Payroll Solution

Sage wanted a partner who could manage the end-to-end process from initial sourcing and attracting candidates, through to onboarding and payroll. They needed a payroll solution that would save a large degree of administrative time for their busy team and reduce compliance risk.

Talent designed an onboarding solution that would provide a seamless experience for Sage, candidates and our team throughout the hiring process and beyond.

Included in the service:

• IR35 determination management
• Contract management (via DocuSign)
• Contractor onboarding
• Contractor payroll
• Umbrella company PSL management
• Contractor Care Charter

Cutting out the Recruitment admin is key for Hiring Managers

Talent has developed a range of deployment strategies to help with this, speeding up the time to hire and also improving the candidate experience.

In the case of Ralph Lauren this included consulting on the recruitment process, best practice and onboarding support. We also created an onboarding checklist to help internal stakeholders keep on top of everything involved in the process of getting candidates started.

Helping with the hiring process

With so much on their plate, the hiring managers at Ralph Lauren have very little time to manage all of the admin involved in a recruitment process.

We designed some quick fix strategies to help with this, speeding up the time to hire and improving the candidate experience. This included consulting on the recruitment process, best practice and onboarding support. We also created an onboarding checklist to help internal stakeholders keep on top of everything involved in the process of getting candidates started.

To ensure shortlisted candidates have the right skills, personality and approach to work that Ralph Lauren need, a robust screening process was developed to identify who would align with the client’s ethos and quality driven approach.

This helps the team shortlist only those who they are certain will thrive at the company, and ensured that every candidate presented suitable for interview. CVs were presented within 48 hours of receiving a request and we created an easy to manage process where calls were scheduled in advance to review and make decisions on CVs.

How we helped Presence save time and win more projects…

Consultative partner.

Presence has quickly become one of our best friends – we talk to them around 3-4 times per week to advise, support and consult them on management decisions with contract staff. 

We have helped them structure T’s & C’s and billing processes with new clients, been a listening ear during challenging times, provided reassurance on all things talent-related and supported with process design.

Interview support.

Fundamental to the success of Presence is their quality-driven, collaborative team who work together to deliver the best possible solution for their clients. We needed to ensure that every candidate shortlisted would be aligned with Presence’s ethos. 

We encouraged candidates to talk candidly about the challenges they faced, the types of projects they enjoyed working on, the things they didn’t like so much about their job, what their learning and development needs were, how they collaborated with others and anything else that would help us determine whether they would be the right fit. 

Bid confidence.

Presence is one of our clients who rely heavily on new talent to deliver high-profile projects for their customers. They are a growing company with a strong reputation to maintain and need to be certain they will have the right people, at the right time – without fail. 

Because of our history of attracting great talent to Presence, they came to trust our ability to quickly mobilise teams which gave them the confidence to bid for new projects. One of these required us to build a team of 14 engineers. This campaign became our highest priority. We took a whole team approach and had a shortlist sent over within 48 hours of briefing.

Finding the talent.

To help Presence identify and attract a diverse selection of candidates, we needed to ensure our approach to talent attraction was broad and inclusive. Presence asked us to hire for strategic permanent and contract roles, with skills across multiple tech stacks and specialisms needed.

With a major initiative to build a truly diverse workforce, Presence needed us to use our knowledge and network to create candidate attraction initiatives that were fully inclusive and would result in a broad, unbiased shortlist.

We used all the tools in our kit to ensure no stone is left unturned. This included:

• Local and national talent community building, networking and referrals
• Market mapping and strategic headhunting
• Targeted advertising campaigns
• Community partnerships that support DE&I initiatives
• Social media engagement
• Database search
• Blogs/individual content engagement
• Events & meetups attendance

Improving the candidate experience increases hires…

Maintaining candidate engagement in a fast-paced market is challenging enough – good candidates know their value and often won’t do coding challenges. Presence was losing out simply because candidates felt disengaged with the two-hour coding assessment they had to complete – other companies were snapping the talent up quickly. 

We helped them re-design the process to include a screen share live code review within the 2nd stage interview which helped them stay engaged with the candidates and gave candidates the opportunity to discuss their strengths and training needs with their future employer.