Lorien designed and implemented a bespoke RPO programme to manage the end-to-end recruitment drive, including the introduction of a more streamlined assessment and interview process. We worked in close collaboration with our client stakeholders to set up effective new assessment centres.
- These centres covered the recruitment of multiple roles and seniority of job grades simultaneously, which allowed the client to streamline the recruitment process and reduce time to offer.
- Using a variety of inclusive channels aimed at identifying and attracting both active and passive talent, Lorien successfully sourced candidates who were then invited to an initial 30-minute interview with a hiring manager. If successful, they moved onto the selection stage – an in-person assessment centre.
- Those candidates that performed well at the assessment centre were then invited to a follow-up informal session with the Ignition Performance Lead before final offers were made.The assessment centre experience was praised by candidates, who described it as engaging and exciting. They specifically enjoyed being immersed into our client’s team culture and were impressed by the clear drive to provide opportunities for career growth and development.
At the beginning of the project, the only available assessment centre location was in London, due to the Manchester innovation site still being in development. The Lorien team spent time with any candidates based in the North West to ensure they were fully engaged with the job opportunity, and were committed to making the journey to London as required for further assessment. We worked with our client to ensure travel costs were covered for any candidates making the journey from Manchester to London for the assessment centre day, and kept in regular contact during the pre- and post- assessment centre ‘keep warm’ period.
During the process, Lorien’s expert sourcing partners attended meetings with client stakeholders and our dedicated Recruitment Business Partners to ensure the recruitment campaign was efficient and in-line with the client’s shortlist goals. Weekly calls between the enterprise-wide Technology Performance Lead, the Ignition Operations Director, and Associate Partner were also implemented to update and flex to fit any changing recruitment needs. Plus, at the end of each assessment day, post-interview sessions were held with the entire recruitment team to discuss key outcomes and provide feedback to improve the process.
