDIA SOLUTION

The Talent Acquisition model had significant budget restraints that did not leave room for media spend. Therefore as a function, we were unable to adequately advertise and delivery a strategic sourcing solution back to the business.

We reviewed our cost model and designed a way for the business and operations to pay for media spend in a fee-per-use approach which meant that Talent Acquisition would not need to foot the bill. We then exploited our economies of scale with having multiple media needs across multiple client accounts to negotiate aggressively with media outlets to secure pricing far more competitive than what our client would have been able to secure if they went out on their own.

The result back to our client was a fit for purpose media solution, with no wasted spend, and at far cheaper prices.

The hires we’ve attracted have significantly contributed to our client's goals of localisation and diversity, far surpassing industry averages and enabling them to meet their commitments;

• 3,212 were local hires, including in very challenging regions such as Saudi Arabia and Africa
• 562 were women, in regions with poor female engagement in the Oil & Gas sector

To achieve these targets, our recruiters’ local expertise was critical, ensuring the best sourcing strategies were deployed.