Turning recruitment admin burden into added value

Source & screen managed services

Using an external source and screening service brings rapid efficiency gains and cost savings. This can result in a smarter route to high-quality shortlists. But, the biggest added value comes from the knock-on benefit.

Source and screen frees up the time of the internal team to focus on strategic priorities. For one of our clients, adopting source and screen has empowered its talent acquisition team to massively increase its impact.

Source & screen service introduced to reduce admin burden.
40%+ reduction in spend with external 3rd party agency suppliers.
Internal talent acquisition team’s time freed up to focus on strategic goals.

The challenge

Our client, a leading consumer financial services provider, was struggling with internal staff capacity in sales, service and customer management roles, in part due to high employee turnover. To prevent drops in service levels, there was also increased agency usage which was raising 3rd party spend.

The situation necessitated a significant volume of hiring activity for the under-resourced teams. However, this created a surge in applicants and led to significant overheads associated with managing the end to end process. The demands on the internal talent acquisition team meant that many of its members were having to focus significant time on covering lower value-add activities.

Our solution

NSCG were engaged to deliver a ‘source and screen’ solution that would deliver high quality, pre-screened candidates, while reducing the reliance on 3rd party agency suppliers. We implemented a tech-led service which augmented the existing recruitment function and enhanced the experience for candidates and internal stakeholders.

New elements were introduced into hiring processes to promote the employer brand and EVP, including candidate microsites, multi-channel application and video interviewing.

Improvements were made to screening to ensure the quality of shortlists. Our model also made it easier to maintain and manage both the candidate and manager relationship through the process, after initial shortlists were presented.

Results & outcomes

The impact of the new service was significant. The success in filling vacancies led to a 40%+ reduction in spend with external 3rd party agency suppliers.

In addition, there was stronger governance through improved user stakeholder experience and engagement. This led to a 50% reduction in non-compliant use of 3rd party suppliers.

Freed up from admin-based duties, the talent acquisition team turned their focus to internal bottlenecks and areas for hiring performance improvement.

Standout results include a reduction in application drop out by 15% in 1 year. Hiring manager interview training helped to increase quality of hire, as evidenced by a 20% fall in unwanted post-hire churn.

Talent acquisition is now upping its strategic internal client engagement to enable better forecasting and support for the business. The small step of outsourcing screening has unlocked major opportunities to add value.