TMP Worldwide Award for innovation in recruitment and retention

first_imgThis award recognises effective approaches to selection, recruitment andretention of employees. The judge has looked for successful approaches todeveloping and motivating staff and for innovative ways of  attracting the right applicants to theorganisation. New methods of recruitment, measuring and assessing capabilityand performance, career management, succession planning and competency testinghave all been relevant to this category. The judge has also looked for evidenceof competitive advantage gained.Category JudgePeter Reilly is an associate director of the Institute of EmploymentStudies, responsible for HR research and consultancy. He leads the Institute’sreward and performance management work programme, and is a major contributor toits HR planning and resourcing work. Prior to joining IES, Reilly had a 16-yearcareer with Shell Oil, where he held various HR posts in the UK and abroad GAPRecruitment and training teamAbout the company Gap Inc is an international retailer offering clothing, accessories andpersonal care products for men, women, children and babies. It has 165,000staff working in 4,200 stores in the UK, US, Canada, France, Japan and Germany The challenge To develop and execute a recruitment tool that reflects the Gap brand andstore requirements, and links the customer brand to the employee brand What the company did – Replaced competency-based interviews with shop-floor assessments – Introduced awareness exercises to test candidates’ appreciation of theretail environment – Self-motivation exercise to assess personal drive and passion for retail – Communication test to find the best role for the staff member – Tests to find natural ability and passion for selling Benefits and achievements – Retention increased from 32 per cent to 80 per cent – Productivity increased to between 25 and 180 per cent above the storeaverage – 60 per cent of managers recruited from sales associates in 2001 Peter Reilly says: “The company has developed an innovative approach tosales associate recruitment. It is striking in the way that it uses its ownexperienced sales associates to assess candidates’ aptitude for retail work andsuitability for the GAP environment. It has led to better retention andproductivity among the recruiters and the recruited.” The teamNo. in team 23 in HR team, 6 in recruitment and training teamStaff responsible for 5,600 Steve Finlan Vice-president HR EuropeVanessa Evans Recruitment and training managerSarah Larner Recruitment officerYvette Winteringham Recruitment officerTina Earnshaw Training officerKaren Moseley Training officerMerseyside Fire ServiceHR departmentAbout the company Merseyside Fire Service has 26 fire stations in a geographical area thatstretches from the boundaries of Cheshire to Southport and St Helens. More than1.4 million people live within this area The challenge To meet Home Office targets for the recruitment of ethnic minority andfemale firefighters into the UK Fire Service What the company did – Analysed other recruitment campaigns to devise appropriate strategy – Appointed community firefighters to build contacts in local ethniccommunities – Created a working party of firefighters, ethnic minorities and femaleemployees – Held awareness days to give people an idea of the entry standards required– Advertised through agency who specialise in attracting women and ethnicminorities Benefits and achievements – A course of 20 new trainees started in April 2002, of which there werethree females and six from minority groups. This represents a 100 per centincrease in workforce representation of both groups – Four further females and one ethnic minority male were due to take theirplace on the second trainee course in August Peter Reilly says: “This is an imaginative attempt to improve thediversity of the Fire Service’s workforce. Especially noteworthy, has been thelinks it has made with the community and the pre-recruitment training programmeoffered to academically disadvantaged groups. Its targeted advertising broughtin a sub-stantial number of applicants and led to their best ever recruitmentoutcomes.” The teamNo. in team 39 in HR team, 7 in recruitment teamStaff responsible for 1,700Paul Gallagher Head of People ServicesNick Mernock Personnel managerColin Murphy Recruit course managerKaren Holmes Clerical officerTony Williams Equal opportunities officerRichard Farrall Personnel officerCarl Jones ClerkVenturaHR recruitmentAbout the company Ventura provides outsourced customer contact centre solutions for firms likeO2, Woolwich Building Society, Amerada, Kingfisher Group, Northern Rock andFreeserve. It has more than 30 years’ experience and is based in Leeds andRotherham The challenge To raise awareness of Ventura and create a positive image of the contactcentre industry in the region, and widen the catchment area. Also, to breakdown the transport barrier to recruitment and improve staff retention What the company did – Formed cross-functional team with PR, operations, marketing and the printand fulfilment team – Established links with local community action group and employmentservices – Direct mail campaign to 60,000 households – Sponsored local transport initiatives – Introduced transport service for staff, mirroring key shift patterns Benefits and achievements – 464 employees recruited within two months – Average recruitment costs of £178 per head – 40 per cent increase in replies from people covered by the transport initiative– Filled 3,500 jobs regionally Peter Reilly says: “Recruitment and retention is always difficult inthe contact centre business. Ventura approached its problems in a very focusedway. Through community links, direct mailing and a promotional video, thecompany accessed a wide population in a successful recruitment campaign.Addressing transport problems has helped both recruitment and retention.” The teamNo. in team 42 in HR team, 3 in recruitment and training teamStaff responsible for 3,510 Jo Sweeting Recruitment managerYvonne Murphy Recruitment team leaderEmma Audsley Recruitment administratorBob Johnson Recruitment administratorAnne Logden Recruitment administratorClaire Medlam Recruitment administratorThe sponsorsWithoffices in 25 countries, TMP Worldwide recruits a very wide range of people andhas an in-depth understanding of global companies. With more than 7,000employees, TMP Worldwide understands local markets. The organisation offers acomprehensive package of services and products for the HR professional. Allunder one roof.  Learn more at Related posts:No related photos. Comments are closed. Previous Article Next Article TMP Worldwide Award for innovation in recruitment and retentionOn 29 Oct 2002 in Personnel Todaylast_img read more