NSL Marston Holdings
Case Studies ❯ NSL Marston Holdings
“We have been working with Radical Recruit since August 2020. The first project we did was ground-breaking for us, as an organisation, and introduced us to a whole new talent pool of individuals who had previously been ignored by the business. Radical’s approach was to support us by providing us with potential candidates who understood our business and who were work-ready. We even won an award for our work.
Although this particular project has ended – it was funded by the GLA - we have continued to work with Radical and we have now recruited over 20 employees from the homeless community and other disadvantaged backgrounds such as domestic violence victims and ex-offenders.
The ethos of Radical has helped increase our overall social value commitments to clients which has been really well received. In addition to recruiting new employees, we have also tapped into Radical’s expertise in re-writing job adverts and job descriptions.
Like many organisations, we were struggling to fill vacancies and therefore we had to look at new ways of attracting candidates. Radical ripped apart our existing recruitment adverts which were outdated and not enticing to candidates at all.
Working with our colleagues they have provided ground-breaking adverts which catch the eye and really sell our employment opportunities to everyone whether they be looking for full or part-time work or even flexible working.
We would have no hesitation recommending Radical and we look forward to an exciting, long-term relationship."
NSL Marston Holdings is a large UK-based court order enforcement and corporate debt recovery organisation. They reached out to Radical when they were struggling to attract the volume of high calibre candidates they needed to fill large numbers of Civil Enforcement Officer vacancies across their locations throughout the UK. They enlisted Radical Recruit’s consultancy services to audit their current advertising and attraction methods and provide an alternative approach to this particularly challenging recruitment drive.
Radical took the time to individually interview various stakeholders to find out more about the role of a Civil Enforcement Officer and try to ascertain where their current recruitment methods were losing the much-needed traction that NSL wanted.
Through careful interviewing, resulting in a comprehensive report, Radical were able to establish that the main flaws in their current recruitment process were due to:
1. The role not being sold in an appealing yet accurate way, therefore failing to attract candidates who would be willing to occupy the position for a substantial period of time
2. The adverts being positioned as a checklist of demands rather than an enticing piece of recruitment marketing copy aimed to keep candidates engaged through to application
Radical used the findings of the report to rewrite and reposition the advert, resulting in a 50% uplift in candidate applications within the first four weeks of publishing to job boards.