Encouraging redeployment and developing industry insight were heralded as key elements to recruitment success, at a police seminar, hosted in London by WCN, the leading UK and global e-Recruitment software provider.
The speakers included Caroline Walton, Resourcing Business Partner at Steria working with the Cleveland Police and Danny Wilks, Resourcing Manager at West Yorkshire Police.
Caroline stated that having a more proficient understanding of the industry will enable HR teams to move forward. It allows them to gauge the best recruitment methods to fit their needs. It is then possible to introduce an organisational culture change focussed on making a more efficient and effective recruitment solution; thus enhancing the overall candidate experience and calibre of applicant.
Caroline talked about Cleveland Police’s redeployment process and the noticeable technological divide between the Generation X and Generation Y applicants. It is clear to see that those applying for senior positions were more qualified, but far less adept with the technical aspect, which includes uploading application forms and interacting on social media. This cultural split has to be curtailed in order for the organisation to grow and advance, ensuring the correct candidate is hired for the correct job. The internal hiring process is important to Cleveland Police, because it ensures that top talent stays within the organisation.
“We forget how much online technology has transformed the recruitment industry. The candidate experience is vital, because it is selling the brand to the outside world. Therefore we need to make sure it is effective, productive and efficient, yet improving all the time. Moving online has allowed Cleveland Police to streamline its recruitment team, moving from 10 to 2.5 people. It has increased its competency, viewing 1,400 candidates in the last year. The WCN system allows Cleveland Police to provide a service that is cost and time effective with a positive candidate experience, which is something every organisation strives towards,” she concluded.
Danny Wilks, Resourcing Manager at West Yorkshire Police, similarly highlighted redeployment as a major issue within the industry. Wilks explored the importance of moving the recruitment process forward, highlighting that those who only develop for the here and now will suddenly find themselves massively out of date.
Danny commented: “Redeployment is a key factor within our recruitment solutions. Currently we have 755 members of staff who are categorised as ‘at risk’, we want to ensure that as many of them as possible have a place at West Yorkshire Police. We have introduced a shortened application form for internals, giving current employees whose roles are at risk the chance to find a new job within the force. The online redeployment system has however transferred the onus onto the applicant, so it is important for current employees to be proactive if they want to remain within the organisation.
Samir Khelil, Head of Global Sales at WCN, demonstrated how the use of technology can increase efficiency and improve quality of hire, whilst reducing costs.
WCN currently works with 19 different police forces throughout the UK, and has found they are often ahead of the game when it comes to using e-Recruitment technology; reaping the full benefits of targeted sourcing, including redeployment, internal recruitment and talent banks.
Samir comments: “It is essential that every organisation starting the hiring process should be looking at redeployment and talent banks. Redeployment is a faster and more cost efficient way of recruiting. Statistics have shown it can have cost savings of up to £30,000 for every position filled. If you have the right frameworks in place, you will be able to maximise the recruitment process ensuring you end up with the right candidate for the right role.
“Redeployment is committed to helping to maintain job security for employees. By hiring a redeployed we can keep the knowledge, skill and experience of an employee who is already loyal to the police force.”
Samir concluded, by focussing on the impact of automation and what effect it is having on the recruitment process. Automation allows organisations to be more efficient, whilst also reducing costs. Automated solutions such as video interviewing, self-scheduling, on-boarding and online offers, improve candidate interaction and allow for real-time reports to be produced.