Audley Retirement is a leading provider of exclusive retirement services and one of the fastest growing companies in their industry. They develop and run award-winning retirement villages, which have all facilities of a boutique hotel, from landscaped grounds to high-end restaurants and health clubs. They also have a dedicated care team, who provide support to all home owners as well as their customers out in the local community. They seek to change the way people view retirement and careers in their industry.
Omni was selected as Audley’s resourcing partner following a competitve tender process in 2016, managing all permanent, contractor and temporary recruitment up to Board level across Audley’s business. Roles include hospitality, care, catering, front-of-house and reception, housekeeping, property maintenance as well as all head office and business support roles.
We’ve also worked in partnership with branding experts CA3 in the development and implementation of Audley’s new employer brand and careers site, and together we’ve made a huge impact on Audley’s business.
Key Contract Achievements
- The development and implementation of Audley’s employer brand and careers site which is linked seamlessly to our own ATS to monitor and manage all candidate applications.
- The creation of a strong and consistent candidate experience which is underpinned by Audley’s employer propositions and promise at every stage.
- The implementation of our ATS has streamlined the recruitment process , bringing in best practice, process efficiencies and control & visibility of all recruitment activity across Audley’s business.
- We’ve brought the average cost per hire down by more than 35%, helping Audley to realise significant savings on their recruitment.
- Time to hire has reduced from 18 days to 13.5 days due to a better and more streamlined process and better quality candidates.
- To ensure their employee attraction strategy is aligned with their high quality brand
- To simplify the application process and streamline the recruitment process
- To utilise a resourcing PSL to manage commercial and consistency issues throughout their business
- Agency spend has reduced by almost 50% (73% to 25% of annual recruitment spend) – almost a third of what it used to be. This is thanks to a real focus on direct sourcing and innovative social methods to target quality talent in often remote and exclusive areas of the UK in which their villages are located.
- Recruitment spend has remained the same despite a 32% increase in the number of hires across their business (and despite the investment made into their employer brand and careers site).
- Drop out rates before day one have fallen by more than 50%, and turnover by 1.5%. In care, turnover has fallen by almost 19%.
- The ongoing development of a talent pipeline in order to support Audley’s strong growth strategy to open more and more villages across the UK.
