One of Daisy’s largest customers had a demand for an Infrastructure Engineer to join them on a permanent basis, to support both BAU and key projects. Their traditional permanent recruitment model was flawed for various reasons, which led to the role being on-and-off live for circa 12 months, with more senior members and contractors being required to cover this role over this period. As a traditional RaaS partner for ECS, Daisy decided to engage with ECS’s TRS model to try and support this requirement.
As a fundamental part of TRS, we took the time to understand the customer’s pain points with an initial discovery call with the hiring manager. The two main areas which stuck out; firstly, the lack of understanding from the previous suppliers of their culture, but also that on occasion some candidates would be lost between the first and second interview due to the customer being unable to sync up diaries of the appropriate attendees, meaning the recruitment process took too long to engage candidates.
Following on from this, we took the time to really understand what this culture was, so we could use this as part of our vetting procedure. Along with this, we realised that the first stage interview was mainly the customer asking a potential candidates technical and scenario-based questions, as opposed to an in-depth, exploratory discussion that usually occurs at the second stage. To resolve this, we proposed utilising ECS’s video interviewing service, which meant the hiring manager could review these ‘on-demand’, and there would only be a need to find one slot in the diary with the relevant parties.
ECS sourced, and placed the appropriate candidate within 30 days, who is now up and running supporting both business’s BAU and project demands.