Supporting fibre roll-out campaign with targeted talent attraction campaigns for skilled and unskilled candidates nationwide.

Solution

30+ 

<p>An ongoing challenge of our client (and their UK competitors) to update the fibre network. The UK was notably behind other European countries with the provision of high-speed internet and faced the additional challenge of a lack of appropriate UK talent to help the industry overcome the issue.</p>
<p>With ambitious plans and very public commitments to rolling out an improved internet service to over 100 cities, our client appointed several suppliers to aid in the laying of this new technology.</p>
<p>However, the biggest barrier to meeting this plan was still the lack of civil and fibre talent to complete the work, and they recognised they needed to support these businesses to attract and train up new talent to fill the skills gap.&nbsp;</p>

Challenge

<p>Carbon60 deliver a full RPO (Recruitment Process Outsourcing) solution, where we are developing an entirely new strategy for marketing a career in fibre, within their suppliers.</p>
<p>We began the attraction plan by carrying out extensive talent mapping of the market; identifying the kind of individuals we needed to target, where they were and how to best reach them.</p>
<p>With talent being so scarce we needed to spend time at the start of the project creating candidate personas and working with their internal marketing team to align tone-of-voice etc. before designing a route to market.</p>
<p>We used the insight gained to build a fully branded careers website specifically for this recruitment drive. The site incorporated automated chatbots to help with the screening of candidates. We blended an approach of technology and human interaction, working to forge relationships with each local supplier. The process involved liaising with multiple stakeholders and lots of different businesses and we needed to tailor our methodology for different locations and suppliers, each forming a mini-project.</p>
<p>We further found that talent pools could differ per location and bespoke training aligning to suppliers was required &ndash; a &lsquo;one-size fits all&rsquo; approach would not have been appropriate for this assignment.</p>
<h2>COVID-19</h2>
<p>As with many businesses, the pandemic created additional challenges. Having set up face-to-face assessment centres, we had to take the process online and develop virtual assessment activities.</p>
<p>The need for talent was as important as ever and there was no slowing down of the demand, meaning we needed to work hard to adjust the programme and support existing workers with key worker letters for us and them to continue to support our client's essential service.</p>

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<p>To date, Carbon60 has successfully helped to attract 300 individuals who went on to attend the training required to work on the roll-out programme. Spanning Scotland to the South Coast, both Carbon60 and our client have been delighted with the accomplishments of our solution.</p>
<p>50+ specialists are now employed by the client, with an additional 30+ skilled candidates having been hired to support and manage them in their new roles to date. As this model evolves, we can only see this number growing in 2021 and beyond.</p>
<p>Due to the nature of our relationship with the client, we have also been able to provide a lot of added value to the campaign including facilitate booking workers into training, hotel booking and negotiating preferential rates and management of work expenses whilst at training which has provided significant cost savings and saved them time across these admin heavy tasks.</p>
</div>
</article>
</div>
</article>
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<blockquote>
<p>&ldquo;We were delighted with the progress so far on this project, which was somewhat of a challenge due to the lack of talent available within our client&rsquo;s specialist area. With preservice and continuing to evolve our model we are successfully engaging the workforce required on this exciting and ambitious project. I&rsquo;m proud of the way our client can work in close partnership with Carbon60, with our team becoming a seamless extension of their own team. True testament of what can be achieved with great collaboration and ambition. I am excited to see where this relationship takes us next!&rdquo;</p>
</blockquote>
<p><strong>Matt Rogers, Carbon60 Account Director</strong></p>
</div>
</article>

Outcome

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<h2>Challenge</h2>
<p>An ongoing challenge of our client (and their UK competitors) to update the fibre network. The UK was notably behind other European countries with the provision of high-speed internet and faced the additional challenge of a lack of appropriate UK talent to help the industry overcome the issue.</p>
<p>With ambitious plans and very public commitments to rolling out an improved internet service to over 100 cities, our client appointed several suppliers to aid in the laying of this new technology.</p>
<p>However, the biggest barrier to meeting this plan was still the lack of civil and fibre talent to complete the work, and they recognised they needed to support these businesses to attract and train up new talent to fill the skills gap.&nbsp;</p>
</div>
</article>
</div>
</article>
<article class="rich-text-article light-grey-bg full-width">
<div class="l-container">
<h2>Solution</h2>
<p>Carbon60 deliver a full RPO (Recruitment Process Outsourcing) solution, where we are developing an entirely new strategy for marketing a career in fibre, within their suppliers.</p>
<p>We began the attraction plan by carrying out extensive talent mapping of the market; identifying the kind of individuals we needed to target, where they were and how to best reach them.</p>
<p>With talent being so scarce we needed to spend time at the start of the project creating candidate personas and working with their internal marketing team to align tone-of-voice etc. before designing a route to market.</p>
<p>We used the insight gained to build a fully branded careers website specifically for this recruitment drive. The site incorporated automated chatbots to help with the screening of candidates. We blended an approach of technology and human interaction, working to forge relationships with each local supplier. The process involved liaising with multiple stakeholders and lots of different businesses and we needed to tailor our methodology for different locations and suppliers, each forming a mini-project.</p>
<p>We further found that talent pools could differ per location and bespoke training aligning to suppliers was required &ndash; a &lsquo;one-size fits all&rsquo; approach would not have been appropriate for this assignment.</p>
</div>
</article>
<article class="rich-text-article white-bg full-width">
<div class="l-container">
<h2>COVID-19</h2>
<p>As with many businesses, the pandemic created additional challenges. Having set up face-to-face assessment centres, we had to take the process online and develop virtual assessment activities.</p>
<p>The need for talent was as important as ever and there was no slowing down of the demand, meaning we needed to work hard to adjust the programme and support existing workers with key worker letters for us and them to continue to support our client's essential service.</p>
</div>
</article>
<article class="rich-text-article light-grey-bg full-width">
<div class="l-container">
<article class="content-2col">
<div class="content-2col-left">&nbsp;</div>
<div class="content-2col-right">
<h2>Outcome</h2>
<p>To date, Carbon60 has successfully helped to attract 300 individuals who went on to attend the training required to work on the roll-out programme. Spanning Scotland to the South Coast, both Carbon60 and our client have been delighted with the accomplishments of our solution.</p>
<p>50+ specialists are now employed by the client, with an additional 30+ skilled candidates having been hired to support and manage them in their new roles to date. As this model evolves, we can only see this number growing in 2021 and beyond.</p>
<p>Due to the nature of our relationship with the client, we have also been able to provide a lot of added value to the campaign including facilitate booking workers into training, hotel booking and negotiating preferential rates and management of work expenses whilst at training which has provided significant cost savings and saved them time across these admin heavy tasks.</p>
</div>
</article>
</div>
</article>
<article class="rich-text-article full-width">
<div class="l-container">
<blockquote>
<p>&ldquo;We were delighted with the progress so far on this project, which was somewhat of a challenge due to the lack of talent available within our client&rsquo;s specialist area. With preservice and continuing to evolve our model we are successfully engaging the workforce required on this exciting and ambitious project. I&rsquo;m proud of the way our client can work in close partnership with Carbon60, with our team becoming a seamless extension of their own team. True testament of what can be achieved with great collaboration and ambition. I am excited to see where this relationship takes us next!&rdquo;</p>
</blockquote>
<p><strong>Matt Rogers, Carbon60 Account Director</strong></p>
</div>
</article>

Case Study: Talent Attraction Campaigns

PSL for permanent recruitment and MSP for contingent recruitment for Interserve FM.

Company

Sector

1.5 million hours

<p>Interserve FM is a world leading international support services and construction company. Recently acquired by MITIE, the company provides a wide range of advice, design, construction, equipment, facilities management, and frontline services to more than 7,500 public and private sector clients. Carbon60 is proud to have maintained its relationship with Interserve FM despite the change in ownership.</p>
<p>As a company providing a broad range of services to a variety of organisations, Interserve FM was well practised in successfully juggling lots of different client needs. However, to strengthen its offerings further, Interserve FM chose to take on a recruitment partner.</p>
<p>Realising the value of working with recruitment specialists, Interserve FM appointed Carbon60 to assist. This followed an existing long working relationship with the Impellam Group, our sister companies Guidant and Blue Arrow, both having worked with our client before.</p>
<p>Some of the largest contracts for which they required support included the East Thames Housing Group in 2018 and more recently The London Ambulance Service in 2020. Interserve FM also had plans to create a &lsquo;Centre of Excellence&rsquo; and Carbon60 was pleased to be able to assist with each of these projects. Here&rsquo;s more on how we helped Interserve FM to realise their recruitment goals</p>

Introduction

<p>The East Thames Housing Group specifically required high volumes of staff including Gas Engineers, Labourers, Planners, Surveyors and Operational Managers. These roles were essential for supporting planned and responsive maintenance, estate services, cyclical works, refurbishment, and voids covering 13,500 households and corporate buildings.</p>
<p>We were pleased to be awarded Master Vendor status for the provision of all temporary workers across Hard FM, technical/engineering, site services &amp; trades and professionals. The award came after several years of us being a preferred supplier.</p>
<p>We worked closely with Interserve FM&rsquo;s community of hiring managers to ensure frequent engagement, regular site visits and promotion of the contract. Our solution included fixed agency fees, single invoicing, and full visibility of spend - all of which provided our client with a more simple, efficient, and transparent service.</p>
<p>Our deep understanding of both recruitment and our client&rsquo;s needs resulted in us supplying in excess of 300 workers a day (at a peak) for the East Thames Housing Group. This activity culminated in a revenue of more than &pound;10m per annum and to date, we have managed over 1.5m hours of timesheets across 300+ projects.</p>
<p>This success has led to an annual cost saving of circa 7% - the result of rate reduction and annual rebates. We estimate that our process efficiencies have brought about a reduced &lsquo;time to hire&rsquo; which has saved an additional 2% for our client.</p>

The East Thames Housing Group

<p>For The London Ambulance Service contract, increased assistance was required during the COVID-19 pandemic. A surge of more than 11,000 daily calls was being received in April 2020 - that equated to a rise of 40% on typical monthly call volumes. Cleaning requirements also intensified due to suspected COVID-19 cases being transported via the ambulance service to hospitals (including Nightingale hospitals) during that time.</p>
<p>To support this, Carbon60 pulled together a team in a short timescale to provide 24/7 assistance on sourcing and hiring a broad range of roles. We managed to do this by mobilising five key recruiters from other projects to carry out the screening/vetting, video interviewing and subsequent onboarding of the most suitable candidates. The team worked on a shift basis to ensure we met Interserve FM&rsquo;s tight deadlines.</p>
<p>This initiative resulted in us filling 170 roles within our first week on this project. 112 hires started on the Easter Bank holiday weekend and at the peak, we had a workforce of 343 individuals in place to help with the COVID-19 emergency efforts.</p>
<p>We generated 500 candidates during week one, by launching the Key Work Network - a scheme to help those looking for work (and in particular, furloughed workers) from other sectors to find roles to support during the crisis. A large proportion of people who found work through this program have gone on to become permanent staff members on the project they were placed.</p>

The London Ambulance Service

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<p>As well as large and critical contracts such as the above, Interserve FM wanted to set up a &lsquo;Centre of Excellence&rsquo; which would provide support to new contracts. It was to include the arranging of security clearance for work related to the MOD and Home Office buildings.</p>
<p>For this project, we found the relevant skillset required for each role and sought all relevant clearances. We further managed travel and accommodation bookings on behalf of Interserve FM.</p>
<p>Carbon60 also provided up to 20 surveyors who provided support on buildings from MOD bases to Nuclear Decommissioning Authority sites in locations from Anglesey to Somerset. Our invaluable assistance in providing security clearances, and prescreening/vetting services ensured that everything was completed on time and the project was completed successfully.</p>
</div>
</article>
<article class="rich-text-article full-width">
<div class="l-container">
<p>For each of the contracts listed above we used our range of innovative talent attraction methods and vast experience in vetting and onboarding to work quickly and efficiently to meet the tight timescales of each project for our client.</p>
<p>Providing much more than a standard recruitment service, we have been able to work with Interserve as a true partner for over 12 years now. Acting as subject matter experts with an in-depth understanding of lots of different elements of their business, we have acted as consultants on numerous areas of their business and workforce-related activity.</p>
</div>
</article>

Centre of Excellence

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<div class="l-container">
<p>Interserve FM is a world leading international support services and construction company. Recently acquired by MITIE, the company provides a wide range of advice, design, construction, equipment, facilities management, and frontline services to more than 7,500 public and private sector clients. Carbon60 is proud to have maintained its relationship with Interserve FM despite the change in ownership.</p>
<p>As a company providing a broad range of services to a variety of organisations, Interserve FM was well practised in successfully juggling lots of different client needs. However, to strengthen its offerings further, Interserve FM chose to take on a recruitment partner.</p>
<p>Realising the value of working with recruitment specialists, Interserve FM appointed Carbon60 to assist. This followed an existing long working relationship with the Impellam Group, our sister companies Guidant and Blue Arrow, both having worked with our client before.</p>
<p>Some of the largest contracts for which they required support included the East Thames Housing Group in 2018 and more recently The London Ambulance Service in 2020. Interserve FM also had plans to create a &lsquo;Centre of Excellence&rsquo; and Carbon60 was pleased to be able to assist with each of these projects. Here&rsquo;s more on how we helped Interserve FM to realise their recruitment goals:</p>
</div>
</article>
<article class="rich-text-article light-grey-bg full-width">
<div class="l-container">
<h2>The East Thames Housing Group</h2>
<p>The East Thames Housing Group specifically required high volumes of staff including Gas Engineers, Labourers, Planners, Surveyors and Operational Managers. These roles were essential for supporting planned and responsive maintenance, estate services, cyclical works, refurbishment, and voids covering 13,500 households and corporate buildings.</p>
<p>We were pleased to be awarded Master Vendor status for the provision of all temporary workers across Hard FM, technical/engineering, site services &amp; trades and professionals. The award came after several years of us being a preferred supplier.</p>
<p>We worked closely with Interserve FM&rsquo;s community of hiring managers to ensure frequent engagement, regular site visits and promotion of the contract. Our solution included fixed agency fees, single invoicing, and full visibility of spend - all of which provided our client with a more simple, efficient, and transparent service.</p>
<p>Our deep understanding of both recruitment and our client&rsquo;s needs resulted in us supplying in excess of 300 workers a day (at a peak) for the East Thames Housing Group. This activity culminated in a revenue of more than &pound;10m per annum and to date, we have managed over 1.5m hours of timesheets across 300+ projects.</p>
<p>This success has led to an annual cost saving of circa 7% - the result of rate reduction and annual rebates. We estimate that our process efficiencies have brought about a reduced &lsquo;time to hire&rsquo; which has saved an additional 2% for our client.</p>
</div>
</article>
<article class="rich-text-article full-width">
<div class="l-container">
<h2>The London Ambulance Service</h2>
<p>For The London Ambulance Service contract, increased assistance was required during the COVID-19 pandemic. A surge of more than 11,000 daily calls was being received in April 2020 - that equated to a rise of 40% on typical monthly call volumes. Cleaning requirements also intensified due to suspected COVID-19 cases being transported via the ambulance service to hospitals (including Nightingale hospitals) during that time.</p>
<p>To support this, Carbon60 pulled together a team in a short timescale to provide 24/7 assistance on sourcing and hiring a broad range of roles. We managed to do this by mobilising five key recruiters from other projects to carry out the screening/vetting, video interviewing and subsequent onboarding of the most suitable candidates. The team worked on a shift basis to ensure we met Interserve FM&rsquo;s tight deadlines.</p>
<p>This initiative resulted in us filling 170 roles within our first week on this project. 112 hires started on the Easter Bank holiday weekend and at the peak, we had a workforce of 343 individuals in place to help with the COVID-19 emergency efforts.</p>
<p>We generated 500 candidates during week one, by launching the Key Work Network - a scheme to help those looking for work (and in particular, furloughed workers) from other sectors to find roles to support during the crisis. A large proportion of people who found work through this program have gone on to become permanent staff members on the project they were placed.</p>
</div>
</article>
<article class="rich-text-article light-grey-bg full-width">
<div class="l-container">
<h2>Centre of Excellence</h2>
<p>As well as large and critical contracts such as the above, Interserve FM wanted to set up a &lsquo;Centre of Excellence&rsquo; which would provide support to new contracts. It was to include the arranging of security clearance for work related to the MOD and Home Office buildings.</p>
<p>For this project, we found the relevant skillset required for each role and sought all relevant clearances. We further managed travel and accommodation bookings on behalf of Interserve FM.</p>
<p>Carbon60 also provided up to 20 surveyors who provided support on buildings from MOD bases to Nuclear Decommissioning Authority sites in locations from Anglesey to Somerset. Our invaluable assistance in providing security clearances, and prescreening/vetting services ensured that everything was completed on time and the project was completed successfully.</p>
</div>
</article>
<article class="rich-text-article full-width">
<div class="l-container">
<p>For each of the contracts listed above we used our range of innovative talent attraction methods and vast experience in vetting and onboarding to work quickly and efficiently to meet the tight timescales of each project for our client.</p>
<p>Providing much more than a standard recruitment service, we have been able to work with Interserve as a true partner for over 12 years now. Acting as subject matter experts with an in-depth understanding of lots of different elements of their business, we have acted as consultants on numerous areas of their business and workforce-related activity.</p>
</div>
</article>

Case Study: Partnership-led Recruitment Support

Tilbury Douglas is a leading UK building, infrastructure, engineering, and fitout company. A UK regional contractor, they support clients from design and build, through to total project management. Previously called Interserve Construction, they have over 130 years’ experience in the construction and engineering sector.  

Client

Project

Service

13% of roles

£180k

Role fulfilment rise

mobilised new program during the pandemic

Successfully 

<p class="MsoNormal">Impellam has worked with Tilbury Douglas for many years and has chosen to stay with the Group due to our sector expertise and our passion for the sector. Having had a Neutral Vendor contract in place with another of Impellam&rsquo;s brands, the organisation transitioned to an MSP with Carbon60 in November &rsquo;20.</p>
<p class="MsoNormal">In this case study we focus on two aspects of our working relationship with Tilbury Douglas. Part one comprised our consultancy services where we undertook a comprehensive audit of their supply chain in preparation for the MSP. In part two, we detail the activity put in place under the MSP and the results we&rsquo;ve seen so far.&nbsp;</p>

<p class="paragraph"><span class="normaltextrun">After taking the decision to move to an MSP, Tilbury Douglas required an in-depth review of their existing supply chain. As we&rsquo;d now be a first-tier supplier, Carbon60 &lsquo;s first task was to re-evaluate suppliers one by one.</span></p>
<p class="paragraph"><span class="normaltextrun">Our dedicated compliance team found that most suppliers were well established, but many were no longer suitable for Tilbury Douglas&rsquo; needs. Some were inactive or unable to meet requirements, often because of the effects of the pandemic on the market. Our audit was focused on suppliers&rsquo; performance, geographical footprint, and specialisms. With a rigid checklist in place, failure to make the grade or agree to the new terms resulted in removal from the supply chain.</span></p>
<p class="paragraph"><span class="normaltextrun">Very quickly, Carbon60&rsquo;s auditing capabilities resulted in a top-performing supply chain for Tilbury Douglas which is now perfectly aligned to their needs. Suppliers have been chosen for their regional and/or specialist focus and in instances where Carbon60 needs tier-two support, we&rsquo;re able to call upon a much smaller, but more engaged and fit-for-purpose supply chain.</span></p>
<p class="paragraph"><span class="normaltextrun">The chain, now filled with local suppliers, helps to plug any carbon60 regional gaps and has a whole host of additional benefits, including:</span></p>
<ul>
<li><span class="normaltextrun">Improved health and safety compliance</span></li>
<li><span class="normaltextrun">More diverse talent pools</span></li>
<li><span class="normaltextrun">Faster response on time-critical projects</span></li>
<li><span class="normaltextrun">Greater control of the supply chain and associated contracts</span></li>
<li><span class="normaltextrun">Fewer contingent staffing requirements</span></li>
</ul>

Consultancy - Supply Chain Audit

<p>Tilbury Douglas&rsquo; previous Neutral Vendor contract was no longer working for them. Engagement was low, as was the volume of roles. They decided to appoint a sector specialist who would partner with hiring managers, build strong relationships, and drive their recruitment processes forward.</p>
<p>Carbon60 got straight to work on putting a specialist team in place. These sector experts were based on Tilbury Douglas&rsquo; site where they could not only become deeply imbedded with our client&rsquo;s organisation but could also manage the practicalities of the recruitment process, such as welcoming and guiding visiting candidates.</p>
<p>The pre-existing NV agreement had been concentrated around managing and delegating to the supply chain, but our new MSP agreement was much more about living and breathing Tilbury Douglas&rsquo; culture. Continuous client contact meant we could showcase our passion and sector expertise to provide a personal experience for both candidates and Tilbury Douglas.</p>
<p>Often, we&rsquo;d overbook requirements to mitigate risk. If seven roles were needed, we&rsquo;d book ten and agree to cover any additional cost, so that in the event of unreliability we&rsquo;d put our relationship with Tilbury Douglas first. Our priority is finding solutions for our clients.&nbsp;</p>
<p>This was a large, high-volume contract responsible for processing c.&pound;15m of business for Carbon60 annually. Yet, underpinning this MSP was a very simple, transparent agreement. It provided hiring managers with control and added value, and senior stakeholders (such as Procurement leaders and Operations Directors) gained additional insight via weekly MI on their contract workforce.</p>
<p>Aside from the more typical recruitment services you may expect under this kind of agreement, our partnership with Tilbury Douglas brought innovation, collaboration, and opportunities for exploring and developing new solutions and ways of working.&nbsp;</p>
<p>The overall outcome has been extremely positive, and we&rsquo;re pleased to share the following statistics:</p>
<ul>
<li>13% of roles are now being worked - previously it was only 5%</li>
<li>Role fulfillment has risen from close to 0% to 88% by year 2, against a target of 60%</li>
<li>Approx. &pound;180k was saved in year 1&nbsp;</li>
<li>We successfully mobilised a new program during the pandemic, mitigating the complexities around IR35 and Brexit and talent supply, all under the existing MSP.</li>
</ul>
<hr>
<section class="styles_root__5bh2K py-5">
<div class="container">
<div class="mainContent">
<div>
<p class="MsoNormal"><span lang="EN">Despite our long-term relationship with Tilbury Douglas, our most recent work has broken down any remaining barriers and has allowed us to form a true partnership. We&rsquo;ve exceeded a transactional relationship and have used our expertise to help transform the organisation&rsquo;s talent strategy.&nbsp;&nbsp;We&rsquo;re proud to now work seamlessly with Tilbury Douglas on innovative solutions that we hope will continue to support the business&rsquo; ongoing success for many years to come.&nbsp;</span></p>
</div>
</div>
</div>
</section>

MSP - Sector Specialist

<p class="MsoNormal" style="margin-bottom: 3.0pt;"><strong><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">Client:</span></strong><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"> Tilbury Douglas</span></p>
<p class="MsoNormal" style="margin-bottom: 3.0pt;"><strong><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">Project:</span></strong><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"> Full recruitment partnership, including supply chain audit and MSP</span></p>
<p class="MsoNormal" style="margin-bottom: 3.0pt;"><strong><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">Dates:</span></strong><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"> November 2020 - ongoing</span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><strong><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-theme-font: minor-latin;">Overview:</span></strong><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"> </span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Tilbury Douglas is a leading UK building, infrastructure, engineering, and fitout company. A UK regional contractor, they support clients from design and build, through to total project management.&nbsp;Previously called Interserve Construction, they have over 130 years&rsquo; experience in the construction and engineering sector.&nbsp;</span></span><span class="eop"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="MsoNormal"><strong><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">Service description:<span style="mso-spacerun: yes;">&nbsp; </span></span></strong><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">MSP</span></p>
<hr>
<p class="MsoNormal"><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">Impellam has worked with Tilbury Douglas for many years and has chosen to stay with the Group due to our sector expertise and our passion for the sector. Having had a Neutral Vendor contract in place with another of Impellam&rsquo;s brands, the organisation transitioned to an MSP with Carbon60 in November &rsquo;20.</span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">In this case study we focus on two aspects of our working relationship with Tilbury Douglas. Part one comprised our consultancy services where we undertook a comprehensive audit of their supply chain in preparation for the MSP. In part two, we detail the activity put in place under the MSP and the results we&rsquo;ve seen so far.&nbsp;</span></p>
<h3><strong>Consultancy - Supply Chain Audit</strong></h3>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">After taking the decision to move to an MSP, Tilbury Douglas required an in-depth review of their existing supply chain. As we&rsquo;d now be a first-tier supplier, Carbon60 &lsquo;s first task was to re-evaluate suppliers one by one.</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Our dedicated compliance team found that most suppliers were well established, but many were no longer suitable for Tilbury Douglas&rsquo; needs. Some were inactive or unable to meet requirements, often because of the effects of the pandemic on the market. Our audit was focused on suppliers&rsquo; performance, geographical footprint, and specialisms. With a rigid checklist in place, failure to make the grade or agree to the new terms resulted in removal from the supply chain. </span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Very quickly, Carbon60&rsquo;s auditing capabilities resulted in a top-performing supply chain for Tilbury Douglas which is now perfectly aligned to their needs. Suppliers have been chosen for their regional and/or specialist focus and in instances where Carbon60 needs tier-two support, we&rsquo;re able to call upon a much smaller, but more engaged and fit-for-purpose supply chain. </span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">The chain, now filled with local suppliers, helps to plug any carbon60 regional gaps and has a whole host of additional benefits, including: </span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l3 level1 lfo2; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;"><span class="normaltextrun"><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span></span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Improved health and safety compliance </span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l3 level1 lfo2; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;"><span class="normaltextrun"><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span></span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">More diverse talent pools</span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l3 level1 lfo2; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;"><span class="normaltextrun"><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span></span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Faster response on time-critical projects</span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l3 level1 lfo2; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;"><span class="normaltextrun"><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span></span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Greater control of the supply chain and associated contracts </span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l3 level1 lfo2; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;"><span class="normaltextrun"><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span></span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Fewer contingent staffing requirements</span></span></p>
<h3 class="MsoNormal">&nbsp;</h3>
<h3 class="MsoNormal"><strong>MSP - Sector Specialist</strong></h3>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Tilbury Douglas&rsquo; previous Neutral Vendor contract was no longer working for them. Engagement was low, as was the volume of roles. They decided to appoint a sector specialist who would partner with hiring managers, build strong relationships, and drive their recruitment processes forward.</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Carbon60 got straight to work on putting a specialist team in place. These sector experts were based on Tilbury Douglas&rsquo; site where they could not only become deeply imbedded with our client&rsquo;s organisation but could also manage the practicalities of the recruitment process, such as welcoming and guiding visiting candidates.</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">The pre-existing NV agreement had been concentrated around managing and delegating to the supply chain, but our new MSP agreement was much more about living and breathing Tilbury Douglas&rsquo; culture. Continuous client contact meant we could showcase our passion and sector expertise to provide a personal experience for both candidates and Tilbury Douglas.</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Often, we&rsquo;d overbook requirements to mitigate risk. If seven roles were needed, we&rsquo;d book ten and agree to cover any additional cost, so that in the event of unreliability we&rsquo;d put our relationship with Tilbury Douglas first. Our priority is finding solutions for our clients.&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">This was a large, high-volume contract responsible for processing c.&pound;15m of business for Carbon60 annually. Yet, underpinning this MSP was a very simple, transparent agreement. It provided hiring managers with control and added value, and senior stakeholders (such as Procurement leaders and Operations Directors) gained additional insight via weekly MI on their contract workforce.</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Aside from the more typical recruitment services you may expect under this kind of agreement, our partnership with Tilbury Douglas brought innovation, collaboration, and opportunities for exploring and developing new solutions and ways of working.&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="margin: 0cm; vertical-align: baseline;"><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">The overall outcome has been extremely positive, and we&rsquo;re pleased to share the following statistics:</span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l0 level1 lfo3; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;"><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">13% of roles are now being worked - previously it was only 5%</span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l0 level1 lfo3; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;"><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Role fulfillment has risen from close to 0% to 88% by year 2, against a target of 60%</span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l1 level1 lfo4; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;"><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">Approx. &pound;180k was saved in year 1</span></span><span class="eop"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">&nbsp;</span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l1 level1 lfo4; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;"><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span><span class="normaltextrun"><span style="font-size: 11.0pt; font-family: 'Calibri',sans-serif;">We successfully mobilised a new program during the pandemic, mitigating the complexities around IR35 and Brexit and talent supply, all under the existing MSP.</span></span></p>
<p class="paragraph" style="text-indent: 0cm; mso-list: l1 level1 lfo4; tab-stops: list 36.0pt; vertical-align: baseline; margin: 0cm 0cm 0cm 54.0pt;">&nbsp;</p>
<hr>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal"><span lang="EN" style="font-size: 11.0pt; mso-ansi-language: EN;">Despite our long-term relationship with Tilbury Douglas, our most recent work has broken down any remaining barriers and has allowed us to form a true partnership. We&rsquo;ve exceeded a transactional relationship and have used our expertise to help transform the organisation&rsquo;s talent strategy.<span style="mso-spacerun: yes;">&nbsp; </span>We&rsquo;re proud to now work seamlessly with Tilbury Douglas on innovative solutions that we hope will continue to support the business&rsquo; ongoing success for many years to come.<span style="mso-spacerun: yes;">&nbsp; </span></span></p>

Read our Tilbury Douglas Case Study, to find out more about our ongoing MSP and Supply Chain partnership with one of the UK's leading building, infrastructure and engineering companies.

Case study: Our Partnership with Tilbury Douglas

Tilbury Douglas is a leading UK building, infrastructure, engineering and fit-out company. They deliver vital projects across a range of sectors, including, health, education, highways, justice, defence, aviation, water and environment.

Full recruitment partnership, including MSP & supply chain audit

Number of employees

Turnover

Role fulfilment

£180K

Successfully mobilised

<p>Impellam has worked with Tilbury Douglas for many years and has chosen to stay with the group due to our sector expertise and our passion for the sector. Having had a Neutral Vendor contract in place with another of Impellam&rsquo;s brands, the organisation transitioned to an MSP with Carbon60 in November &rsquo;20.</p>
<p>In this case study we focus on two aspects of our working relationship with Tilbury Douglas. Part one comprised our consultancy services where we undertook a comprehensive audit of their supply chain in preparation for the MSP. In part two, we detail the activity put in place under the MSP and the results we&rsquo;ve seen so far.&nbsp;</p>

<p>After deciding to move to an MSP, Tilbury Douglas required an in-depth review of their existing supply chain. As we&rsquo;d now be a first-tier supplier, Carbon60 &lsquo;s first task was to re-evaluate suppliers one by one.</p>
<p class="paragraph"><span class="normaltextrun">Our dedicated compliance team found that most suppliers were well established, but many were no longer suitable for Tilbury Douglas&rsquo; needs. Some were inactive or unable to meet requirements, often because of the effects of the pandemic on the market. Our audit was focused on suppliers&rsquo; performance, geographical footprint, and specialisms. With a rigid checklist in place, failure to make the grade or agree to the new terms resulted in removal from the supply chain.</span></p>
<p class="paragraph"><span class="normaltextrun">Very quickly, Carbon60&rsquo;s auditing capabilities resulted in a top-performing supply chain for Tilbury Douglas which is now perfectly aligned to their needs. Suppliers have been chosen for their regional and/or specialist focus and in instances where Carbon60 needs tier-two support, we&rsquo;re able to call upon a much smaller, but more engaged and fit-for-purpose supply chain.</span></p>
<p class="paragraph"><span class="normaltextrun">The chain, now filled with local suppliers, helps to plug any carbon60 regional gaps and has a whole host of additional benefits, including:</span></p>
<ul>
<li><span class="normaltextrun">Improved health and safety compliance</span></li>
<li><span class="normaltextrun">More diverse talent pools</span></li>
<li><span class="normaltextrun">Faster response on time-critical projects</span></li>
<li><span class="normaltextrun">Greater control of the supply chain and associated contracts</span></li>
<li><span class="normaltextrun">Fewer contingent staffing requirements</span></li>
</ul>

<article class="rich-text-article full-width">
<div class="l-container">
<p class="paragraph"><span class="normaltextrun">Tilbury Douglas&rsquo; previous Neutral Vendor contract was no longer working for them. The engagement was low, as was the volume of roles. They decided to appoint a sector specialist who would partner with hiring managers, build strong relationships, and drive their recruitment processes forward.</span></p>
<p class="paragraph"><span class="normaltextrun">Carbon60 got straight to work on putting a specialist team in place. These sector experts were based on Tilbury Douglas&rsquo; site where they could not only become deeply embedded with our client&rsquo;s organisation but could also manage the practicalities of the recruitment process, such as welcoming and guiding visiting candidates.</span></p>
<p class="paragraph"><span class="normaltextrun">The pre-existing NV agreement had been concentrated around managing and delegating to the supply chain, but our new MSP agreement was much more about living and breathing Tilbury Douglas&rsquo; culture. Continuous client contact meant we could showcase our passion and sector expertise to provide a personal experience for both candidates and Tilbury Douglas.</span></p>
<p class="paragraph"><span class="normaltextrun">Often, we&rsquo;d overbook requirements to mitigate risk. If seven roles were needed, we&rsquo;d book ten and agree to cover any additional cost, so that in the event of unreliability we&rsquo;d put our relationship with Tilbury Douglas first. Our priority is finding solutions for our clients.</span></p>
<p class="paragraph"><span class="normaltextrun">&nbsp;</span><span class="normaltextrun">This was a large, high-volume contract responsible for processing c.&pound;15m of business for Carbon60 annually. Yet, underpinning this MSP was a straightforward, transparent agreement. It provided hiring managers with control and added value, and senior stakeholders (such as Procurement leaders and Operations Directors) gained additional insight via weekly MI on their contract workforce.</span></p>
</div>
</article>
<article class="rich-text-article dark-grey-bg full-width">
<div class="l-container">
<blockquote>
<p class="paragraph">&ldquo;Alongside the more typical recruitment services you may expect under this kind of agreement, our partnership has brought innovation, collaboration, and opportunities to explore and develop new solutions and ways of working. The outcome has seen some excellent results.&rdquo;</p>
</blockquote>
<p class="paragraph"><strong>Bernadette Jackson, Procurement &amp; Supply Chain Manager&nbsp;</strong></p>
</div>
</article>
<article class="rich-text-article full-width">
<div class="l-container">
<p class="paragraph"><span class="normaltextrun">The overall outcome has been extremely positive, and we&rsquo;re pleased to share the following statistics:</span></p>
<ul>
<li><span class="normaltextrun">13% of roles are now being worked - previously it was only 5%</span></li>
<li><span class="normaltextrun">Role fulfilment has risen from close to 0% to 88% by year 2, against a target of 60%</span></li>
<li>Approx. &pound;180k was saved in year 1</li>
<li>We successfully mobilised a new programme during the pandemic, mitigating the complexities around IR35 and Brexit and talent supply, all under the existing MSP.</li>
</ul>
<p class="paragraph">Despite our long-term relationship with Tilbury Douglas, our most recent work has broken down any remaining barriers and has allowed us to form a true partnership. We&rsquo;ve exceeded a transactional relationship and have used our expertise to help transform the organisation&rsquo;s talent strategy.&nbsp; We&rsquo;re proud to now work seamlessly with Tilbury Douglas on innovative solutions that we hope will continue to support the business's ongoing success for many years to come.&nbsp;&nbsp;</p>
</div>
</article>

<div class="content-2col-left">About Tilbury Douglas
<p><br>Tilbury Douglas is a leading UK building, infrastructure, engineering and fit-out company. They deliver vital projects across a range of sectors, including, health, education, highways, justice, defence, aviation, water and environment.&nbsp;</p>
</div>
<div class="content-2col-right">
<article class="rich-text-article">
<p><strong>Project:&nbsp;</strong>Full recruitment partnership, including MSP and supply chain audit</p>
<p><strong>Geographical footprint:&nbsp;</strong>UK</p>
<p><strong>Number of employees:&nbsp;</strong>540</p>
<p><strong>Turnover:&nbsp;</strong>&pound;630 million</p>
<hr>
<article class="rich-text-article full-width">
<div class="l-container">
<p>Impellam has worked with Tilbury Douglas for many years and has chosen to stay with the group due to our sector expertise and our passion for the sector. Having had a Neutral Vendor contract in place with another of Impellam&rsquo;s brands, the organisation transitioned to an MSP with Carbon60 in November &rsquo;20.</p>
<p>In this case study we focus on two aspects of our working relationship with Tilbury Douglas. Part one comprised our consultancy services where we undertook a comprehensive audit of their supply chain in preparation for the MSP. In part two, we detail the activity put in place under the MSP and the results we&rsquo;ve seen so far.&nbsp;</p>
</div>
</article>
<h2 class="rich-text-article light-grey-bg full-width"><strong>Consultancy - Supply Chain Audit</strong></h2>
<article class="rich-text-article light-grey-bg full-width">After deciding to move to an MSP, Tilbury Douglas required an in-depth review of their existing supply chain. As we&rsquo;d now be a first-tier supplier, Carbon60 &lsquo;s first task was to re-evaluate suppliers one by one.
<p class="paragraph"><span class="normaltextrun">Our dedicated compliance team found that most suppliers were well established, but many were no longer suitable for Tilbury Douglas&rsquo; needs. Some were inactive or unable to meet requirements, often because of the effects of the pandemic on the market. Our audit was focused on suppliers&rsquo; performance, geographical footprint, and specialisms. With a rigid checklist in place, failure to make the grade or agree to the new terms resulted in removal from the supply chain.</span></p>
<p class="paragraph"><span class="normaltextrun">Very quickly, Carbon60&rsquo;s auditing capabilities resulted in a top-performing supply chain for Tilbury Douglas which is now perfectly aligned to their needs. Suppliers have been chosen for their regional and/or specialist focus and in instances where Carbon60 needs tier-two support, we&rsquo;re able to call upon a much smaller, but more engaged and fit-for-purpose supply chain.</span></p>
<p class="paragraph"><span class="normaltextrun">The chain, now filled with local suppliers, helps to plug any carbon60 regional gaps and has a whole host of additional benefits, including:</span></p>
<ul>
<li><span class="normaltextrun">Improved health and safety compliance</span></li>
<li><span class="normaltextrun">More diverse talent pools</span></li>
<li><span class="normaltextrun">Faster response on time-critical projects</span></li>
<li><span class="normaltextrun">Greater control of the supply chain and associated contracts</span></li>
<li><span class="normaltextrun">Fewer contingent staffing requirements</span></li>
</ul>
</article>
<article class="rich-text-article full-width">
<div class="l-container">
<h2><strong>MSP - Sector Specialist</strong></h2>
<p class="paragraph"><span class="normaltextrun">Tilbury Douglas&rsquo; previous Neutral Vendor contract was no longer working for them. The engagement was low, as was the volume of roles. They decided to appoint a sector specialist who would partner with hiring managers, build strong relationships, and drive their recruitment processes forward.</span></p>
<p class="paragraph"><span class="normaltextrun">Carbon60 got straight to work on putting a specialist team in place. These sector experts were based on Tilbury Douglas&rsquo; site where they could not only become deeply embedded with our client&rsquo;s organisation but could also manage the practicalities of the recruitment process, such as welcoming and guiding visiting candidates.</span></p>
<p class="paragraph"><span class="normaltextrun">The pre-existing NV agreement had been concentrated around managing and delegating to the supply chain, but our new MSP agreement was much more about living and breathing Tilbury Douglas&rsquo; culture. Continuous client contact meant we could showcase our passion and sector expertise to provide a personal experience for both candidates and Tilbury Douglas.</span></p>
<p class="paragraph"><span class="normaltextrun">Often, we&rsquo;d overbook requirements to mitigate risk. If seven roles were needed, we&rsquo;d book ten and agree to cover any additional cost, so that in the event of unreliability we&rsquo;d put our relationship with Tilbury Douglas first. Our priority is finding solutions for our clients.</span></p>
<p class="paragraph"><span class="normaltextrun">&nbsp;</span><span class="normaltextrun">This was a large, high-volume contract responsible for processing c.&pound;15m of business for Carbon60 annually. Yet, underpinning this MSP was a straightforward, transparent agreement. It provided hiring managers with control and added value, and senior stakeholders (such as Procurement leaders and Operations Directors) gained additional insight via weekly MI on their contract workforce.</span></p>
</div>
</article>
<article class="rich-text-article dark-grey-bg full-width">
<div class="l-container">
<blockquote>
<p class="paragraph">&ldquo;Alongside the more typical recruitment services you may expect under this kind of agreement, our partnership has brought innovation, collaboration, and opportunities to explore and develop new solutions and ways of working. The outcome has seen some excellent results.&rdquo;</p>
</blockquote>
<p class="paragraph"><strong>Bernadette Jackson, Procurement &amp; Supply Chain Manager&nbsp;</strong></p>
</div>
</article>
<article class="rich-text-article full-width">
<div class="l-container">
<p class="paragraph"><span class="normaltextrun">The overall outcome has been extremely positive, and we&rsquo;re pleased to share the following statistics:<br></span></p>
<p class="paragraph">&nbsp;</p>
<ul>
<li><span class="normaltextrun">13% of roles are now being worked - previously it was only 5%</span></li>
<li><span class="normaltextrun">Role fulfilment has risen from close to 0% to 88% by year 2, against a target of 60%</span></li>
<li>Approx. &pound;180k was saved in year 1</li>
<li>We successfully mobilised a new programme during the pandemic, mitigating the complexities around IR35 and Brexit and talent supply, all under the existing MSP.</li>
</ul>
<p class="paragraph">Despite our long-term relationship with Tilbury Douglas, our most recent work has broken down any remaining barriers and has allowed us to form a true partnership. We&rsquo;ve exceeded a transactional relationship and have used our expertise to help transform the organisation&rsquo;s talent strategy.&nbsp; We&rsquo;re proud to now work seamlessly with Tilbury Douglas on innovative solutions that we hope will continue to support the business's ongoing success for many years to come.&nbsp;&nbsp;</p>
</div>
</article>
</article>
</div>

Tilbury Douglas is a leading UK building, infrastructure, engineering and fit-out company. They deliver vital projects across a range of sectors, including, health, education, highways, justice, defence, aviation, water and environment. 

Case Study: MSP & Supply Chain Audit

Working in partnership with ERIKS to find and hire the very best talent for their 2024 apprenticeship programmes.

Talent

Five

Over 2500

High-quality

<ul>
<li>ERIKS &ndash; a leading UK manufacturing and infrastructure company &ndash; were searching for talent to recruit for their exciting 2024 apprenticeship programme.</li>
<li>Recruitment was outsourced to Carbon60, who&rsquo;s expert team created and implemented a bespoke, end-to-end &lsquo;Motivate, Attract and Select&rsquo; solution.</li>
<li>Exceeding expectations, the solution generated over 2500 applications&nbsp;and resulted in 21 new apprentices.</li>
<li>All 21 new apprentices were placed at ERIKS within the 3-month project plan, with a pipeline of talent created for future opportunities also.</li>
</ul>

Overview

<p>ERIKS &ndash; a Specialised Industrial Service Provider &ndash; is a key player in UK manufacturing and infrastructure, providing product installations, comprehensive engineering services right through to supply chain solutions. Their people are the driving force behind their ability to deliver solutions and solve complex customer challenges. And all times, they are looking to the future.</p>
<p>Apprenticeship programmes are a key part of ERIKS people strategy and core to discovering the next generation of engineering talent, help bridge the skills gap in STEM related roles, and provide meaningful, well-paid careers.&nbsp;</p>

Background

<p>Specifically, the 2024 apprenticeship programme would provide job opportunities in a variety of locations around the UK, vital experience in a skills short sector, and a chance to gain a Level 3 Engineering Fitter qualification. Additionally, Level 3 and 4 Sales &amp; Service apprenticeships were available in ERIKS&rsquo; busy service centres.</p>
<p>Having previously managed recruitment of apprentices in-house, ERIKS decided to outsource the 2024 intake. Carbon60 was selected to deliver the apprentice recruitment project based on its proven and trusted reputation to deliver solutions in engineering recruitment.</p>

<p>Carbon60 built a campaign team that consisted of talent marketing expertise and recruitment specialists. Led by our campaign manager, using project management methodologies, we discussed, understood and refined the requirements. We further identified the technical, behavioural and people skills of the talent required to complement and enhance our customer&rsquo;s existing engineering and sales &amp; service teams. Based on our &lsquo;Motivate, Attract and Select&rsquo; model, we designed an end-to-end solution that would not only generate a large number of applications, but do so from a diverse array of sources &ndash; from promising school or college leavers beginning their career, to those looking to take a new or next step in their career journey.</p>
<p>As with all such campaigns, it started with a bespoke talent attraction marketing plan, which included targeting defined groups, regions and channels via social media campaigns designed to raise our customer&rsquo;s brand awareness and attract relevant talent to exciting work. Our recruiters were also tasked with sourcing through search and referral using existing networks and databases.</p>
<p>We created a bespoke landing page on our website which allowed us to track application source and DE&amp;I data. This was our online brochure to the world, promoting ERIKS as a fantastic place to work, with bespoke messaging, promoting the apprenticeship programme and its application requirements. Additionally, we created printed and digital versions of an apprenticeship pack, interview handbook and guides to help applicants prepare CVs and cover letters. Each element was created to encourage individuals to apply and advise them on how to make a successful application.</p>
<p>Our campaign manager oversaw our operation. This included: receiving, sorting and matching all candidate applications, &nbsp;based on their suitability and right to work; candidate communication, support and guidance through each stage of assessment; shortlisting and coordinating final interviews for both ERIKS and candidates.</p>
<p>We worked closely with all customer stakeholders throughout, reporting on progress at an individual, team and contract level, and directly with ERIKS&rsquo; teams, providing them with transparency and control throughout, managed the candidate application and assessment journey.</p>

<p>Our talent marketing and recruitment activities exceeded our own expectations and generated an initial 2550 applications for just five apprentice vacancies. Through CV sifting, applicant screening and qualification calls, we identified 91 individuals we were happy to longlist and progress to competency assessment. Following a controlled interview process, 58 applicants were chosen to move to customer interview stages; with 18 of them being progressed to ERIKS&rsquo; onsite insight day, for final assessment in the working environment. Finally, having narrowed down the talent pool to just a few, ERIKS made offers of apprenticeship placements to 21 individuals across 15 different geographical locations.&nbsp;</p>
<p>We successfully delivered all five new apprentices into ERIKS within the 3-month project plan, and such was the high-quality of the applicants, our customer now has a pre-qualified talent pipeline of individuals for future opportunities.</p>

<p><em>&ldquo;The guys at Carbon60, and everything the created, did and provided, didn&rsquo;t let us down. I am over the moon with the results of the entire campaign.</em></p>
<p><em>"It has been a dream for me. Very easy from start to finish.&rdquo;</em>&nbsp;-&nbsp;<strong>Talent Development Business Partner at ERIKS.</strong></p>
<p><em>&ldquo;I would love to repeat the whole process again with Carbon60 it honestly went amazing, the interview day is the best interview day I&rsquo;ve&nbsp;<a>had.&rdquo;</a></em>&nbsp;&ndash;&nbsp;<strong>Successful Candidate (Engineer Apprenticeship at ERIKS Leicester)</strong></p>
<p><em>&ldquo;A well communicated and seamless process from initial application to final offer.</em></p>
<p><em>&ldquo;My experience to date has been a positive one, and I'm keen to start my apprenticeship journey at ERIKS.&rdquo;</em>&nbsp;-<strong>&nbsp;Successful Candidate</strong></p>

Testimonials

<h2>Overview:</h2>
<ul>
<li>ERIKS &ndash; a leading UK manufacturing and infrastructure company &ndash; were searching for talent to recruit for their exciting 2024 apprenticeship programme.</li>
<li>Recruitment was outsourced to Carbon60, who&rsquo;s expert team created and implemented a bespoke, end-to-end &lsquo;Motivate, Attract and Select&rsquo; solution.</li>
<li>Exceeding expectations, the solution generated over 2500 applications<span style="font-size: 11.0pt; font-family: 'Aptos',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Aptos; mso-ligatures: standardcontextual; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">&nbsp;</span>and resulted in 21 new apprentices.</li>
<li>All 21new apprentices were placed at ERIKS within the 3-month project plan, with a pipeline of talent created for future opportunities also.</li>
</ul>
<hr>
<h2><a>Background:</a></h2>
<p>ERIKS &ndash; a Specialised Industrial Service Provider &ndash; is a key player in UK manufacturing and infrastructure, providing product installations, comprehensive engineering services right through to supply chain solutions. Their people are the driving force behind their ability to deliver solutions and solve complex customer challenges. And all times, they are looking to the future.</p>
<p>Apprenticeship programmes are a key part of ERIKS people strategy and core to discovering the next generation of engineering talent, help bridge the skills gap in STEM related roles, and provide meaningful, well-paid careers. &nbsp;</p>
<h2>Challenge:</h2>
<p>Specifically, the 2024 apprenticeship programme would provide job opportunities in a variety of locations around the UK, vital experience in a skills short sector, and a chance to gain a Level 3 Engineering Fitter qualification. Additionally, Level 3 and 4 Sales &amp; Service apprenticeships were available in ERIKS&rsquo; busy service centres.</p>
<p>Having previously managed recruitment of apprentices in-house, ERIKS decided to outsource the 2024 intake. Carbon60 was selected to deliver the apprentice recruitment project based on its proven and trusted reputation to deliver solutions in engineering recruitment.</p>
<h2>Solution:</h2>
<p>Carbon60 built a campaign team that consisted of talent marketing expertise and recruitment specialists. Led by our campaign manager, using project management methodologies, we discussed, understood and refined the requirements. We further identified the technical, behavioural and people skills of the talent required to complement and enhance our customer&rsquo;s existing engineering and sales &amp; service teams. Based on our &lsquo;Motivate, Attract and Select&rsquo; model, we designed an end-to-end solution that would not only generate a large number of applications, but do so from a diverse array of sources &ndash; from promising school or college leavers beginning their career, to those looking to take a new or next step in their career journey.</p>
<p>As with all such campaigns, it started with a bespoke talent attraction marketing plan, which included targeting defined groups, regions and channels via social media campaigns designed to raise our customer&rsquo;s brand awareness and attract relevant talent to exciting work. Our recruiters were also tasked with sourcing through search and referral using existing networks and databases.</p>
<p>We created a bespoke landing page on our website which allowed us to track application source and DE&amp;I data. This was our online brochure to the world, promoting ERIKS as a fantastic place to work, with bespoke messaging, promoting the apprenticeship programme and its application requirements. Additionally, we created printed and digital versions of an apprenticeship pack, interview handbook and guides to help applicants prepare CVs and cover letters. Each element was created to encourage individuals to apply and advise them on how to make a successful application.</p>
<p>Our campaign manager oversaw our operation. This included: receiving, sorting and matching all candidate applications, &nbsp;based on their suitability and right to work; candidate communication, support and guidance through each stage of assessment; shortlisting and coordinating final interviews for both ERIKS and candidates.</p>
<p>We worked closely with all customer stakeholders throughout, reporting on progress at an individual, team and contract level, and directly with ERIKS&rsquo; teams, providing them with transparency and control throughout, managed the candidate application and assessment journey.</p>
<h2>Outcome:</h2>
<p>Our talent marketing and recruitment activities exceeded our own expectations and generated an initial 2550 applications for just five apprentice vacancies. Through CV sifting, applicant screening and qualification calls, we identified 91 individuals we were happy to longlist and progress to competency assessment. Following a controlled interview process, 58 applicants were chosen to move to customer interview stages; with 18 of them being progressed to ERIKS&rsquo; onsite insight day, for final assessment in the working environment. Finally, having narrowed down the talent pool to just a few, ERIKS made offers of apprenticeship placements to 21 individuals across 15 different geographical locations.&nbsp;</p>
<p>We successfully delivered all five new apprentices into ERIKS within the 3-month project plan, and such was the high-quality of the applicants, our customer now has a pre-qualified talent pipeline of individuals for future opportunities.</p>
<h3>Testimonials</h3>
<p><em>&ldquo;The guys at Carbon60, and everything the created, did and provided, didn&rsquo;t let us down. I am over the moon with the results of the entire campaign.</em></p>
<p><em>"It has been a dream for me. Very easy from start to finish.&rdquo;</em> - <strong>Talent Development Business Partner at ERIKS.</strong></p>
<p><em>&ldquo;I would love to repeat the whole process again with Carbon60 it honestly went amazing, the interview day is the best interview day I&rsquo;ve <a>had.&rdquo;</a></em>&nbsp;&ndash; <strong>Successful Candidate (Engineer Apprenticeship at ERIKS Leicester)</strong></p>
<p><em>&ldquo;A well communicated and seamless process from initial application to final offer.</em></p>
<p><em>&ldquo;My experience to date has been a positive one, and I'm keen to start my apprenticeship journey at ERIKS.&rdquo;</em> -<strong>&nbsp;Successful Candidate</strong></p>

Case Study:  From Application to Apprenticeship: ERIKS' Journey to Finding the Perfect Candidates

Providing a staffing solution for permanent roles in France and the French territories of French Polynesia and New Caledonia for Jet Aviation.

over 150

100%

46 candidates

Recruitment across

<p>Jet Aviation&rsquo;s overstretched HR department required additional support in the sourcing of various roles following a new contract win for the French Navy.</p>
<p>The roles, which were all permanent, included Purchasers, Mechanics, Logistic Agents, Sheet Metal Workers, Site Managers and a Planner and Account Manager.</p>
<p>The roles were required not only in France but also in the French territories of Polynesia and specifically New Caledonia and the island of Tahiti.</p>
<p>Although Carbon60 was used to sourcing talent to work in France, the additional locations added an extra layer of complexity as substantial time differences of up to 12 hours needed to be considered and navigated.</p>
<p>An additional and unforeseen challenge was the development of a worker strike in Tahiti. Uncertainty triggered by the previous supplier caused an increased workload and meant we needed to interview all existing workers, alongside external candidates whilst keeping the quality of hire at the forefront of our strategy.</p>
<p>Further legalities meant it difficult to make the hires within the short timeframe required and we experienced a pause in the process whilst issues were resolved.</p>

<article class="rich-text-article full-width">
<div class="l-container">
<p>With a permanent account team already based in Jet Aviation&rsquo;s head office in Basel, we benefitted from an existing strong working relationship with this client. We had already proven successes under our belt and rapport with their HR team. We were able to work seamlessly as part of their team as a HR Business Partner, integrating fully into their brand and using their own technology.</p>
<p>Our initial approach was to offer recruitment services at an hourly rate, but as the contract expanded and more roles and locations were needed, we recommended shifting to a fixed price per role.</p>
<p>We successfully overcame location and distance challenges by carrying out the many interviews required via Teams.</p>
<p>We implemented a full end-to-end recruitment solution which included candidate screening for all roles and candidate attraction where required. A process was devised whereby Jet Aviation&rsquo;s managers would rate a CV before Carbon60 organised and assisted with interviews. The interviews also needed to align with our client&rsquo;s request for workers to have predefined technical requirements, combined with specific soft skills.</p>
</div>
</article>
<article class="rich-text-article dark-grey-bg full-width">
<div class="l-container">
<blockquote>
<p><strong>&ldquo;The cooperation worked very well and efficiently. We achieved a great result, considering the challenges and the time zone difference. The selected candidates are now fully integrated into Jet Aviation and performing well in their roles. As per my knowledge, it is the first time in the story of Jet Aviation that such a recruitment campaign was conducted. Thanks again to all who were involved in this unique project. A+&rdquo;</strong></p>
</blockquote>
<p><strong>Fabien Fuster, President of Jet Aviation France.</strong></p>
</div>
</article>

<p>Switching from an hourly rate to a fixed price per role solution meant that billing was much easier for the client and a more efficient method for us. The process meant we no longer needed to record time and handle timesheets and the client was in greater control of budgeting.</p>
<p>We successfully completed more than 150 interviews. The methods we put in place and the technology we used (specifically Microsoft Teams) allowed us to carry out the interviews via video call, saving the client significant costs in both travel and time.</p>
<p>We even managed to effectively navigate the time difference issues faced and our efforts resulted in us hiring a total of 46 people in just six weeks, across all locations. This was a 100% fulfilment rate.</p>
<p>At the end of the project, we conducted an in-depth review of lessons learnt. Jet Aviation was very complimentary of our solution which had seen us successfully filling roles in a fast-paced and efficient manner.</p>
<p>We&rsquo;re pleased to have been able to maintain and strengthen our existing relationship with this valued client with our accomplishments throughout the duration of this contract.</p>

<div class="content-2col-left">
<article class="rich-text-article">
<h2><strong>About Jet Aviation</strong></h2>
<p>Jet Aviation is a Basel-based provider of business aviation services. Founded in Switzerland in 1967, it provides aircraft sales, maintenance, and charters using its fleet of more than 200 aircraft.&nbsp;</p>
</article>
</div>
<div class="content-2col-right">
<article class="rich-text-article">
<p><strong><br>Geographical footprint:&nbsp;</strong>From one hangar in Basel, Switzerland, to 50 locations worldwide</p>
<p><strong>Number of employees:</strong>&nbsp;5,000</p>
<p><strong>Turnover:&nbsp;</strong>&pound;1 billion</p>
<hr>
<article class="rich-text-article full-width">
<div class="l-container">
<h2><strong>Challenge</strong></h2>
<p>Jet Aviation&rsquo;s overstretched HR department required additional support in the sourcing of various roles following a new contract win for the French Navy.</p>
<p>The roles, which were all permanent, included Purchasers, Mechanics, Logistic Agents, Sheet Metal Workers, Site Managers and a Planner and Account Manager.</p>
<p>The roles were required not only in France but also in the French territories of Polynesia and specifically New Caledonia and the island of Tahiti.</p>
<p>Although Carbon60 was used to sourcing talent to work in France, the additional locations added an extra layer of complexity as substantial time differences of up to 12 hours needed to be considered and navigated.</p>
<p>An additional and unforeseen challenge was the development of a worker strike in Tahiti. Uncertainty triggered by the previous supplier caused an increased workload and meant we needed to interview all existing workers, alongside external candidates whilst keeping the quality of hire at the forefront of our strategy.</p>
<p>Further legalities meant it difficult to make the hires within the short timeframe required and we experienced a pause in the process whilst issues were resolved.</p>
<h2>Solution</h2>
<p>With a permanent account team already based in Jet Aviation&rsquo;s head office in Basel, we benefitted from an existing strong working relationship with this client. We had already proven successes under our belt and rapport with their HR team. We were able to work seamlessly as part of their team as a HR Business Partner, integrating fully into their brand and using their own technology.</p>
<p>Our initial approach was to offer recruitment services at an hourly rate, but as the contract expanded and more roles and locations were needed, we recommended shifting to a fixed price per role.</p>
<p>We successfully overcame location and distance challenges by carrying out the many interviews required via Teams.</p>
<p>We implemented a full end-to-end recruitment solution which included candidate screening for all roles and candidate attraction where required. A process was devised whereby Jet Aviation&rsquo;s managers would rate a CV before Carbon60 organised and assisted with interviews. The interviews also needed to align with our client&rsquo;s request for workers to have predefined technical requirements, combined with specific soft skills.</p>
</div>
</article>
<article class="rich-text-article dark-grey-bg full-width">
<div class="l-container">
<blockquote>
<p><strong>&ldquo;The cooperation worked very well and efficiently. We achieved a great result, considering the challenges and the time zone difference. The selected candidates are now fully integrated into Jet Aviation and performing well in their roles. As per my knowledge, it is the first time in the story of Jet Aviation that such a recruitment campaign was conducted. Thanks again to all who were involved in this unique project. A+&rdquo;</strong></p>
</blockquote>
<p><strong>Fabien Fuster, President of Jet Aviation France.</strong></p>
</div>
</article>
<article class="rich-text-article full-width">
<div class="l-container">
<h2>Outcome</h2>
<p>Switching from an hourly rate to a fixed price per role solution meant that billing was much easier for the client and a more efficient method for us. The process meant we no longer needed to record time and handle timesheets and the client was in greater control of budgeting.</p>
<p>We successfully completed more than 150 interviews. The methods we put in place and the technology we used (specifically Microsoft Teams) allowed us to carry out the interviews via video call, saving the client significant costs in both travel and time.</p>
<p>We even managed to effectively navigate the time difference issues faced and our efforts resulted in us hiring a total of 46 people in just six weeks, across all locations. This was a 100% fulfilment rate.</p>
<p>At the end of the project, we conducted an in-depth review of lessons learnt. Jet Aviation was very complimentary of our solution which had seen us successfully filling roles in a fast-paced and efficient manner.</p>
<p>We&rsquo;re pleased to have been able to maintain and strengthen our existing relationship with this valued client with our accomplishments throughout the duration of this contract.</p>
</div>
</article>
</article>
</div>

Case Study: Fixed-price Talent Onboarding Project

Supporting a leading facilities management organisation to deliver an excellent service to their clients with onsite recruitment expertise.

Business Type

Onsite facilities management recruitment support

More than 60

Over 75

<p>We are proud to have worked with a leading facilities management organisation since 2014, supporting them in recruiting staff to work on their client sites. Having shown strong growth with their hard FM services across healthcare, defence, government, justice and more, we have become their recruitment supplier of choice across all verticals.</p>
<p>As their chosen recruitment partner we are often based on our client&rsquo;s site, in direct contact with (and accountable to) both organisations. This required excellent communication skills and full integration into both clients&rsquo; teams and locations.</p>
<p>An added challenge is presented by working in the FM market, where margins are typically narrow, with budgets needing to be carefully managed. It&rsquo;s not unusual for pay rates to be lower than market value, meaning that recruitment in this area is particularly testing.</p>

Background & Challenge

<p>Our extensive experience in the FM sector meant that we were very aware of the market issues faced by our clients. High-pressure positions, low rates, and time-critical, roles came with common problems we&rsquo;ve faced and overcome with customers previously.</p>
<p>Carbon60 appointed a dedicated Account Manager to take care of all requirements across the whole of the UK. This would ensure consistency and outstanding customer care, regardless of location or requirement. Playing an integral part in their recruitment strategy, our Account Manager typically oversees between five and eight live roles at any one time.</p>
<p>Where high volumes of hires are required at one time, our Account Manager will engage with the FM consultants at each of our national branches and/or our Central Resourcing Centre.</p>
<p>Our Account Team also worked hard to build a strong relationship. This has seen us gain a deep understanding of not only their hiring needs and role requirements, but departmental and company culture and how it fits into the overarching vision, mission, and values. We&rsquo;ve been able to incorporate this information into a vacancy brief which is shared with everyone involved in the contract and means we can more efficiently identify the most suitable candidates.</p>
<p>Additionally, we identified areas in which we could provide further value. We deliver insight on the current market and pay rates and have implemented measures for managing the candidate journey to ensure candidates start and both candidate and employer are satisfied.</p>

<p>Our relationship with our client has been highly successful for the past six years.&nbsp;This is largely down to our assigning of an Account Manager who has been able to ensure a consistently high level of customer service. When issues have arisen, we&rsquo;ve been able to resolve them quickly and professionally which has helped to strengthen our relationship further. As a result, we&rsquo;ve received a lot of internal referrals to several teams within their business.<br><br></p>
<p>As part of our support for vaccine development and rollout during the COVID-19 pandemic, we have proudly provided several key technical roles to pharma clients of our customers.</p>
<p class="pb-2" data-private="redact" data-wt-guid="116e7d9e-b499-4558-b16f-2207c354fa5c" data-pm-slice="1 1 []">While the organisation already had a strong corporate identity, we hope our strategy and expertise in focusing on the candidate journey have contributed to improving it.</p>
<p>We&rsquo;ve been able to go far beyond a purely transactional relationship and have provided insights such as market analytics, geographical skillset hot spots, salary surveys and management information which has helped to set rates and margins. We&rsquo;ve further been able to highlight changes in candidate expectations, such as increased flexibility, initiatives for improving work/life balance, benefits, incentives, etc., many of which have helped them to secure FM talent despite the sometimes lower-than-average rates. This helped our client to work within strict and tight budgets.</p>
<p>Using technology like SourceBreaker and Daxtra has helped us fill long-term, business-critical roles across the UK, but especially in Ireland. Some of our statistics for 2020/21 include:</p>
<ul>
<li>Successful delivery of circa.60 permanent employees</li>
<li>Successful delivery of more than 75 contractor/temporary personnel</li>
<li>A 95% offer-to-acceptance ratio</li>
<li>An interview to offer a ratio of 1:1</li>
<li>A CV submitted to an interview ratio of 3:1</li>
</ul>
<p>Perhaps most importantly, the client is currently enjoying one of its best retention rates to date.</p>

<div class="content-2col-left">
<article class="rich-text-article">
<h2><strong>Overview</strong></h2>
<p><strong>Business type:</strong>&nbsp;Facilities Management&nbsp;</p>
<p><strong>Project:</strong>&nbsp;Onsite facilities management recruitment support</p>
<p><strong>Staffing types:&nbsp;</strong>Gas engineers, labourers, and planners</p>
</article>
</div>
<div class="content-2col-right">
<article class="rich-text-article">
<p><strong>Geographical footprint:</strong> UK-wide</p>
<p><strong>Number of employees:&nbsp;</strong>53,500</p>
<p><strong>Turnover:</strong>&nbsp;&pound;2.3 billion</p>
<hr>
<article class="rich-text-article full-width">
<div class="l-container">
<h2>Background &amp; Challenge</h2>
<p>We are proud to have worked with a leading facilities management organisation since 2014, supporting them in recruiting staff to work on their client sites. Having shown strong growth with their hard FM services across healthcare, defence, government, justice and more, we have become their recruitment supplier of choice across all verticals.</p>
<p>As their chosen recruitment partner we are often based on our client&rsquo;s site, in direct contact with (and accountable to) both organisations. This required excellent communication skills and full integration into both clients&rsquo; teams and locations.</p>
<p>An added challenge is presented by working in the FM market, where margins are typically narrow, with budgets needing to be carefully managed. It&rsquo;s not unusual for pay rates to be lower than market value, meaning that recruitment in this area is particularly testing.</p>
<p>&nbsp;</p>
<h2>Solution</h2>
<p>Our extensive experience in the FM sector meant that we were very aware of the market issues faced by our clients. High-pressure positions, low rates, and time-critical, roles came with common problems we&rsquo;ve faced and overcome with customers previously.</p>
<p>Carbon60 appointed a dedicated Account Manager to take care of all requirements across the whole of the UK. This would ensure consistency and outstanding customer care, regardless of location or requirement. Playing an integral part in their recruitment strategy, our Account Manager typically oversees between five and eight live roles at any one time.</p>
<p>Where high volumes of hires are required at one time, our Account Manager will engage with the FM consultants at each of our national branches and/or our Central Resourcing Centre.</p>
<p>Our Account Team also worked hard to build a strong relationship. This has seen us gain a deep understanding of not only their hiring needs and role requirements, but departmental and company culture and how it fits into the overarching vision, mission, and values. We&rsquo;ve been able to incorporate this information into a vacancy brief which is shared with everyone involved in the contract and means we can more efficiently identify the most suitable candidates.</p>
<p>Additionally, we identified areas in which we could provide further value. We deliver insight on the current market and pay rates and have implemented measures for managing the candidate journey to ensure candidates start and both candidate and employer are satisfied.</p>
<p>&nbsp;</p>
</div>
</article>
<article class="rich-text-article light-grey-bg full-width">
<div class="l-container">
<h2>Outcome</h2>
Our relationship with our client has been highly successful for the past six years.&nbsp;This is largely down to our assigning of an Account Manager who has been able to ensure a consistently high level of customer service. When issues have arisen, we&rsquo;ve been able to resolve them quickly and professionally which has helped to strengthen our relationship further. As a result, we&rsquo;ve received a lot of internal referrals to several teams within their business.<br><br>
<p>As part of our support for vaccine development and rollout during the COVID-19 pandemic, we have proudly provided several key technical roles to pharma clients of our customers.</p>
<p class="pb-2" data-private="redact" data-wt-guid="116e7d9e-b499-4558-b16f-2207c354fa5c" data-pm-slice="1 1 []">While the organisation already had a strong corporate identity, we hope our strategy and expertise in focusing on the candidate journey have contributed to improving it.</p>
<p>We&rsquo;ve been able to go far beyond a purely transactional relationship and have provided insights such as market analytics, geographical skillset hot spots, salary surveys and management information which has helped to set rates and margins. We&rsquo;ve further been able to highlight changes in candidate expectations, such as increased flexibility, initiatives for improving work/life balance, benefits, incentives, etc., many of which have helped them to secure FM talent despite the sometimes lower-than-average rates. This helped our client to work within strict and tight budgets.</p>
<p>Using technology like SourceBreaker and Daxtra has helped us fill long-term, business-critical roles across the UK, but especially in Ireland. Some of our statistics for 2020/21 include:</p>
<ul>
<li>Successful delivery of circa.60 permanent employees</li>
<li>Successful delivery of more than 75 contractor/temporary personnel</li>
<li>A 95% offer-to-acceptance ratio</li>
<li>An interview to offer a ratio of 1:1</li>
<li>A CV submitted to an interview ratio of 3:1</li>
</ul>
<p>Perhaps most importantly, the client is currently enjoying one of its best retention rates to date.</p>
</div>
</article>
</article>
</div>

Case Study: Facilities Management Recruitment Support

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<h1>We are Carbon60, building a better future.</h1><p>As sector experts, our approach spans beyond traditional recruitment services. We partner with market-leading engineering specialists and deliver on our promises.</p><p>We understand the challenges of finding the right talent for your team. With our industry knowledge, we devise innovative solutions tailored to your needs.</p>

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<h2>Get in touch with us today</h2>             <p>               Simply complete the form and one of our Ex-Forces advisors will be in touch soon.             </p>

<h2>Help for you, and your family too</h2>
<p>As part of our ongoing commitment to veterans and ex-forces personnel, we are also dedicated to supporting military families as they also experience the journey from service life to civilian life, which for many can be difficult to navigate and understand. We provide guidance on what support is available for those struggling with their physical or mental health or finding it hard settling back into a civilian way of life and struggling to find work or somewhere to live; can direct people towards specialist care they may need; and even help them to get financial support. Help for you, and your family too.</p>
<p>&nbsp;</p>
<h2>We’re guided by Military to Civilian Transition Experience &amp; Expertise</h2>
<p>Having experienced the transition from military life to civilian life, and build a long, successful career since leaving the Royal Navy, our very own Ian Drysdale is at the very heart of our drive to help as many veterans and ex-forces personnel as possible kick start a career upon bringing their journey in the services to an end. <a href="https://www.carbon60global.com/blog/our-qanda-with-ex-forces-in-business-award-nominee-ian-drysdale">Find out more about Ian, his experiences, and his knowledge, in our blog</a>.</p>
<p><a class="primaryBtn" href="https://www.carbon60global.com/blog/our-qanda-with-ex-forces-in-business-award-nominee-ian-drysdale" target="_blank" rel="noopener">Learn More</a></p>

<h2>The Support Carbon60 Provides</h2><p>The insights and support that our experienced people provide can be invaluable to any ex-forces personnel or veteran who may be unsure if and how they can find and start a new career that’s suited to them, their skills and experience and their journey back into civilian life.</p><p>Carbon60’s own ex-forces and veterans, many of whom served in the military for several years but are now thriving in their new careers, strive to help people take the next steps, at the right time – not just in their career, but in every day civilian life – by sharing experience and knowledge; helping them tailor CV’s and better identify and showcase their skills; and point them in the right direction, connecting them with employers across a variety of sectors.</p><p>Such advice and guidance are also available on our website, through a variety of insightful blogs and guides; whilst we also feature employers and companies offering roles and opportunities available that would be ideally suited to ex-forces and veterans, their skillsets and their experience.</p>

<h2>Why Connect with Carbon60?</h2><p>Carbon60’s long-term support for our brave military service men and women, and passion for championing their skills, dedication and finding them a secure, rewarding and enjoyable route back into civilian life isn’t only proven through our experience and expertise.</p><p>As Forces Covenant civilian employment support providers and one of the UK’s Top 25 Veteran Employers, and advocates of STEM learning through hands-on experiences and practical education, Carbon60 are recognised as a company that ex-forces and veterans can trust and depend on as they look to take a vital next step in post-service life.</p><p>So, if you’re a military leaver and need help beginning or building a better civilian career journey, we are here for you. Get in touch for more information, support and guidance and we’ll put you on the right path.</p>

<h2>Career Opportunities for Ex-Forces and Veterans</h2><p>It isn’t only us who strive to support ex-forces and veterans, recognising their skills, discipline and commitment and the potential to apply it to a career outside of service – many companies Carbon60 are in partnership with do too.</p><p>That’s why you’ll find that many of our clients, including globally-recognised organisations such as STS Aviation, provide career opportunities that have been created specifically with ex-forces and veterans in mind – ranging from apprenticeships offering chances to build-on and develop existing skills and qualifications to full-time roles in which people can take on and thrive within.</p>

<h1>Carbon60: Committed to Supporting Ex-Forces and Veterans</h1><p>For many years, Carbon60 have been committed supporters and partners of the military and their personnel, including those who are currently serving in one of our Armed Forces - who we support and celebrate through sponsorship of various events - and particularly ex-forces and veterans who have retired from the forces and navigating life after service.</p><p>Understanding that making the transition back into civilian life can be a significant challenge and concern for many ex-forces personnel, we utilise the experience, expertise and connections of our people - including some who are veterans themselves - to not only help create new career opportunities for them, but offer the advice, support and guidance needed to help kick-start a post-service career too.</p>

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<h1>Business Solutions</h1><p>As project engineering and technical recruitment specialists, we’re dedicated to people and the difference we make in our industry. </p><p>Explore below our services and find out more about how Carbon60 can help you.</p>

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<div style="color:white;"><h1>Candidate FAQ</h1>             <p>               Are you a candidate and have a question for us? Check below for               our frequently asked questions for our top candidate enquiries to               streamline the job application process for all candidates. From               application updates to locked accounts, you can find your answer               here.             </p></div>

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<h2>Get in Touch!</h2><p>Unresolved query? Let us help.</p><p><br></p><p>Get in touch with the Carbon60 Contractor and Candidate Support Team to find answers quickly, from information on payments to how to submit your timesheets. No matter how big or small the question, no matter how new or experienced you are to the world of contracting, we'll do our best to give you up-to-date, informed, and helpful answers about working through Carbon60 as a contractor.</p><p><br></p><h5>We'd love to hear from you:</h5>

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<h1>CSR &amp; Partnerships</h1><p>Collaboration is key at Carbon60. We’re the proud partners of the below companies, who help us to help you.</p>

 <h2>Our Culture </h2>           <p>Many organisations talk about how there’s nothing quite like their culture,              but at Carbon60 we mean it. We understand people have different working styles, commitments,               and skills and we endeavour to offer a working environment that suits everyone.                What unites us all is a shared dedication to delivering exceptional solutions for our clients.              </p>              <p>We celebrate diversity and understand that an inclusive workplace only strengthens our team.                From hosting celebrations and recognising meaningful days, to proudly committing to the Disability                Confident Scheme, we’re continuously working to improve our equality. </p>                <p> We’re welcoming, supportive and collaborative; when you join us, you’re officially part                  of the Carbon60 community.</p>

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<h2>How Carbon60 add value<p>Our approach to early talent development is multifaceted, ensuring that we not only attract the best candidates but also support their growth and integration into the company. 

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<h2>Driving the future of engineering.</h2>
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<h1>Insights</h1><p>As recruitment specialists, we’re dedicated to providing insights for all who venture across our website. With our vast industry knowledge and dedication to the sector, you will discover our case studies, blogs, interviews, career tips and so much more.&nbsp;</p>

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<h2>Subscribe to our newsletter</h2><p>Are you looking to keep in touch and stay up to date with the latest industry trends? Perhaps you want to be notified of our job listings each month, or are interested in staying in tune with our blogs?&nbsp;</p>

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<h2>Want to be featured as an Employer?</h2><p>At Carbon60, we support world-leading organisations in taking their technology above and beyond their competitors. Likewise, we encourage talented candidates to take the next step in their career with our bespoke service that offers candidates unique roles with high-profile employers that are exclusively partnered with Carbon60. Candidates can browse through the roles to see what best aligns with their desired career path and ambitions on each business page.</p>

<h2>Contact Us Today</h2><p>If you are interested in working with one of our featured employers, complete the form and find out how we can help you.</p>

<h2>Jobs from Forces to Civilian Transition Programme 2024: Military Pathway to B1 Mechanical or B2 Avionics Licence</h2>
<p>Find the best tech and digital career opportunities.</p>

<h2>Contact Us Today</h2><p>If you are interested in this transition programme, complete the form and find out how we can help you.</p>

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<p>Find the best tech and digital career opportunities.</p>

<h2>Contact Us Today</h2><p>If you are interested in working with STS Aviation Group, complete the form and find out how we can help you.</p>

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<p>Our clients have a range of roles for all skills and experience levels, so whether you are looking to transition into a new field or want to make the next step in your career, we are here to help.</p>
<p>We're passionate about the Aerospace and Defence sector, and experts in sourcing and placing talent globally.</p>
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<h1>Join Our Team</h1><p>If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, Carbon60 is the place for you. Developing alongside creative and driven colleagues, you'll have the opportunity to work with a range of dynamic clients.</p>

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<h1>Meet the Team</h1><p>Our people are what make Carbon60 extraordinary. We believe in our people and support their wins, providing an exceptional team of talented individuals who share our values and passion.&nbsp;</p>

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<h1><strong>Carbon60 Our Values</strong></h1><p>Our Values, or as we like to call it at Carbon60; Our DNA.</p><p>We are proud to be accredited by Investors in People and take pride in providing an environment where our staff feel happy, empowered, and passionate about their work.</p>

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<h1>Sustainable Recruitment</h1><p>Using the expertise and extensive experience of Carbon60&rsquo;s dedicated subject matter experts, we're committed to nurturing engineering and construction talent pipelines across all of society.</p><p>Our objective is to bridge existing and future skills gaps and contribute any way we can to the sustainable future of our industries, customers, and people.</p>

<h2>Our Services</h2><ul><li>Temporary supply</li><li>Permanent recruitment</li><li>Outplacement actions (for different locations)</li><li>Fixed price projects</li><li>On-Boarding Service</li><li>MSP</li><li>Market Intelligence</li><li>SOW</li><li>Head Hunting</li><li>Executive search</li></ul>

<h1>Carbon60 Switzerland</h1><h4>Offices in Basel, Lausanne and Olten</h4><p>With over 15 years of local presence in Switzerland, Carbon60 is at the forefront of engineering recruitment, driven by ambition, expertise, and dedication. Our specialized team focuses on aviation, aerospace, defence, special equipment manufacturing, and civil engineering. We bridge the gap between engineering and technical specialists and the brightest talents, offering comprehensive talent solutions and services tailored to the needs and challenges of businesses, their teams, and the wider industry. Within these niche sectors, we are generalists, capable of covering all types of technical roles.</p>

<h2>What are the benefits to Talent Marketing Solutions?

<h2>Contact Us Today</h2><p>If you are interested in one of our Training and Apprenticeship programmes, complete the form and find out how we can help you.</p>

<h1>Business Solutions</h1><p>As project engineering and technical recruitment specialists, we’re dedicated to people and the difference we make in our industry. We collaborate with our clients to create talent solutions that work for them, covering one-off placements, specialised search, consultancy, temporary workforce solutions, permanent workforce solutions and more.</p><p>Explore below our services and find out more about how Carbon60 can help you.</p><p><br></p>

<h2>Allies in Engineering</h2><p>We’re dedicated to people and the difference we make in our industry.</p>

<h1><strong>Project engineering and technical recruitment specialists - Driving the future of engineering.&nbsp;</strong></h1><p>With ambitious people at our heart, we’re driven by our ability to facilitate positive change. Connecting engineering specialists with the very best and brightest talent, we go the extra mile to create bespoke solutions and powerful collaborations.</p>

<h2>Virgin Atlantic Aeronautical Graduate Programme</h2><p>Complete the form to register your interest in the graduate programme.</p>

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