Case Studies

To showcase the breadth of how I can help you, I’ve highlighted six different case studies from my portfolio. Read on to find out more.

  1. Job Search - individual clients

  2. Transformation - New England Seafood, a new talent model

  3. Organisation Design - Thomson Reuters, Know Your Customer

  4. Candidate Attraction - Gatwick Airport

  5. Recruitment Redesign - Local Government

  6. Workshop Design & Delivery - Women in Paytech

Job Search

Individual clients

Context

My work with individuals is confidential to them although there are some similar starting points and themes – desire for a new direction, conflict or unhappiness at work, challenging team dynamics or transformations and restructures all play a part.  Preserving their confidentiality is why I’ve used a group example here.

My brief

The entire business had been restructured by new owners and the operation was transferring to Lincolnshire from Surrey. This was a relocation step too far for many including some directors.  The key focus of my assignment was to rescue failing recruitment (and search) campaigns – directors, senior leaders and SMEs, although I set myself another target to support leavers.

Solution

I reinvigorated recruitment and provided confidence that timelines were back on track, although I was conscious that many of my colleagues had their own challenges in seeking new roles.  I had been supporting many of them individually (often while travelling between Croydon and Lincoln).

I designed a leaver support programme and achieved Board sponsorship.  I led lunchtime workshops on stand-out CVs, job search and interview skills.  I encouraged managers to release team members for individual interview practice.  I continued individual coaching with senior leaders.

The outcome

Colleagues were proud of their revitalised CVs and job applications.  Many were better able to recognise their transferable skills.  They approached interviews with renewed confidence and they felt better supported, which seemed to ease the challenges of redundancy. And of course, I delivered quality recruitment campaigns on time.

Transformation

New England Seafood

Context

This business was growing at pace.  The HRD wanted a unified talent model to include attraction, performance and development.  The HR team were all involved in recruitment in some way, although the HRD needed a single point of accountability and expertise for an interim period.

My brief

There was a need to reduce some of the perceived complexity around managing talent.  The HRD aspired to an accessible and integrated talent model with “how to” guides and learning workshops.  There were several high profile search and recruitment campaigns to lead.

Solution

In partnership with the HRD, I simplified the existing capability framework.  I designed a talent model and defined four key areas – attract, assess, perform and develop.  Each area was defined in everyday language along with its accompanying business activities.  Some “how to” guides and other learning options completed the assets.  I ensured that existing and new recruitment campaigns were expertly led.

The outcome

The new talent model was launched without fuss or fanfare.  Colleagues were sign-posted to the newly available toolkit and assets as people challenges occurred.  I delivered a series of masterclasses.  High profile recruitment campaigns were delivered on time. I left behind a legacy of learning, revitalised processes and productive partnerships.

Organisation Design

Thomson Reuters

Context

This was to be the firm’s first ever managed service.  Imagine the challenge of creating a successful business start-up. New people in new roles, new ways of doing things and with everyone and everything needed at speed – it had to be right first time.

My brief

A blank sheet of paper, it began with an urgent need to create realistic work profiles from the target operating model. My first challenge was to design job descriptions and assessment tools, while working with directors and senior leaders to recruit their teams.  Requirements were in the hundreds globally – this was volume and specialist resourcing at pace.

Solution

I designed and validated around 75 different job descriptions and accompanying assessments from scratch.  I created easy to use materials which encouraged objectivity and global consistency.  It wasn’t practical for me to be involved in every single interview, although I was instrumental in setting and maintaining the quality standard.  I coached local and global teams from a London base.

The outcome

Time and volume targets were unforgiving although we met our targets and secured quality hires.  My assignment was extended and I went on to recommend and mobilise the structure which would deliver ongoing resourcing success from Poland.

Candidate Attraction

Gatwick Airport

Context

Gatwick Airport has an enviable reputation for excellent customer service.  Around 200 different businesses operate at the Airport and have a hand in delivering that service.  Many hundreds of jobs are available each summer and to protect Gatwick’s reputation, Airport managers need to be confident that recruitment targets will be met.

My brief

An element of my brief was to identify potential barriers to successful recruitment and to recommend solutions. I focused on scalable solutions which would bring maximum benefit to the widest audience for the longest time and make sound commercial sense.

Solution (one of Many)

For the majority of jobs at Gatwick, there are stringent referencing requirements.  I recognised that job seekers, local communities and education providers needed greater visibility of these essential criteria.  Gatwick sponsorship for my campaign was unanimous.  Campaign assets are bright, engaging and successful. Find them [here].

Five Year Referencing Non Branded[2].jpg
Five Year Referencing Non Branded[3].jpg

The outcome

Job seekers and their sponsoring organisations are better informed.  Talent pipelines flow more freely as candidates and third parties better understand the level of referencing detail required.  The numbers of job offers which do not materialise in work due to incomplete referencing have decreased.  Local communities and Gatwick employers continue to use the campaign assets.

Recruitment Redesign

Context

A talent acquisition challenge.  Senior Leader recruitment was resource hungry, slow and surrounded by “urban myths”.  Some third-party search firms believed they knew better than this (public sector) client about their needs.  Skill levels varied which resulted in poorly written adverts, unwieldy interview questions and poorly tracked data e.g. D,E & I.  The candidate journey was often unclear at the outset and the process “evolved” with ad loc elements added.

My brief

“Work your magic Heather and sort this out quickly please.  We need your expertise”.

Solution

I recommended (and delivered) a 12-week review which included early implementation of my recommendations once agreed by the client (within the time limit).  There was little time for tortuous review and lengthy debate.  The review relied heavily on colleagues, as much as “open and honest” disclosure / discussion.  There was an urgent need to map the process both in terms of how it was and how it should be, along with roles and accountabilities.  I contracted to create a legacy of learning, a series of “how to” guides and a comprehensive toolkit.

The Outcomes

  • Fit for purpose process improvements, reduced costs, greater diversity (all participants)

  • Updated process maps, quality reference materials and “How To” guides

  • Improved collaboration with suppliers and candidates – fewer process surprises

  • Quality learning materials for interviewers (as well as an “off the shelf” workshop design)

  • Access to a bank of realistic questions / presentation topics

  • Speedier turnaround on requests for data and analysis enabled problem resolution at pace

  • A new cohort of talented leaders hired

Workshop Design & Delivery

Context

A professional association (historically a male-dominated profession) wanted to create a series of workshops for aspiring women, although in the spirit of inclusion, men were invited, too.  My client was Anne Pieckielon, the Chair of Women in Paytech.

My Brief

Some ideas to help workshop participants with:

  • Networking

  • Positive Conversations

  • CVs

Anne’s introduction to members summed up the brief, “We’ve listened to your feedback and created a series of masterclasses on the topics which you’ve told us interest you most. We’ve made them fun and interactive. We’ve created a safe environment where you can practise new skills and make new contacts”.

Solutions

I recommended and designed a half-day interactive event with practical opportunities to “work the room” assisted by some question cue cards and badges suggesting personal interests (making conversation a little easier to initiate).  This “networking by numbers” session was followed by smaller group “roundtable” discussions and feedback on positive conversations e.g. swapping “don’t forget” (a potentially negative phrase), to “remember” (a positive) or complimenting the person rather than their clothes!  The workshop concluded with a lively debate on creating stand-out CVs.

The Outcomes

A positive workshop vibe, an engaged audience, lots of positive conversation and an overwhelming take-up of my offer to review individual CVs and provide confidential feedback.  A very satisfied client, not to mention the group of participants.