Normally Origin HR is directly incentivised to increase the number of direct hires and reduce the overall recruitment costs by reducing reliance on agencies/suppliers. Origin seeks to achieve this in a number of ways, for example:
- Increasing direct hires within your organisation via direct, internal and employee referrals
- Negotiating more competitive agency rates
- Reducing internal administration and the time hiring managers spend on recruitment
- Ensuring you only see pre-screened, fully interviewed and briefed candidates
- Implementing VAT efficiencies with concessions available to banks and charities
- Introducing NI efficiency schemes for low paid staff
- Reverse billing and consolidated invoicing
Our client had recently invested in an integrated HR and recruitment software but had not really used the software to its full capacity.
One of Origin's first tasks was to collate information regarding existing supplier agreements and terms of business in order to review the preferred supplier list and re-negotiate competitive terms for the client. Previously 90% of recruitment had been through agencies or search firms and one of Origin's first responsibilities was to develop the client organisation brand, help redesign the website and to introduce direct recruitment methodologies through job boards, referral schemes, universities and business schools.
A further rationalisation of the PSL was achieved with improved rates and terms of business. Over a 6-month period Origin achieved a 30% direct hiring ratio, improved retention through promoting internal movement on an intranet site whilst reducing the reliance on agencies to 50%. This produced client savings of £200,000 on an annualised basis.
An audit was also conducted on all temporary recruitment contracts, supplier agreements and limited companies to review the duration of assignment, rates and VAT efficiencies. This had the effect of reducing the temporary population from 90+ to less than 30 temporary workers including IT contractors. Origin re-negotiated various contractual arrangements to incorporate best practice regarding the latest employment legislation.
In addition Origin introduced further value added services including the following:
- Quarterly PSL review meetings
- Producing monthly reporting schedule detailing costs, source, time to hire
- Redeployment of potentially redundant employees
- Project managing the development of a careers portal entailing scoping, meetings with HR and organising employee profiles for case studies with business managers and staff
- Re-launching the employee referral scheme
- Introduction of tangible awards scheme launch including meeting John Lewis regarding a commercial tie up
- Design of job templates for business areas