This public sector collaboration required a third-generation solution which would give them overall visibility of their entire non-permanent workforce, a clear social value strategy, a robust candidate attraction strategy, cost savings, and high vetting and compliance assurance.
The collaboration, incorporating 16 local authorities, blue light services and transport organisations required a new solution.
They needed to source senior-level candidates across multiple disciplines, fill high volumes of short-notice shifts, reduce off-contract spend and manage a large supply chain. All while working in partnership with a variety of stakeholders to attract candidates into a talent pool to support local businesses, and small and medium enterprises.
We put a fully-flexible solution for non-permanent resource in place, with access to several routes to market alongside our market-leading managed service programme (MSP).
Reed Talent Solutions is extremely proud of the partnership we have built with each authority and organisation. Regular meetings allow us to fully understand the workforce strategy of each hiring manager and we tailor our approach depending on each manager’s needs.
We participate in regular steering group meetings across the collaboration to share market knowledge, legislative changes, and experience of similar contracts.
Our expert team have developed a model whereby we can deliver a variety of routes to outcome under one solution, the Flexible Resource Marketplace, allowing hiring managers to discuss their requirements with our triage team.
In partnership, we select the best and fastest route to market, based on market knowledge, budget, and candidate availability. Potential routes included deploying short-notice shifts via our shift management technology, utilising our in-house talent acquisition team, working with our experienced supply chain, implementing a project through our consultancy services division, or commencing a fixed-term contract or permanent campaign.
In this way, we can ensure hiring managers do not need to go off contract, they have full visibility of the sourcing process and the route chosen is the most cost effective. Whichever route is selected, we utilise our digital platform to streamline engagement with hiring managers, candidates, and service providers, allowing hiring managers to view full management information, costs, and vetting requirements at the touch of a button.
As part of our service for the authority, we have:
Processed thousands of shifts each month, using the latest digital technology and by managing a talent pool of ready-to-deploy workers
Reviewed social worker rates and created a niche tier of social care providers incentivised to fill the collaboration’s roles
Worked with senior stakeholders to design a strong employer value proposition (EVP) to attract the best candidates to their roles
Rationalised the supply chain, from 70 suppliers to 57 active, and motivated suppliers
Implemented statement of work (SoW) projects to drive value for money and robust outcomes via a contingent solution.
Designed social value programmes to benefit the whole community and ensure that local businesses and organisations are benefiting from the contract.
Worked in partnership to deliver Covid-19 response projects, including test and trace, and provided resource for homeless hotels during the first wave of the pandemic.
We were delighted to re-win the contract after five years of partnership, and have introduced permanent, fixed-term contract and senior contractors into the scope of services.
Taking a consultative approach, our solution was built on providing guidance and choice, transparency, and a robust social value strategy. As a result, we have successfully:
Maximised opportunities for local suppliers by streamlining the supply panel from 70 to 57.
Delivered 30% cost savings across consultancy spend by supplying high-quality project teams paid on deliverables.
Provided access to the latest recruitment technology, allowing our client to manage their shift deployment through a web-based shift management system – processing 100 shifts per day at peak times.
Addressed the challenge of a nationwide social worker shortage by working closely with the authorities on attraction and retention strategies, providing pay rate benchmarking and other market knowledge.
Supported an agile Covid-19 response, our talent acquisition teams, and supply chain were ready to support from March 2020 onwards, we were able to fast-track vetting and screening in order to deploy hundreds of workers to track and trace centres, Covid-19 testing centres, homelessness projects, and we have sourced and deployed hundreds of Covid-19 marshals to support the fight against the pandemic.
Held roundtable events to discuss changes in the market, and job fairs to attract local talent
We have provided statement of work solutions for the provision of assessors for adoption and fostering, and best interest assessments for Deprivation of Liberty Safeguards (DoLS)
We have conducted mock interviews and CV support sessions with young people and the long term unemployed
We have created a website to promote working for their members and direct candidates into a collaboration talent pool
We have worked to provide market intelligence and candidate trends on a monthly basis
As well as providing support with internal mobility, equality, diversion, inclusion and belonging (EDI&B) and employee value proposition (EVP), we have fulfilled our social value contributions including donating to local causes, providing volunteering time and resource to support local care leavers, and running workshops to support people back into employment
Filling1,000shifts per week
Worked with16local authorities