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  • Publish Date: Posted about 1 year ago
  • Author: Jake Thomas

Client Overview & Objective

Our client has a market-leading technology that allows their customers to manipulate individual cells, either by utilising their unique instrumentation or by engaging with their bespoke cell editing service.
Our client, an SME, works internationally with customers across 3 continents. They had a strong scientific & development team for their instrumentation business, however following a large investment, recognised the need to increase the size of both their R&D & delivery teams for their cell editing service.
They had a very small HR & company operational function and identified the need for x4 highly technical, quick hires; 2 for their R&D team, 1 Lab Manager and 1 Project Manager to link the development & delivery teams.

Our Solution

We proposed a bespoke RPO (Recruitment Process Outsourcing) solution to our client which provided them with:
  • The opportunity to outsource the whole recruitment process to us
  • A dedicated project manager and bespoke project plan
  • Immediate access to our vast network of experienced talent within the market
  • Role specific benchmarking and market insights
  • A single end to end solution that included sourcing, pre-screening, interview organisation and onboarding
  • Specific delivery timeframe

Our Approach

  • Organised an on-site visit to our client to:
    • Fully qualify their requirements and kick-off the project
    • Scope the RPO with the HR team.
    • Meet with all Senior leaders, hiring managers and stakeholders to outline the position brief, agree compensation packages and confirm interview process.
    • Conduct a full site tour
  • Created group communication channels and weekly progress meetings.
  • Conducted full searches for each role, utilising our extensive network and resources
  • Delivered screening calls and subsequent in-depth interviews with all shortlisted candidates prior to submission for final stage interview with our client
  • Coordinated and participated in all on-site interviews, prepared agendas and feedback write-ups.
  • Organised and chaired interview decision meetings, challenging and advising our client where necessary.
  • Prepared and presented all offers to candidates.
  • Managed paperwork process and onboarding of successful candidates.
  • Maintained regular contact with candidates during settling in and probation period.
  • Provided timely and consistent activity and recruitment data overviews.

Our Performance Metrics *

  • Total CVs submitted: 51
  • Total 1st IV: 40
  • Total 2nd IV: 23
  • Offered: 6
  • Placed: 4
  • Total process completed: 12 weeks
  • * Total for all 4 roles

Our challenges and how we overcame them

Communication – we set up weekly meetings with the client to discuss progress and raise any concerns, however we quickly realised we need to ensure all parties were notified of any issues at the time rather than wait for the meeting.
    • We set up a Teams chat for all the relevant parties to ensure everything could be discussed and actioned as quickly as possible.
    • A client specific email address was set up to ensure all communication was shared with the relevant parties.
Deadlines – we set a deadline of 8 weeks to complete the whole process however it became apparent due to various constraints that this was not achievable.
    • We put together a new project plan for the client, confirming items that we were moving and reasons why.
Interview numbers – after the first 2 roles were in process we recognised that the number of candidates being progressed to interview stage were too high.
    • We reviewed the criteria set by our client for each role again and recognised the areas that needed to be addressed and put in place new criteria which enabled us to reduce the number of interviews being booked.
Interview process – once we started to book interviews it became clear there was a lack of space / team members to conduct the interviews.
    • We reviewed the project plan and amended the interview schedule to accommodate for lack of space.
    • We suggested alternative interview formats to ensure the right people were involved at some point in the process.
Role requirements – as we started the search for one role it became clear that the client’s requirements were unrealistic and could not be met.
    • We provided clear feedback to confirm what candidates were on the market and the type of role that would work better for their requirements.
    • The client reviewed our feedback and between us we agreed on the new criteria for this role and quickly found candidates that matched this.

Testimonial - Cytosurge

I really appreciated how fast we were able to onboard NextPhase when we started the RPO. There was a lot of time allocated on short notice to the project to get it started. I also appreciated the fast response rate and also the reliability in candidate management.
Since NextPhase got to know us quite well through the onsite visit and also collaboration afterwards, I think that a next RPO agreement would have less onboarding efforts and could start super-fast, which is great for both sides.
I also appreciated that NextPhase lived up to our value of not hiring for the purpose of hiring. There was understanding shown when another recruitment round had to be started because we didn't find the right person. Collaboration with Next Phase was always extremely friendly and respectful.