Graduate
A major Financial Services Company had a Graduate Programme, which through analysis and benchmarking was not giving the return on investment that the business required.

By reviewing the graduate recruitment strategy, the Programme went through a complete overhaul so it was Graduate and Business driven.

This included reviewing its internal and external marketing strategies, attraction methods, recruitment and selection processes including the revision of assessment centre activity, Graduate Programme Competencies, career development support, Manager support and training, salary packages, Programme content, training, induction, Employee Branding.

The re-engineering of the Programme produced a model which was flexible and is still being used globally, providing consistency across all business areas.

Training
Training delivered is tailored to the needs of the company whether you are a small SME or a larger organisation and will always embraces the culture of the organisation. Some of the training offered is recognized by the South of England Open College Network and therefore the training itself accumulates credits towards higher qualifications.

The range of courses include Management Development related subjects, Customer Focus, Sales and Marketing. We can also work with the client on technical training.

Companies such as Denplan, Yakult, Geest, Public Sector bodies, British Airways, British Gas to name but a few as well as smaller enterprises.

People
Due to a re-structure of a division of a company, there were a number of employees whose roles were to be displaced.

The aim of the project was to deliver a series of workshops to encourage and provide support to employees to seek alternative employment within the organisation not just external to it.

The individuals were highly skilled but lacked confidence and with the help of one-to-one support and coaching, we were able to retain all the employees who decided to stay and to support those who had chosen to leave.

From an Employee Branding perspective, Outplacement Support was seen very positively by displaced employees.

Assessment Centre
Whilst we have run many assessment centres for clients including American Express, Dixons, Public Sector, British Airways, Nestle, to name but a few.

Some clients want to run their own assessment centres but want a robust objective selection process through using external assessors.

We have a network of qualified assessors who facilitate psychometric testing- Level A and B, are role players, conduct interviews and assess assessment centre activities, provide feedback verbally and in report format as well as trained Assessors in assessing. The aim is to absorb the pressure of running successful assessment centres.

We are familiar with large scale assessment centres to small one-to one assessment for all levels of staff recruitment.

Analysis
From feedback, this 'blue chip' company's HR department was not providing the level of specialist support to meet the aims of the business, in particular with regards to support on recruitment and selection.

At the brief each business area required a different level of service from HR. However the re- engineering of the HR department was not to increase budget or headcount.

An analysis was undertaken of a number of key areas where re- engineering could take place following in-depth consultation with the business and review of internal processes. Some elements were reviewed for outsourcing.

The result in brief, is that a service level agreement was developed between the business and HR on the service it would provide, internal processes were fine tuned or eliminated to reduce time and cost, generic tools or guides were developed to support hiring managers and the HR Internal Brand image was seen as adding more value to the business.