Central Government Department
The Central Government Department, tasked with making digital government services simpler, clearer, and faster for everyone, required extensive support to meet their contingent labour needs. In July 2022, following a rigorous assessment process, Involved was awarded ‘Strategic Supplier’ status to support this high-profile Government Unit in developing services that work effectively for users, despite the complexity of the underlying systems.
The Requirement
The primary objectives included partnering with proven recruitment suppliers to meet contingent labour needs across various directorates, often requiring SC and/or DV clearances. The client sought to build strong relationships with internal stakeholders to gain a deep understanding of their business areas and assess current and future requirements. Additionally, they aimed to infuse high-calibre recruitment capabilities into their supply chain to ensure a ‘hire at first attempt’ for niche roles.
How We Helped
To achieve these objectives, we implemented a multi-faceted approach. First, we conducted a thorough analysis of anticipated skill-set needs across departments, allowing us to build active and passive SC and DV-cleared candidate pools. This strategic planning ensured rapid and consistent service delivery.
Stakeholder engagement was paramount. We prioritised communication through on-site and virtual meetings, which helped us understand current priorities and learn from past recruitment challenges. This collaboration enabled us to consult on effective strategies moving forward.
We assembled an experienced team of government/public sector recruiters, leveraging our full suite of tools to ensure roles were filled efficiently and stakeholders were satisfied. Our innovative solutions included utilising our software and consultants' expertise to identify and engage top-quality candidates. We enhanced the client’s employer brand, showcasing initiatives to attract high-caliber talent and generate future interest. Furthermore, our extensive cross-government experience allowed us to provide valuable insights on market trends and talent shortages, better preparing the client for recruitment planning.
However, we faced several challenges. The large customer supplier base often diluted service quality in favour of speed, impacting candidate quality. Additionally, the post-COVID labour market’s shift toward remote work made it difficult to find talent willing to work on-site 40%-60% of the time. Delays in internal hiring teams requesting interviews often resulted in missed opportunities with candidates who secured other roles quickly.
Results
Our strategic and proactive approach yielded remarkable outcomes:
- Hire at First Attempt: In the first 12 months, the customer reported a significant reduction in recruitment campaigns needing re-runs, with all candidates offered successfully onboarded.
- Reduced Onboarding Time: We designed a bespoke onboarding model that streamlined the process, overcoming strict compliance requirements and reducing time from offer to start.
- Quality of Delivery: Our post-placement aftercare program resulted in increased customer satisfaction regarding candidate quality, reflected in a 92% extension ratio of our contingent workforce.
Through our dedicated efforts, we exceeded the Government Department's recruitment objectives, significantly enhancing service delivery and operational efficiency.