RPO Case Study CP6
13th April 2022
Advance TRS were commissioned to manage a recruitment delivery partnership to support the Infrastructure Resource ramp up for CP6 over a two-phased recruitment programme, sourcing up to 150 hires across the UK. The client required a partner to strengthen their employer brand and deliver high-volume recruitment, whilst remaining reactive and agile to allow the service provision to reflect the needs of the business and projects.
Upon receiving confirmation of award of the RPO agreement, Advance TRS facilitated a kick-off meeting with the client leadership team.
Sam Jennings, Advance TRS and the client representative introduced the key personnel working on the partnership. In this meeting, the outline recruitment process, timelines, priority vacancies and anticipated challenges due to market conditions were all agreed.
A formal agreement was established detailing the recruitment process and strategy with the client and Advance TRS delivery team. Meetings were then organised to facilitate an introduction to key stakeholders from both parties.
The agenda included an overview of the client project portfolio and key attraction / selling points to take to the passive and active candidate market.
Key objectives were set out, with stakeholder engagement requested to ensure a collaborative approach and unified agreement of the key areas of focus and recruitment process (SLA) in order to deliver the targeted resource numbers.
The results of a recent survey conducted by Advance TRS of candidates placed in this RPO indicated that candidates have had an excellent experience of Advance TRS, from first contact to starting their role. Rating their experience from very satisfied to very dissatisfied, 100% of candidates were very satisfied with the service received from their recruitment consultant and Advance TRS in general. Furthermore, 100% of the survey participants said that they would recommend Advance TRS to their friends and family.
“My Consultant has kept me informed of progress throughout the Recruitment process on a regular basis. I have also been given the opportunity to raise questions/concerns at every step of the journey.“
Furthermore, over the past 6 months the Advance TRS team have worked closely with client line managers, gaining trust and understanding for each individual team’s dynamics and requirements. This time invested helps to propel the project forward through the next phase, securing even greater efficiencies and success.
“Advance TRS have provided exceptional implementation and delivery of an RPO model to services [our] technical permanent engineering and management recruitment. The ongoing efforts of the Advance TRS RPO team are highly commendable and I would recommend their services to any organisation seeking a professional recruitment partnership.“
The recording and management of Key Performance Indicators mutually agreed between Advance TRS and the client, has been essential for measuring delivery success, exploring areas for continual improvement, demonstrating value added and keeping hiring managers informed as to progress.
Advance TRS have worked with the client to establish a non-discriminative recruitment process to ensure a diverse ethnic candidate pool is available. The blanket candidate attraction strategy ensured a broad candidate reach covering a mix of client, contractor and consultancy backgrounds across NWR, TfL and overseas; actively promoting diversity within the client business and its recruitment initiative.
All candidates are thoroughly briefed and sent the applicable Job Description, EDI questionnaire and confirmation email clarifying the specific role they are applying for.
|KPI||6 Month Average|
|Applications to CVs sent ratio||9 : 1|
|CVs to IVs ratio||1.77 : 1|
|IVs to Placement ratio||3.74 : 1|
|CVs to Placement ratio||6.65 : 1|
As specialist rail recruiters, Advance TRS support with a number of key clients sourcing rail professionals across the UK and from project conceptualisation to commissioning.