Recruitment Direct Advertising

Tender description

Following the implementation of an internal team two years ago we have significantly enhanced processes, released savings and driven efficiencies. We have turned our direct sourcing model around from 97% agency reliance to 20% agency vs 80% direct. Whilst this is significant, we want to continue to evolve and reduce our agency engagement even further. Not only does this reduce costs but it supports our vision to be an employer of choice through brand enhancement and candidate recognition within the recruitment market. At the moment Stonewater have access to 4 job boards (Reed, Total Jobs, Inside Housing and LinkedIn), which account for the majority of the recruitment advertising budget each year. Each job board provides a broad support network for Stonewater's recruitment needs, but also possesses clear limitations to technical, highly skilled or specialist areas. As a result, alternative sources of supply have to be considered, which greatly increases the "Time to Hire" targets set out across the business. Furthermore, the remaining advertising budget is not sufficient to target specialised job boards e.g. treasury.org, which means that Stonewater is potentially missing out on recruiting some high calibre candidates. The main purpose of this tender exercise is to appoint a qualified and experienced supply partner to significantly maximise Stonewater's recruitment advertising potential, offering optimum digital services which create an exceptional candidate experience. As a minimum, any potential supplier should be able to offer a significant increase in the number of job boards that Stonewater roles can be advertised through as well as access to a greater number of job aggregators and a much greater and more targeted use of social media for advertising roles. Any proposed solution should be able to seamlessly integrate with Stonewater's existing recruitment processes and iTrent HR system to ensure necessary continuity for hiring managers. All bidders should also be able to support Stonewater in the development of a Careers Website to further enhance the Stonewater recruitment brand. The website should be intuitive, dynamic and clearly emphasise the key aspects of working for Stonewater. Information included on the website should be real-time, allowing both potential candidates and hiring managers within Stonewater the opportunity to view live information about roles across the country each day. In line with the statistics provided above regarding current recruiting practices, Stonewater retains the desire to maintain, and where possible reduce the dependency on agencies for their recruitment needs. This mean that the chosen supply partner from this tender exercise will be expected to work proactively with Stonewater colleagues in order to achieve this. Not suitable for recruitment agencies.