Case Studies

HOW DID WE SOLVE THEIR PROBLEM ATTRACTING EXPERIENCED CANDIDATES? Andrew McCafferty: Facilities & Soft Services Consultant The Floorbrite Group are a family run business that specialises in commercial cleaning and facilities services primarily across the North West. As a business, they were struggling to attract the right calibre of candidates to their live jobs - mostly because they lacked the experience required. As a result, areas were not covered in terms of Management staff and Operatives - this affected not only their business but relationships with their clients. As a company, they pride themselves on their client relationships so this could not continue. I met with the team at their Head Office with the HR Director and Operations Director to discuss what problems they had encountered, the impact it had on them and how I was going to resolve this for them. The result is that their areas are now fully staffed and this in-turn has brought their client relationships back up to 100%. HOW DID SARAH FEEL? Sarah Robersin: Senior HR and Operations Coordinator 'Our goal was to recruit Area Managers and Industrial Operatives - both had proven to be problematic. It's been great working with Andy, he offers lots of update throughout the process and we now have adequate cover in all of our regions. Due to Andy's efficiency, I would definitely recommend his services. If I had to sum up working with him in three words it would be; efficient, detailed and professional.'

HOW DID WE SOLVE THEIR CANDIDATE ATTRACTION & PRE-ASSESSMENT PROBLEM? Laura Billinghurst: Building Services & Maintenance Consultant Arthur McKay - an Atalian Servest company - is a global integrated facilities management service. As a business, they were having problems with candidates not being properly assessed for their jobs, this led to them not turning up to interviews. The cost to them was that Managers were having whole days wasted, some days three-four interviews were no shows. They were receiving pressure from their clients because these jobs weren't being filled. As a specialist in FM I already understood the qualifications they needed, but what was really required was to understand the cultural fit, and how this could be a positive career move for a candidate. I went to meet the hiring team and sat down with them to really understand their contract and what made it a great place to work. This, in turn, freed their Managers up to focus on their actual role instead of waiting for un-prepared candidates. The end result was a quick turnaround for the team, consistent management of the recruitment process, and most importantly they hired a brilliant Engineer for their team. HOW DID JOHN FEEL? John Belsham: Contracts Manager 'After an initial meeting to discuss the specific requirements of the contract and positions involved it was clear Laura had picked up on the important factors, 24/7 contract, flexible approach to hours, Security Clearance, Quick response to urgent callouts etc. Laura also picked up on the points that could convince candidates over other positions they were being interviewed for. i.e easy to park on clients sites, a good client that respected the engineers. CV’s started to arrive and were shortlisted to a high quality. There was good communication with candidates to ensure they were really interested in the role, all candidates selected for interview attended, something other agencies did not seem to be in control of. When candidates were selected all paperwork and information was chased in and successful candidates were all suitably briefed between Thorn Baker and our HR department for their first day’s work. How would I describe working with Thorn Baker EFM in three words? Flexible, quality and reliable.'