Recruitment: In sourcing



A rapidly expanding residential building business, experiencing first hand the challenges of a tightening specialist labor market, with limited internal ability to identify and attract the right talent. Negative trends in average time to hire, employee turnover inside the probation period, and increasing costs to hire due to a reliance on external recruitment agencies caused real impacts to the business.


Our strategy was to attract an existing recruitment agency in the industry with an established presence that could partner as an ‘internal recruitment function’, supporting the evolving needs of the business.

We conducted a market scan of specialist industry specific recruitment providers to access the capability of offering either a partial or fully insourced recruitment solution, which would work with and complement the existing HR resources.

In short-listing a preferred recruitment agency we began to re-design the end to end recruitment offering, including the redesign of the processes and tools to lift the overall validity and effectiveness of recruitment outcomes. The process redesign focused on reducing business leader involvement in administrative and low value adding activities and moved to a forward forecasting recruitment model, where we actively developed a virtual ‘bench of talent’ for future requirements. This process included the development of robust behavioral interviewing technique, testing, profiling, offer documentation and supporting on-boarding processes.


Some 12 months post implementation; our residential building client continues to see the value of this partnership. With average time to recruit and cost to fill metrics significantly reduced, it is adding significant competitive advantage in a tough marketplace.