Like many other businesses, Virgin Media was receiving very high customer call volumes and needed to draft in extra resources to their call centres to answer phones and solve customer queries. 500 new jobs were created at locations across the country on both a permanent and fixed-term basis. This gave staff job security and created flexible employment opportunities for people who needed to find work in the short to medium term. The roles were based in Birmingham, Sheffield, Manchester and Teesside.
Sainsbury’s business strategy is to respond to the changing needs of their customers, enabling them to shop whenever and wherever they want. Seven days a week, Sainsbury’s deliver fresh food, groceries, general merchandise and clothing from suppliers around the world, via 33 distribution centres to their store and online customers, meeting their requirements for flexible, convenient shopping. Drivers are a vital part of this strategy, ensuring that Sainsbury’s can make deliveries to millions of customers at a time that suits them.
Support workers make a genuine difference to real lives and Kent County Council (KCC) were finding it hard to attract the right people to fill their vacancies. They approached TMP to develop a campaign to reach an audience that may not realise they had the skills and attributes to become care workers and show them they could have a meaningful career, just by ‘being you’.
Filling this socially and strategically important leadership role challenged TMP’s research capabilities. The role is pivotal in shaping the future of children and families’ services in Fife – an area where 1 in 4 children are living in poverty. Understanding and communicating the role’s interesting remit, combined with the criminal justice element, proved essential to successfully filling the role.
Bombardier approached us to develop a recruitment value proposition. Launched initially in the UK, and nowrolling out to other territories, our global messaging framework and toolkit has already helped them recruit to previously hard-to-fill roles, as well as meet diversity objectives.
When Auto Trader needed to find Java Developers – the rarest unicorn of all – and bring their brand into the digital age, they knew who just to call. But they didn’t expect TMP to turn up in a mobile-tweeting-DJ-steampunk-disco machine.
Hertfordshire has a reputation for delivering innovation that works. In 2010, it developed the very first multi-agency safeguarding hub. A year later, the council unveiled the first joint police/local authority Child Protection team. Now it’s being backed by the Government’s Innovation Fund to pilot a new model for social care – one that could pave the way for national reform. By creating single holistic family social care teams, Hertfordshire would address the domestic abuse, substance misuse and mental health issues that lead to children going into care. All they needed was the attraction strategy that would find these specialists.
Sainsbury’s Data and Analytics Centre of Excellence, is a newly-restructured team built on delivering industry-leading insight.
Sainsbury’s wanted to attract more thinkers, doers and risk takers – members of the data and analytics community looking for a new challenge. People who want to see how they can personally add value – and see the tangible results of their work. So how do you reach creative, inquisitive minds looking for something they won’t find anywhere else? The first step is to ask TMP to help.
There’s a lot more to the AA than roadside recovery – and yet, candidates are ‘sleephunting’, coming to the AA for the same old jobs. TMP was brought on board to help transform the candidates’ experience and their business awareness.
The careers website is the most popular destination for jobseeker research so a great place to start. In partnership with the AA, we wanted to create a vastly different experience to the one canidates would ever expect.
Teach First is the largest graduate recruiter in the UK. Currently there’s a teacher recruitment crisis which has seen pupil numbers rise dramatically while the number of graduates has dropped precipitously. TMP were asked to help address this balance. So we created and promoted an award-winning video for Teach First, which directly drove up interest and leads amongst potential teachers. The video was a great asset but we needed to get the promotion of it in front of the right audience.
Nuffield Health is Britain’s largest not for profit healthcare business. They reinvest all profit into their staff, technology and facilities, in order to provide accessible, innovative ways for people to get and stay healthy.
They have built a pioneering, integrated network of more than 15,000 employees – all delivering services that go way beyond traditional healthcare provision. When vacancies come up they are often looking for candidates who are in great demand. So, TMP where asked to ensure their new careers website was the first one potential candidates would go to when they’re looking for their next opportunity.
Seadrill is a world leader in offshore deepwater drilling. The company has some 5,000 skilled and highly competent employees, representing around 65 nationalities, operating in 15 countries on five continents.
Seadrill wanted to build a strategy that would help the organisation create long-term engagement with candidates and their existing audience to keep Seadrill at the forefront of their minds during quiet periods, as well as being recognised as an employer of choice during busy periods.
TMP was brought in to operate and community manage Seadrill’s social profiles, ensure Seadrill have a continued presence on social media.
South London and Maudsley NHS Foundation Trust (SLaM) is a highly regarded Mental Health Trust with over 4,500 staff, serving a community of 1.1 million and supporting almost 800,000 patient contacts across four hospital sites.
Historically they relied on standard nursing press and local print for recruitment campaigns, advertising on an ad-hoc basis which delivered inadequate results. The problem was obvious but the solution required some careful consideration from TMP.
At Transport for London (TfL) it is all about keeping London moving. It takes more than 30,000 people every day to achieve this as well as 210 new Graduates and Interns every year. The variety of projects they can be involved in, and have an impact on, is vast.
Joining any one of their programmes is a brilliant opportunity for both men and women, but there’s still a perception – reflected by applications – that is a male dominated career. So TMP were asked to create TfL’s Graduate & Apprentice campaign to help redress this balance.
Nuffield Health is one of the leading not for profit healthcare organisations within the UK. They run a network of hospitals, medical clinics, fitness and wellbeing clubs and diagnostic units offering connected healthcare provision to their customers and patients. TMP has worked with Nuffield Health for several years supporting tactical recruitment activity and leading on their employer brand strategy and development.
As part of the University of Manchester’s strategic vision of becoming a top 25 global research university by 2020, an international recruitment campaign was designed to support this target. TMP were asked to establish their brand and raise their profile to help attract 100 exceptional academics from across the world whilst building the profile of the university.
Surrey Police needed to hire a number of experienced detectives. Research and insight indicated that Surrey was perceived as a sleepy region with few crime issues. TMP created a documentary style video, involving real detectives, which highlighted the reality and shared specific stories that would appeal to and attract our target audiences. The video was shared through social media, generating a high level of interest and hires.
Over the last 15 years Teach First have helped find, train and support people to become brilliant Teachers and inspire the young people who need them the most. Attracting people to this mission is not easy and needs great content to attract the right people. This is exactly the type of challenge that TMP really enjoy and we created an award-winning video which directly drove up interest and leads amongst potential Teachers.
Rentalcars.com, as the name suggests, is a car rental portal based in Manchester. The company has grown quickly from four people in 2006 to a multi-million pound business, with over 900 employees. It was recently acquired in 2010 by the Priceline Group (owners of Booking.com).
They’re now a car hire booking portal conducting price comparisons and bookings with customers in 167 countries. As the parent organisation looked to expand, they needed to position this successful global organisation as an attractive employer. TMP were asked to help because of our experience in understanding and communicating an employer brand through digital channels.
The AA could see an opportunity to add significant additional capacity to an existing contact centre in the Midlands. However, before they put plans into action, they wanted to understand if this location and the talent available was able to support a much larger site alongside a shift away from customer service skills to more sales orientated roles. So they teamed up with TMP to find the answers.
KPMG wanted to develop a series of specialist sessions for specific graduate programmes which they were finding difficult to fill with a pipeline of diverse candidates. The programmes were in Deal Advisory, Audit and Technology.
The sessions were three hour events held at a number of universities across the country. These events would provide potential applicants with an insight into the day to day life of working in these roles.
IMI is a specialist engineering company, who design, manufacture and service highly engineered products that control the precise movement of fluids. They employs some 11,000 people, has manufacturing facilities in more than 20 countries and operates a global service network. When they needed a comprehensive global graduate recruitment campaign, IMI knew who to team up with – TMP. We provided support as part of a total talent solution to deliver a high quality candidate experience and efficient programme to fill these key roles. This included everything from recruitment marketing and campus promotion right through to candidate management and assessment.
Every year Her Majesty’s Treasury (HMT) recruits up to 150 graduates into their Graduate Policy Adviser programme. Being able to work on and influence policies which effect a nation is an attractive proposition for graduates. This meant that they needed help to find the very best cadndidates from nearly 2,500 applications. TMP were the ideal partner to make the recruitment campaign process easier.
As part of the Government’s Energy Company Smart Meter roll out SSE had a talent challenge. They needed to hire 1,500 Smart Meter Engineers in a short time-frame when all the energy companies are looking for the same skills and people. A long term client of TMP, SSE turned to their Talent Solutions Partner to share the problem and out source the project.
We have worked with Virgin Media since 2013 delivering a full RPO offering for their volume recruitment. As part of the recruitment process, we conduct telephone interviews for 14 different roles, each with its own telephone interview script. We currently conduct approximately 2,300 telephone interviews each month.
TMP has supported Virgin Media – one of the UK’s volume recruiters – for a number of years. Together, we have worked across the full spectrum of branding and resourcing activity from the development of their EVP, design and build of their careers site and refer a friend site as well as the delivery of thousands of hires through an outsourced model backed up by offers and onboarding.
A part of a global business this specialist aerospace business in the North West, Safran Aircelle, needed a partner that could help transform their recruitment processes. When they were looking for high levels of engagement with the technical line managers, they realised TMP was the right partner for the job because we knew that we would be able to source engineering professionals and nurtured them through the process. This contract was a relatively low volume RPO but one that covered a number of highly technical scarce skill sets.
For over 320 years Lloyds Banking Group (LBG) has been at the heart of the British economy – making a difference to the lives of customers, businesses and communities.
When it came time to undertake detailed job analysis as part of a wider competency framework project, LBG teamed up with TMP to gain the best insights. Our Occupational Psychologists were tasked with undertaking the painstaking work that then builds into tools to drive efficiency and better selection and performance.
Rental Cars as the name suggests, is a car rental portal based in Manchester. The company has grown quickly from four people in 2006 to a multi-million pound business, with over 900 employees. With so many roles, Rental Cars wanted to truly understanding how the motivational fit and core competencies of a role so that they could hire the very best candidates and reduce attrition. So TMP’s Occupational Psychologists were asked to uncover these astute insights and where able to make a really positive impact on these challenges.
After a period of limited recruitment activity for the West Midlands Police, TMP were asked to reshape and execute a recruitment campaign for Police Officers. We were excited to use our collective capabilities to create and deliver a total talent solution using assessment design and delivery alongside candidate management. Critical to the success of this project was the design and implementation of quality, robust and unbiased selection tools.
The Government’s Energy Company Smart Meter roll out, gave SSE a talent challenge; hire 1,500 Smart Meter Engineers in a short time-frame at the same time as every other energy company.
When the pressure’s on, the right talent solution is critical. A solution SSE knew TMP could deliver. We were brought in to understand all aspects of the candidate journey, apply the right processes to hire the best candidates, whilst using resources efficiently. We needed to relieve the burden on SSE Hiring Managers, with the help of new assessment tools to significantly reduce the recruitment process whilst selecting great talent.
The NHS is an organisation with 1.3 million employees, a budget of £100 billion a year and consistently popular with graduates. So much so, they needed to find the top 100 ambitious, motivated leaders to join their Graduate Management Training Scheme from 16,500+ applications.
When the NHS realised they needed to create a new graduate assessment process to align to a new leadership model which needed to achieve challenging targets, encourage diversity and give an excellent candidates experience. They knew who to team up with; TMP, because we could deliver consistently high quality results no matter how many people applied.
“Find Harry Potter” was Virgin Money’s brief to us. Our task was to find a creative entrepreneur to lead the bank into bold new territory with the role of Head of Innovation. And ‘The world’s most creative job interview’ was our headline-grabbing, experiential assessment solution. It led to both the discovery of an exceptional leader, and the nationwide adoption of a new employer brand based assessment model.
If you are a tech company, hiring digital talent is tough but when you are a part of the civil service that no one has heard of then the challenge just gets bigger. The Parliamentary Digital Service (PDS) works with the House of Commons, the House of Lords and Parliament staff on their IT and digital needs. TMP were brought in to design and execute a talent solution that would build awareness of their existence and build talent pipeline to fill their roles short and medium term.
The Royal Wolverhampton NHS Trust employs 8,500 people and has the vision to become an Accountable Care Organisation (ACO). This is the catalyst for a large scale transformation in the way that the Trust operates. Key to achieving this is having the right people in the right places, and motivational leadership. So, when it came time to find an inspirational Director of Workforce, they teamed up with TMP.
This project combined our capabilities into a fit for purpose talent solution using Executive Search followed by a customised assessment activity, ensuring that the skills and cultural fit were the just right.
This is not your Dad’s old magazine! Digital dynamo Auto Trader needed an employer site that would address embedded misconceptions. The site especially needed to appeal to hands on coders, and attract more women.
We developed a branded look and feel designed to educate and engage, bringing the culture to life, and giving a diverse audience (from coders to salespeople to graduates) easy access to content relevant to them.
Our solution merges clean, creative design with adventurous copywriting, showcasing Auto Trader’s awesomeness. The site majors on people and storytelling while keeping job content well signposted and reducing clicks to apply.
We were asked to help the London College of Fashion to understand what factors might be preventing them from achieving a more diverse workforce and advise on how to start addressing them.
National Grid is international electricity and gas company based in the UK and north-eastern US. They play a vital role in connecting millions of people safely, reliably and efficiently to the energy they use. They’re focused on delivering clean, sustainable and affordable energy.
In terms of business-as-usual activity and following specific stages of organisational development, National Grid needed to identify an effective means of capturing insight from departing employees. This had historically been challenging in terms of uptake and cost, which presented a risk for present and future performance. So TMP were asked to find the best solution.
TMP helped Creative Scotland to become the first official body to meet the government’s call for the boards of all public bodies to have a 50:50 gender split by 2020 through a targeted campaign.
Essex County Council’s was spending £850k annually on public notice advertising. But, budget pressures mean that they are always looking for new ways to work smarter and more efficiently. So they asked TMP to see if there were any ways they could cut back. We were able to save in excess £1.5m over three years.
KPMG in the UK is a leading provider of professional services, including audit, tax and advisory specialisms – delivering integrated solutions to our clients’ issues. As an Apprentice at KPMG, students can access a FTSE 100 business straight after leaving school or college, while earning a salary, gaining skills, confidence and professional qualifications.
As school leavers consider their options they want to understand what’s on offer and TMP were asked to make sure that the KPMG Apprenticeship opportunity is front of mind by setting up a campaign on Google that would drive students to the website to explore more.
Net Promoter Score (NPS) is one of the most important Key Performance Indicators and measures of candidate satisfaction for Virgin Media. Every candidate who attends either a telephone assessment or face-to-face assessment is sent an NPS survey by email in which they are asked to rate from 1 to 10
TMP were asked to help Virgin Media improve its scores for these questions.
Unison Scotland reports that the 2017-18 draft budget will cut the local government spend by £327m, it’s more important than ever that priority is given to all areas where reduced expenditure can be implemented.
TMP were awarded sole provider status on the Scottish Government Recruitment and Public Information Notice Framework because we were able to deliver savings to all the parties that engage in the partnership. The benefits of Public Notice services from TMP are being realised across Scotland and more potential exists for new partners.
With 3,600 qualified experienced social worker vacancies across the UK, employers have been forced to turn to expensive agency workers; UK councils spend a total of £300 million on agency social workers annually. Recent research conducted by TMP Worldwide and Community Care provided insight that the shortage is only likely to increase, with 43% of social workers considering moving out of the profession. The supply of Social Workers is not expected to match demand until 2022. TMP were brought in to help Coventry City Council to cut through a crowded market place and attract some of the hardest to reach candidates.
We worked on TfL’s entry-level talent employer brand and attraction activity to recruit a higher proportion of female and BAME applicants.
TfL’s entry-level talent activities had proven
successful in the volume of applications received
but weren’t reaching talent from all sectors of
society – TfL needed a diverse workforce from
every social background that truly represented
modern London. It was time to rethink their entire
student attraction activity.
We worked with the London College of Fashion to understand whatfactors might be preventing them from recruiting a more diverse workforce and advising on how to start addressing them.
We’ve worked in partnership with TfW as their sole RPO supplier to build the workforce up from just nine employees to over 140 and growing, most of which are permanent with some temporary staff and contractors.
Join Rowena Bach, Entry Level Talent Director, for this on demand briefing for May’s Graduate Market update. Rowena brings an overview of what is happening in the market today as we look forward towards September’s campus strategies. Topics covered during this briefing include: An update on the student labour market How student recruitment is working […]
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Join Simon Wright, Managing Partner for this on demand webinar ‘What ‘work’ means now – How to attract and retain the talent you need’. In this webinar, we look to the future and discuss the next normal and what is means for you: What changes can we expect to see to the world of work? […]
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Recently, we have all had to adapt the way we are working and make sure standards are adhered to. Our on demand webinar "Hiring in a virtual world" will share expert tips on remote recruting.
Read More
Join this on-demand webinar as we share with you strategies and tactics from employers who’ve not only had great business success – but who have also been recognised by the industry with top awards...
Read More
You can download our on-demand webinar here:
Read More
Join Simon Wright, Managing Partner and Vanessa Hawes, Client Partner, as they share tips and best practice on how to engage with hard to reach talent in 2020.
Read More
Join Rowena Bach, Entry Level Talent Director, for this on demand briefing for May’s Graduate Market update. Rowena brings an overview of what is happening in the market today as we look forward towards September’s campus strategies. Topics covered during this briefing include: An update on the student labour market How student recruitment is working […]
Read More
Recently, we have all had to adapt the way we are working and make sure standards are adhered to. Our on demand webinar "Hiring in a virtual world" will share expert tips on remote recruting.
Read More
You can download our on-demand webinar here:
Read More
Join Simon Wright, Managing Partner for this on demand webinar ‘What ‘work’ means now – How to attract and retain the talent you need’. In this webinar, we look to the future and discuss the next normal and what is means for you: What changes can we expect to see to the world of work? […]
Read More
Join this on-demand webinar as we share with you strategies and tactics from employers who’ve not only had great business success – but who have also been recognised by the industry with top awards...
Read More
Join Simon Wright, Managing Partner and Vanessa Hawes, Client Partner, as they share tips and best practice on how to engage with hard to reach talent in 2020.
Read More
Join Rowena Bach, Entry Level Talent Director, for this on demand briefing for May’s Graduate Market update. Rowena brings an overview of what is happening in the market today as we look forward towards September’s campus strategies. Topics covered during this briefing include: An update on the student labour market How student recruitment is working […]
Read More
Join this on-demand webinar as we share with you strategies and tactics from employers who’ve not only had great business success – but who have also been recognised by the industry with top awards...
Read More
Join Simon Wright, Managing Partner for this on demand webinar ‘What ‘work’ means now – How to attract and retain the talent you need’. In this webinar, we look to the future and discuss the next normal and what is means for you: What changes can we expect to see to the world of work? […]
Read More
You can download our on-demand webinar here:
Read More
Recently, we have all had to adapt the way we are working and make sure standards are adhered to. Our on demand webinar "Hiring in a virtual world" will share expert tips on remote recruting.
Read More
Join Simon Wright, Managing Partner and Vanessa Hawes, Client Partner, as they share tips and best practice on how to engage with hard to reach talent in 2020.
Read More
In this ebook, Six Tech Trends Shaping the Talent Landscape, learn the most important tech trends impacting the talent acquisition industry from talent analytics to recruitment marketing tools.
Read More
In this ebook, you'll learn how RPO and MSP programmes have evolved as a response to the changing world of work and why the timing is right for your organisation to adopt Total Workforce Solutions.
Read More
Download this ebook, where you’ll learn how chatbots can improve the candidate experience and streamline the process for recruiters.
Read More
Download this ebook, Building an Employer Value Proposition and Employer Brand for the Future, where we explain why it’s time to change the way we think about employer branding
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The global cybercrime epidemic – predicted to cost the world $6 trillion annually by 2021 – is creating an unprecedented shortage of cybersecurity workers.
Read More
In this whitepaper, we begin with some basic definitions to achieve clarity around the difference between strengths and competencies.
Read More
In this ebook, Six Tech Trends Shaping the Talent Landscape, learn the most important tech trends impacting the talent acquisition industry from talent analytics to recruitment marketing tools.
Read More
Download this ebook, where you’ll learn how chatbots can improve the candidate experience and streamline the process for recruiters.
Read More
The global cybercrime epidemic – predicted to cost the world $6 trillion annually by 2021 – is creating an unprecedented shortage of cybersecurity workers.
Read More
In this ebook, you'll learn how RPO and MSP programmes have evolved as a response to the changing world of work and why the timing is right for your organisation to adopt Total Workforce Solutions.
Read More
Download this ebook, Building an Employer Value Proposition and Employer Brand for the Future, where we explain why it’s time to change the way we think about employer branding
Read More
In this whitepaper, we begin with some basic definitions to achieve clarity around the difference between strengths and competencies.
Read More
In this ebook, Six Tech Trends Shaping the Talent Landscape, learn the most important tech trends impacting the talent acquisition industry from talent analytics to recruitment marketing tools.
Read More
Download this ebook, Building an Employer Value Proposition and Employer Brand for the Future, where we explain why it’s time to change the way we think about employer branding
Read More
In this ebook, you'll learn how RPO and MSP programmes have evolved as a response to the changing world of work and why the timing is right for your organisation to adopt Total Workforce Solutions.
Read More
The global cybercrime epidemic – predicted to cost the world $6 trillion annually by 2021 – is creating an unprecedented shortage of cybersecurity workers.
Read More
Download this ebook, where you’ll learn how chatbots can improve the candidate experience and streamline the process for recruiters.
Read More
In this whitepaper, we begin with some basic definitions to achieve clarity around the difference between strengths and competencies.
Read More