How Omni Reduced Candidate Dropouts by 30% for VINCI

VINCI Group - How Omni Found & Placed Scarce Talent Across Niche Business Functions

Problem

The VINCI Group (Eurovia, Taylor Woodrow and Ringway Jacobs) had two major issues within their recruitment process. Firstly, they were experiencing a high number of their candidates dropping out before their first day. Secondly, due to the niche nature of their roles, they were having difficulty finding and placing scarce talent across key business functions.

Omni implemented several targeted strategies, each designed to address key pain points in the hiring process:

  1. Streamlined Onboarding Process: Omni together with VINCI HR team implemented a more efficient process for post offer candidate vetting within its ‘Defence’ Division where delays and onboarding challenges were being seen previously.
  2. Enhance Candidate Engagement: To keep candidate engaged during the pre-start phase, Omni initiated regular check-in calls conducted by both Recruiters and a new introduced Candidate Care Team.
  3. Improved Hiring Manager Involvement: A Recruiting Manager guide was introduced, which included critical touchpoints ahead of the candidate’s start date. In addition, Recruiting Managers were provided with recruitment and onboarding training, emphasising the importance of regular candidate contact and the importance of their role in preventing ‘dropouts’.
  4. Faster Contract Administration: Omni and VINCI worked together to implement an improved Service Level Agreement (SLA), reducing the time for a contract of employment to be issues to new starters from 5 days to just 48 hours. This reduction meant candidates received their contracts sooner, allowing less time for the candidates to be swayed by other employers and counteroffers.
  5. Data-Driven Insights: Omni measures on an ongoing basis, the impact and effectiveness of process changes and improvements through analysis of the data captured within the recruitment systems used.

Results Achieved for VINCI

Dropout Rate

We achieved a 30% reduction in 'dropout rate' post offer.

Time-to-Hire

VINCI saw a 51% reduction in time-to-hire.

Direct Hire

An 88% direct hire rate was achieved with 1,707 vacancies filled.

How Did our End-to-End RPO Solution Help?

VINCI took advantage of our End-to-End RPO Solution. This is a full-service model that helps alleviate the burdens associated with attracting, screening, and onboarding candidates, fostering a streamlined, tech-enabled, and inclusive recruitment service. From day one we embedded ourselves in VINCI’s values and culture, working as an extension of their team covering the full recruitment process from engagement and sourcing to offer management and onboarding.

Other Recruitment Solutions

On-Demand RPO

Flexibility is key. Our On-Demand RPO solution adapts to your changing business landscape, to scale recruitment efforts up or down depending on your needs. Whether you need further expertise to ramp up attraction across challenging skill sets or just additional capacity to prevent delays in the recruitment process, we can move quickly to provide the support you need.

On-Demand RPO

Project RPO

Are you looking to tackle high-volume, short-term, or specialised recruitment projects with ease? Omni’s Project RPO services offer the expertise and scalability you need to attract and select quality candidates.

Project RPO

Managed Service Provider (MSP)

Omni’s MSP solution is a service for a contingent workforce that manages agency supply and candidate engagement from one single source. Our MSP solutions streamline your contingent workforce management addressing cost pressures, time constraints, and compliance challenges.

Managed Service Provider (MSP)

RPO FAQs

RPO, or Recruitment Process Outsourcing, is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider. 

In traditional hiring, organisations typically manage recruitment processes in-house, from sourcing candidates to onboarding. This often requires significant time, resources, and expertise from internal HR teams or hiring managers. However, traditional hiring methods can sometimes struggle to keep pace with changing talent demands, especially in industries facing skill shortages or rapid growth.

RPO offers a holistic and strategic approach to talent acquisition. RPO providers like Omni act as an extension of an organisations brand, assuming responsibility for recruitment activities such as candidate attraction, sourcing, screening, assessment, and even onboarding. By outsourcing these functions to specialised experts, organisations can benefit from industry knowledge, resources, and technology to give access to the best talent at pace.

One of the key differences between RPO and traditional hiring lies in the level of specialisation and scalability offered by recruitment RPO providers. RPO partners often have dedicated teams of recruiters who specialise in specific industries or skill sets, allowing them to access niche talent pools and identify high-quality candidates more efficiently. Additionally, RPO solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs, whether it’s scaling up recruitment efforts during peak periods or adjusting to changing market conditions.

Recruitment Process Outsourcing (RPO) can significantly enhance your Talent Acquisition strategy by providing specialised expertise, scalability, and strategic partnership. Here’s how:

Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. These experts possess in-depth knowledge of the labour market, industry trends, and sourcing techniques, allowing them to identify and attract high-quality candidates efficiently. By leveraging their specialised expertise, RPO partners, like Omni, can access niche talent pools and ensure high-quality people for your organisation.

Scalability: One of the key advantages of recruitment RPO is its scalability. RPO providers can quickly scale recruitment efforts up or down based on your organisation’s hiring needs. Whether you’re experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can adapt to accommodate your changing requirements. This flexibility ensures that you have the right resources in place to meet demand without overburdening your internal HR team or sacrificing recruitment quality.

Cost-Effectiveness: RPO recruitment can offer cost savings when compared to traditional hiring methods. While there may be an initial investment in outsourcing recruitment to an RPO partner, the long-term benefits often outweigh the costs. RPO can help reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for your organisation. 

Strategic Partnership: RPO goes beyond transactional recruiting by forging a strategic partnership between the RPO partner, like Omni, and your organisation. At Omni, we become an extension of your employer brand and we work closely to understand business objectives, culture, and talent requirements. This collaborative approach allows RPOs to tailor recruitment strategies that align with your organisation’s goals. By working as an extension of your HR team, RPO providers can provide valuable insights, leading practices, and innovative solutions to help achieve talent acquisition objectives.

Recruitment Process Outsourcing (RPO) is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider, like Omni. The partner is known as the RPO provider and assumes responsibility for various aspects of the recruitment process, including candidate attraction, candidate sourcing, screening, assessments, interview coordination and onboarding.

Recruitment RPO is about leveraging specialised expertise, technology, and resources to streamline the recruitment process and improve hiring outcomes. Rather than relying solely on internal HR teams or traditional recruitment agencies, organisations partner with RPO providers to access a broader range of talent to enhance efficiency and drive better results.

The specific services offered by RPO providers can vary depending on the needs and preferences of the organisation. That’s the beauty of RPO. Some organisations may opt for end-to-end RPO, where the RPO provider manages the entire recruitment process from start to finish. Others may choose to outsource specific elements of the recruitment process, such as candidate sourcing or interview scheduling, while retaining other aspects.

There are several key advantages:

Access to Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. This expertise allows them to identify and attract high-calibre talent more efficiently than internal HR teams or traditional recruitment agencies.

Scalability: RPO recruitment solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs. Whether your organisation is experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can flexibly adjust to accommodate your changing requirements.

Cost Savings: RPO can offer cost savings compared to traditional hiring methods. By outsourcing recruitment processes to an external provider, organisations can reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for the business.

Strategic Partnership: RPO recruitment goes beyond transactional recruiting by fostering a strategic partnership between the RPO provider and the organisation. At Omni, we work closely with our organisations to understand their organisation’s objectives, culture, and talent requirements, allowing us to tailor recruitment strategies that align with the organisation’s goals and values.

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Contact us to discover more about our RPO Solutions