Ensuring infrastructure project is delivered on time using Davidson RPO

Davidson supported a client to find large numbers of skilled candidates in a short timeframe, using a cost-effective project recruitment process outsourcing solution targeting technical skill set, cultural fit and gender diversity.

CHALLENGE

Partnering with a specialist project Recruitment Process Outsourcing (RPO) company helps organisations secure the right capability and benefit from the impact of well-matched talent on business performance.

A privatised NSW utility had undergone multiple restructuring exercises, which resulted in 24 specialist roles needing strong technical skills and a dynamic, customer centric cultural approach.

Traditionally the sector had long-tenured employees and low levels of female participation. The client wanted to identify a diverse talent pool to boost inclusion and bring about more equality. There had been few opportunities to test the market for diverse candidates due to various sector driven constraints.

Limited capacity to undertake a volume search process presented the client with an opportunity to engage Davidson in a project RPO model.

SOLUTION

Utility recruitment solution

Davidson partnered with the client’s People & Culture team and Executive Leadership sponsor to design and implement a specialist RPO solution. Based on a fixed price model, it provided certainty on spend within an expandable scope.

Our team brought in excess of 50 years’ experience supporting the utilities and technical markets. The strength of networks, and currency of project knowledge and required skillsets were key in reaching suitable candidates.

To widen the talent pool, we blended search, traditional advertising and a marketing campaign focused on social media platforms. This ensured the roles gained maximum national exposure and attracted external talent.

Assessing technical competence and cultural alignment was critical to success. All shortlisted candidates completed psychometric assessments and recorded video interviews in advance of being presented to the client. This process objectively identified candidates most suited to the role.

Our RPO team collaborated with multiple hiring managers, across many divisions, sharing status and progress updates to engage stakeholders. Progress meetings updated stakeholders at key milestones and created feedback loops allowing us to refine the process as it moved forward.

Improved diversity was a key success metric. We took a structured approach to talent pooling to reach the most diverse audience. Rather than a traditional, contingent search process – which relies on speed and technical experience match – the partnership approach supported a deeper market analysis. We uncovered applicants with strong transferable skillsets and diverse backgrounds, many of who may have otherwise been overlooked.

OUTCOMES

Industry connections filled majority of positions

Our utilities experience underpinned our sourcing strategy. More than 70% of positions filled were sourced through industry networks or direct approach by our RPO team. Social media provided an additional pipeline of talent and promoted the client’s change agenda. By improving access and participation for female applicants we tapped into a richer talent pool than alternative approaches, and worked towards improving representation within the sector.

Bespoke assessment and screening tools contributed to a streamlined recruitment process and provided significant time, cost and quality benefits.

The client saved more than 50% when based on standard preferred supplier rates thanks to our RPO model.

Overall, we met the brief’s objectives: to enhance our client’s technical capacity and capability, build on its culture and increase diversity.

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