26999 Tate YPO Prospectus WEB - Flipbook - Page 9
Case study B - Financial Organisation
Tate has worked for many years
with this organisation under
an RPO model for Fixed Term and
Permanent Of昀椀ce, Administration
and Customer Service staff
in 4 UK locations.
The Challenge
In 2019 a signi昀椀cant restructure by the
organisation meant an additional 500+
permanent employees were required over
a 12-month period, in addition to standard
recruitment activities. It was recognised that
the organisation’s brand was not strong and
prominent in the recruitment marketplace,
therefore strong brand values needed to be
promoted across multi-channel marketing
campaigns.
Our teams were asked to support the
organisation with scoping and designing
a future solution that could deliver high-volume
recruitment and to build multi-channel
marketing to promote their brand.
The activities and the experience of the
assessment day are designed to allow the
candidate to gain a better understanding
of the role and to inform their ultimate decision.
Our team of marketing specialists devised
a marketing campaign that identi昀椀ed key,
local events that would enable us to showcase
the organisation as an exciting local employer,
experiencing signi昀椀cant growth.
Brand values are especially important to the
organisation, and these were added to our
other 昀椀ndings to create an Employee Value
Proposition (EVP) that was front and centre
in our campaign promotions.
The Results
3,000 applications from over 24 individual
media campaigns.
1,500 applicants screened across
60 assessment centres.
641 admin and clerical placements across
all three sites, with a further 78 roles placed
to complement the project including
3 Regional Leads.
In the 12 months following the project, 84%
of these candidates placed were still in role.
How we delivered
a successful campaign
The Account Delivery team worked with
our marketing team to build a candidate
attraction plan across several media channels.
The Account Team job shadowed staff to
wholeheartedly understand the role requirements
and consequently devised a series of tailored
assessments for prospective candidates.
We proposed a bespoke Assessment Centre to
achieve the volumes required in a tight timescale.
The advantage of an Assessment Centre over
a standard interview is the use of behaviouralbased activities to determine the suitability of
candidates against core competencies of the
organisation and the Customer Service role.
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