Call us on 01702 464 444

Shields Environmental

Objective

To source and recruit new De-installation Engineering teams, working for the first time out of their Wolverhampton depot, within the necessary timescales.

Background

Shields Environmental have been the world leaders in optimising network assets for telecoms operators across the globe. They enable their clients to manage their networks with maximum financial efficiency and care for the environment. Their organisation employs a broad staff mix at all levels, from in-house technical specialists and field engineering teams to warehousing, logistics, finance and sales teams.

They needed to grow their De-installation Engineering division (which up until then had been based solely out of their Essex HQ) to support new contracts by establishing new teams based out of their Wolverhampton depot, thus providing more efficient and comprehensive national coverage.

One to One Personnel was selected by the Shields Environmental executive team to partner them as their sole supplier across the whole recruitment process for this assignment.

Challenge

  • Working remotely – Liaising with Shields’ HQ in Essex and their Project Manager in the Midlands, ensuring that candidates were adequately pre-screened for suitability prior to interview without the opportunity to meet them face to face.
  • Sourcing and attracting the right individuals – The roles required candidates with not only the right skills, experience and attitude, to fill both De-installation Engineer and De-installation Team Leader requirements, but who were also flexible regarding work hours and willing to work and stay away from home when required.
  • Co-ordinating and scheduling a large number of candidates – Our client wished to recruit whole teams reasonably promptly but required that they interview candidates with their decision makers (their CFO and the relevant Project Manager) in attendance.
  • Working to tight timescales – Our client was keen to recruit, induct and mobilise these new engineering teams within a strict timescale in order to support new key contracts with their own customers.

Actions

  • We carefully managed the sourcing and selection process to minimise the impact of working remotely and not being able to meet candidates face-to-face prior to interview as we would do for more local assignments, in order to assess their suitability. We did this by ensuring a clear understanding of our client’s functional and cultural requirements, followed by a thorough process of telephone pre-screening for all selected candidates. During this process the company and the opportunity were discussed in detail to ensure the candidates’ understanding and commitment to the role. Where we could we also sourced candidates via referral from our own trusted industry network rather than by advertising alone. All selected candidates were further validated by One to One Personnel regarding their identity, their right to work in the UK, any required certification or qualifications (e.g. C1 category driving qualification for Team Leaders), and acceptable work references.
  • The difficulty of coordinating multiple candidates was addressed by blocking out two dates in the diaries of the CFO and Project Manager when they could be available all day in Wolverhampton and arranging back-to-back interviews. We were therefore able to work to two firm dates and allocate candidates accordingly to the most suitable dates and times for individual attendance. We arranged for twenty candidates to attend interview over a two day period, from which the client hoped to recruit three teams (nine staff in total) to include one Team Leader per team. The anticipated benefit of this was that seeing candidates back-to-back allowed my client’s representatives to make immediate comparisons between them, and as result make quicker hiring decisions.
  • The tight timescales involved required the allocation of a dedicated resource by One to One Personnel for the duration of the assignment. A Senior Consultant headed up the process, supported by a Resourcer/Administrator. The benefit of working to tight timescales was that it left less time for candidates’ situations or availability to change, so easier to coordinate a common start date. Also, when we experienced a problem with a selected candidate whose availability then changed, resulting in his withdrawal the client were able to select a suitable replacement from the interviewed candidate pool.

Results

  • With the support of One to One Personnel, Shields Environmental achieved 100% success in their objective, by interviewing, selecting and recruiting all nine suitable members of staff within the required timescale.
  • By establishing their new teams within the required timescales Shields Environmental was able to service their own customer effectively from the start of the new contract.
  • Due to the success and effectiveness of their contract mobilisation Shields Environmental required a further intake of De-installation Engineers, and again requested the support of One to One Personnel as their recruitment partner in this task We were able to learn from the original process and conducted a further recruitment drive for Shields Environmental in Wolverhampton, this time arranging interviews for twelve candidates of which seven were selected and recruited by Shields. One to One Personnel had therefore sourced and assisted in the recruitment of a total of sixteen new staff members for Shields Environmental in Wolverhampton, in two recruitment drives over a four-month period.
  • The teams worked successfully and became firmly established from their Wolverhampton location.
  • A number of the Engineers were subsequently promoted to Team Leader roles to recognise their contribution and to support team growth.
  • One to One Personnel were selected again to support further recruitment into these teams to backfill the promoted Engineers.