UFI
Ufi is the organisation behind learndirect. Its remit is to use technology to transform the skills and employability of the working population in order to improve the UK’s productivity.
In the seven years since it was established, the learndirect network has become the largest elearning network of its kind in the world. Part of its success lies in the individualised delivery of learning to a mass audience through a unique combination of flexibility, accessibility and support.
The Change
The HR department had undergone a period of transition, with changes in personnel and a consequent lack of continuity across some areas.
A previous relationship with an outsourced supplier had lapsed; the subsequent recruitment activity had led to a fragmented and costly service and the significant improvements necessary to capitalise on the human resource within the organisation had not been made.
It was at this stage of the Ufi change program that Independent RPO were asked to step in and undertake some consultancy work in the form of a recruitment audit
Independent RPO was asked to undertake an audit to establish how best to improve the recruitment process across Ufi.
Over a period of two weeks, Independent RPO spoke to more than 40 individuals at all levels involved with the recruitment process, including representatives from external advertising agencies and recruitment agencies.
Through these conversations, Independent RPO built a clear idea of the issues being faced by those involved in the recruitment for Ufi – these included:
· high levels of cost
· minimal control and management of the process
· limited recruitment support to hiring managers
· over reliance on recruitment agencies
· lack of consistency across recruitment activity
· equality and diversity practices
· no ownership of recruitment within Ufi
Independent RPO made a series of recommendations on how best to tackle each recruitment issue including more detailed proposals on how to implement greater control across the resourcing process, ways to maximise employer brand and tools to reduce overall costs.
The detailed audit was documented and presented to the Board and is now being used as the backbone for the recruitment change program
