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Some of the things to consider are recruitment objectives, this could be thinking about niche roles or even hard to fill categories. Or maybe developing a stronger employee value proposition for employability.

Another key area is to think about having a recruitment strategy and understanding your organisations needs. This might be understanding from hiring managers the types of roles that need to be filled, looking at types of recruitment campaigns, what type of individuals should be targeted considering local workers and unemployment and also thinking about the impacts of social value on recruitment.

One of the most important elements is thinking about the solution, and what will work for the organisation. Exploring the market and understanding the different ways to procure recruitment is crucial, as there are lots of different ways depending on your needs.

We wanted to gather some information on the different ways to carry out recruitment, and spoke to some of the providers on our recruitment frameworks to gather some insight. Here are some of the things our providers talked about;

Comensura

Jon Milton - Director at Comensura

Which recruitment solution is best for your organisation?

To understand this you really need to forget any pre-conceived ideas about different recruitment models and take a good look at how complex your organisation’s needs are and it’s organisational culture. Generally speaking, the more complex your requirements are (volume and type of job categories, location, hiring conditions, niche requirements etc) the harder you become to recruit for and the less opportunity there is to consolidate supply with a single provider.

Any organisation with complex requirements should therefore focus on how well a provider manages an external supply chain to meet demand as a starting point, which typically lends itself to neutral supply chain management models.

The next question you should ask yourself is ‘how strong is the mandate within my organisation?’. Driving savings, standardisation and efficiency can be relatively straightforward where a strong centralised mandate is in place (as long as the model you implement doesn’t hamper service delivery), but its far less effective where end users have greater autonomy. A weak mandate and an inflexible model is one of the main reasons why spend finds its way off contract.        

Once you’ve established what you’re working with, you can start to assess your options. The YPO framework is a great start, as it offers a broad range of supplier options shaped around different sector verticals, and its likely each supplier will operate in a different way, providing increased choice.

For example, Comensura’s framework offer has been designed to support customers with complex requirements, and we offer different managed service models to accommodate different organisational cultures. We’re fortunate in that we operate across a broad range of business verticals (Local Government, Central Government, Education/Arts, Business Services, Telecommunications, FMCG, Insurance and more) and have learnt to adapt our model accordingly to meet different customers needs. We also offer a technology only offering with add on services, such as procurement. This has been designed for customers who have (or may want to develop) an internal resourcing function, or simply want a way of managing a preferred supplier list more effectively. These models operate to manage temporary staffing, and/or consultancy + statement of work and/or permanent recruitment management.    

Reed

Steph Bruckshaw - Client Development Manager at Reed

The YPO framework has allowed us to engage with customers across the public sector who, in the current climate, have required an agile and rapid solution as part of the front-line response and fight against COVID-19. The flexibility built into all lots of the framework has allowed us to adapt our service to enable customers to fulfil urgent short-term needs with the ability to evolve these into longer-term recruitment solutions.

Many more customers are looking for a recruitment partner who can provide innovation within traditional resourcing models which we can deliver, and the YPO framework has been designed to support and encourage this.

Randstad

Carol Brooder - Head of Procurement Frameworks at Randstad

Market engagement is particularly important and we have found YPO are very good at engaging customers and gauging interest from suppliers at a very early stage in the procurement process . As a supplier awarded to a number of lots we have found this process worthwhile. Customers benefit from procurement experts that can guide them through the early stages and help them develop a strong specification that reflects their needs 

Customers from all sectors can find a specific lot for their sector and we have found that Lot 5 (Managing Temporary Recruitment for Emergency Services) is attracting particular interest.

 

For further information regarding our recruitment framework offerings or to discuss your procurement needs, get in touch with the team!

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Lucy Simpson

Category Manager for HR Services
YPO