HSBC/first direct
Recruitment: widening the talent pool
first direct considers that tackling age issues in recruitment has become a critical priority in order to meet the resourcing challenges of 2005 and beyond. first direct were also keen to expand their recruitment pool whilst addressing any potential age legislation issues. They set up a project to research two potential new recruitment 'markets' - students and matures. The research covered:
The project team calculated there would be considerable cost savings to first direct. In addition they predicted less tangible benefits: firstly through improved diversity such as new ideas, better awareness of customer needs; and secondly from increased employee engagement as a result of a greater recognition of individual needs and a culture of 'something for everyone'.
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Recruitment: widening the talent pool
first direct considers that tackling age issues in recruitment has become a critical priority in order to meet the resourcing challenges of 2005 and beyond. first direct were also keen to expand their recruitment pool whilst addressing any potential age legislation issues. They set up a project to research two potential new recruitment 'markets' - students and matures. The research covered:
- Senior level discussions with Resourcing, Learning & Development, Premises and Recruitment were held to explore both the flexibilities and constraints of existing service & training propositions.
- Internal focus groups were conducted with existing student and mature employees to hear at first hand of the difficulties these age groups anticipate and have encountered in both the recruitment and assessment process and subsequently the learning and integration processes.
- The views of the local people forums were also sought.
- In addition external research was conducted to identify and understand alternative methods of attracting other age candidates.
- An advertising agency was commissioned to analyse local labour market issues
- Research was carried out into best practice with competitors both in financial services and other sectors.
- The assessment process needed to become more individualised to accommodate the different needs of different markets
- Recruitment advertising needed to be amended
- Additional training and support should be built into the process for candidates / employees who might lack some key skills for instance in the use of computers
- Trainers, managers and team leaders should receive training in handling and understanding different age groups
- All recruitment and induction related events would undergo a cultural review to ensure they were designed to suit all ages, in addition all internal events would be designed to appeal across all ages
- Greater flexibility of hours and holidays should be introduced - which would support both student and mature employee needs
The project team calculated there would be considerable cost savings to first direct. In addition they predicted less tangible benefits: firstly through improved diversity such as new ideas, better awareness of customer needs; and secondly from increased employee engagement as a result of a greater recognition of individual needs and a culture of 'something for everyone'.
Click icon to download a printable version of the case study
download pdf
