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Building Society
Recruitment Process Outsourcing (RPO)

When a major UK building society needed to extended their technology talent acquisition reach to a new location, they needed a specialist RPO partner that could engage the right talent to support the initiative. By choosing Lorien as their partner, we successfully delivered all in scope hires without the need to engage external agencies. Reducing overall hire time by 90% - from 51 days to 5 days. Explore how we did this and achieved other outcomes in the below case study.

The Problem > The Solution > The Process > The Outcome > Want the same results?

technology recruitment
THE PROBLEM_
A major UK building society was branching into new markets and needed a recruitment partner that could deliver the technology, digital and transformation talent to support. Already a well-recognised brand in financial services, the client had committed to a multi-billion pound investment in their digital strategy over the next five years, including the launch of a brand new technology hub in London.

With several hundred hires to make in their IT and digital space per year, including in niche verticals such as data and cloud, security, and engineering, the client needed an RPO provider that could offer specialist access to the competitive London tech talent market, but also offer the scalability of an established RPO.
tech recruitment solutions
THE SOLUTION_

Lorien was initially engaged to deliver a tech focused RPO. The dedicated account team included an Account Director, recruitment business partners, sourcing partners, as well as SMEs in MI & insight, marketing and innovation in order to deliver a high touch, best in class service.

We invested heavily in our attraction strategy, hosting 11 virtual events, attracting over 800 registrants. We created new content, including candidate packs, videos, Q&As and a press release, and communicated the client’s EVP to a network of over 150,000 digital specialists, generating over 200 LinkedIn posts in a year and receiving over 4,800 likes. We also invested in developing our recruitment team to ‘speak the language of the customer’, such as through employer branding training, to help our people act as brand ambassadors in their networks. As a result, the customer received a staggering number of applications for tech, digital and change roles in the first year.

tech recruitment solutions
THE PROCESS_

After a successful nine months of proven delivery and post a competitive selection process, the client appointed Lorien as its multi-discipline RPO partner for all branch and non-tech head office hiring, representing several thousand hires a year when combined with the IT and digital currently delivered through the tech-focused RPO.

Leveraging the success of our wide-ranging initiatives contained within our tech RPO, Lorien introduced our tried-and-tested best practice approach to the new business areas under our remit. This includes our dedicated sourcing team, recruitment marketing and brand-boosting expertise, and diversity reporting and measures. We also rolled out cost saving initiatives, such as c. 100% direct hire strategy which removed sped with recruitment agencies and improved consistency of messaging and experience to candidates.

Innovation and continuous improvement are at the heart of our service. We are supporting the configuration of the customer’s ATS to make it more efficient. We have successfully streamlined the candidate experience by adopting tech such as Meet and Engage and Video My Job to make the process more engaging and introduced technical testing platforms to reduce time-to-offer while ensuring candidate quality. Our dedicated candidate experience function hosts an interview team who keep processes efficient – managing over 6,000 interviews since go-live – while our onboarding programme keeps candidates warm and engaged pre-start. Average offer acceptance in year one was 97%.

THE OUTCOME_

Lorien successfully reduced overall time to hire for tech roles from 71 days to 5 days - reduction of 92%.

We fully support the client’s diversity aspirations by looking at each stage of the process through a diversity lens. We tracked and reported on diversity data, use a gender de-coder to ensure neutral language is used in job adverts, present balanced shortlists and host events to promote the client as an employer of choice for diverse groups, such as our webinar with BYP (Black Young Professionals) to host ‘Building Resilience: Life beyond COVID-19’, and our series of ‘Women in Tech’ events. Currently 35% of new tech hires are ethnically diverse and 24% are female.

In the first nine months of the service, we supported 11 candidate engagement events. In the first six months of the service, we made 300 new placements from a standing start and during the pandemic, and delivered 100% via non-agency sourcing. We consistently met and exceed our KPI of 90% of jobs filled within 90 days. Thanks to vertical alignment and in-depth role briefings, candidate quality was so high that our KPI for CV: interview In Technology was reduced from 3:1 to 2:1.

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