Case Studies

Recruiting a Diverse Workforce

An International B2C brand engaged with Broster Buchanan to offer specific solutions for recruiting a robust and diverse workforce

Case Studies

Recruiting a Diverse Workforce

An International B2C brand engaged with Broster Buchanan to offer specific solutions for recruiting a robust and diverse workforce

The Project

With an operational team that consisted of a 25% female to 75% male gender split, an International B2C brand engaged with Orbbis to provide a talent consultancy report which offered specific solutions to resolve the challenge of recruiting for a robust and diverse workforce.

The Challenge

In light of global talent constraints in STEM careers, this business was faced with the challenge of recruiting a robust and diverse workforce, particularly within a specific organisational department which was positioned below the company average, consisting of a 25% female to 75% male gender split. ¬†Priding itself on a strong workforce tenure, this business experienced a structural gap within the organisational design of this team and so was seeking a talent consultancy report to support greater investment into organisational design, process improvements, culture and attitudes with a specific focus on: –

  • Additional talent pool channels, to increase diversity and accessibility
  • How best to effectively engage with different candidates in the market
  • Competitor market analysis
  • Improved attraction, recruitment and retention strategies the business

The Solution

Broster Buchanan consulted on the following areas and as a result this business reviewed their HR strategy in alignment with many of the recommendations; they plan to partner with Broster Buchanan in the future to deliver the remaining deep-dive recommendations.

  • Standardise job specifications to ensure structure and language is consistent and appeals to a diverse talent pool
  • Track rejected candidates via the ATS and talent pool these candidates for future engagement
  • Conduct an internal culture and process review to track the end-to-end recruitment process; conduct a candidate experience assessment
  • Promote hard to fill roles with key role models who support the image of diversity and top talent in the business
  • Promotion of apprenticeship scheme
  • Manage online reputation
  • Look to develop a relocation packages for hard-to-fill positions
  • Development of further training, learning and development strategies
  • Identification and management of a local market talent pool
  • Ongoing review and development of reward and recognition strategies
  • Conduct an organisational infrastructure review
  • Implement a mentoring and reverse mentoring scheme
  • Develop school engagement project

Search JobsSend Us Your CV