Case studies

Considerations and challenges

• Attracting high-calibre talent in a very competitive local employment marketplace dominated by large commercial firms offering significantly higher salaries.
• IR35 status for FTC roles meant that many career interims with the right level of experience would be unlikely to consider the opportunities.
• How to attract commercially astute talent from the private sector into the NFP sector.
• The interim role required a finance professional with current CTC security clearance.

Solution

The CoP’s unique brand and position enabled Robertson Bell to create a highly compelling EVP that proved very effective in overcoming perceived negative preconceptions about public sector career opportunities.

Working closely with the client to understand precise role requirements, and armed with an attractive proposition, we carried out a deep database search, and executed a targeted and highly productive advertising campaign. A focussed headhunt also revealed a number of very strong candidates with the prescribed blend of expertise and experience.

To facilitate efficient early selection, we deployed our In-Sight video interviewing platform.

Outcome

All elements of the campaign proved to be very productive in generating high volumes of good-quality candidates.

Permanent and FTC vacancies – We received a total of 237 applications, and successfully engaged with a further 38 headhunted candidates. All candidates were screened blind by a Robertson Bell panel of trained consultants, consisting of one male, one female and one from a minority group – all of whom had completed D&I awareness training. 39 candidates were invited to a video interview, with 22 selected for second round face-to-face interviews. First-choice candidates were appointed to all four roles, with appointable second and third choices in reserve.

Interim vacancy – we received a total of 22 applications and sourced an additional seven from our wide contractor network. Candidates were scored against the specified requirements, with required remuneration a core consideration. 11 high-calibre candidates were invited to face-to-face interview with Robertson Bell consultants, with a shortlist of six presented to the client. The three leading candidates were taken through to final interview and the first-choice candidate was appointed to role for immediate start.

D&I – Across all vacancies, 60% of those placed were female, with 40% from an ethnic minority group.

Testimonial

 “The service, help and support I have received from Robertson Bell, recruiting a number of finance positions across the College of Policing has been excellent. Their innovative recruitment video platform, ‘In-Sight’, proved very helpful and a great addition to the CV’s in assessing candidates due to our national based interview panel members. The quality of candidates allowed us to get a view of the current market and they listened and understood what we were looking for. There were challenges with the recruitment, but Robertson Bell did everything that they could to ensure a smooth process as well as being open and honest at all times. I have no hesitation in using Robertson Bell for any further requirements that may arise.”

Head of Finance - College of Policing