We offer a range of innovative and effective resourcing services, from individual support for particular areas to full end-to-end solutions. With deep experience of working with Government and public sector clients, we can mobilise quickly and adapt our approach to your unique needs, budget availability and expectations around speed-to-hire.
We’ve grouped our services under four headings as follows.
Attracting the best people to your organisation is critical to future success. We’ll help you plan the most effective strategies, based on solid data, and put them into action.
Our attraction experts will dive deep into your brand and analyse your vacancies to understand what’s needed. Then, they’ll select from an extensive range of options to target the ideal candidates. Job boards are a tried-and-tested solution that we can help you optimise. Using our Applicant Tracking System, you can post on both targeted attraction channels and to sites with broader interest. All responses can be directed back to a purpose-built microsite. Featuring Google analytics, videos, images and a persuasive overview, they’re fully customisable. Social media has become a powerful tool for attraction and can be linked to your site (or microsite). With compelling, creatively crafted content, we can target and re-target potential candidates through platforms such as Facebook, LinkedIn, Instagram and Snapchat.
Offline solutions can also play a pivotal part in campaigns. Print ads sometimes have the power to reach audiences that digital banner ads can’t. Out of Home advertising can also make an incredible impact through ad vans, bus sides, tube panels and billboards. Our consultants will draw on their expertise to find the perfect blend of digital and traditional media.
We operate as an extension of our clients’ HR and Recruitment departments and understand that good candidate experience maximises recruitment throughput and minimises attrition. Taking good care of candidates throughout the recruitment process simply makes all the difference. The way they’re treated can decide whether they join you or choose another employment offer.
As experts in large-scale recruitment campaigns, we’re well used to adapting the size and scale of our infrastructure to ensure sufficient capacity for the number of potential candidates.
SSCL provides specialist one-to-one candidate support via communication channels such as recruitment portals, email, text, live chat, chat bots and telephone calls. Through intelligent contact routing and case ownership, we develop relationships between candidates, contact centre staff and talent acquisition consultants.
With our cost-effective candidate contact, potential hires can engage through multiple channels depending on their preferences or needs. There’s telephone and email; both suited to those with complex queries who need to provide detail. There’s also Livechat – ideal for applicants who may need to contact the team while out in public or away from an office location. Meanwhile, Chatbots offer first-line digital support – good for simple queries and out-of-hours contact. Chatbots can even use sentiment analysis to assess whether a call-back is necessary. Create a digital assistant and reduce demand on your real-life team.
In a hugely competitive environment, creative engagement stands out. That’s why Virtual Reality (VR) is becoming an increasingly popular choice. This transformative technology can immerse an applicant within your organisation without them stepping through the door. A prison, a submarine, a police station – they get a vivid picture of the workplace as well as a sense of the culture, values and role. We’ve built virtual experiences for clients as varied as the Metropolitan Police Service (MPS), the Royal Navy (RN) and the Prison Service (HMPPS). Each one strengthened engagement by creating excitement and an emotional response.
Selection and Assessment
Identify the best people for the job in a fair, unbiased way. Our experts can draw on an array of Selection and Assessment services to help you find the talent you need.
The initial screening of applications can be time-consuming, but it doesn’t have to be. Well-constructed automated processes can identify the best potential candidates, without adverse impact, improving time and cost-to-hire. Our online tools include tests for basic skills and reasoning; personality and psychometrics; health assessments; and video-based assessments that simulate work scenarios. Our Online Test Players will integrate with your pre-built tests, so there are no compatibility worries.
For high volume recruiting, Assessment Centres (AC) can be invaluable. Fixed or pop-up, they’re delivered by skilled staff to meet the highest standards. That doesn’t just mean they’re accessible, professional and 100% user-friendly. It means they’re a digitally-optimised and rewarding experience for all candidates.
Support for interviews ranges from scheduling and admin, to the provision of expert assessors. We can also set up online platforms for video interviews and assist with face-to-face arrangements. And because selection and assessment is a complex process that must be continuously reviewed, we’ll provide quality assurance and help you identify improvements.
Resourcing doesn’t end with finding the perfect person – you also need to prepare them for day one. A good on-boarding process ensures that candidates (who may have multiple offers) remain excited and focused on your opportunity.
On-boarding portals keep new recruits engaged and help them step smoothly into their role. It’s the ideal introduction, with interactive content that welcomes and informs. Fully customisable, portals can include everything from video inductions to live employee forums. And that’s how successful transitions start.
The final step before employment is thorough vetting; essential for many public sector clients. Our Electronic Pre-Employment Check (ePEC) tackles the job digitally and efficiently, capturing all candidate data and checks on a single, paper-free system. GDPR-compliant, ePEC radically reduces time-to-hire. For one client, it’s cut the amount of time to receive a pre-employment pack from 36 days to 3.