TALENT ATTRACTION
G-NIUS track record within housing associations
A common need for housing associations
Typical costing model
Conclusion Introduction to G-NIUS
Our recruitment track record within housing
INTRODUCTION TO
The world of work has changed…as has how organisations are now able to source talent
The RPO* / Talent Solutions business of Goodman Masson was born to help our clients recognise and take advantage of these changes.
And it is now known as G-NIUS.
Why? Simply because the success of our RPO business over the last few years means it is the right time for us, as part of the group, to have our own Brand!
*Recruitment Process Outsourcing
We have won 40 major awards in the last 7 years....more than any other business in our sector
being brilliant at t and how to source o develop compelling e way in which we ch to D&I*.
business brings ith a primary objective
odernise how they find and evolve their
*Best Workplace Allyship Programme - RITA 2023
Best Industry Group Inclusion Advocacy Initiative - RITA 2023
UK's Best Workplace for Women - GPTW 2019, 2020, 2022 & 2023
Diversity & Inclusion Award - TIARA Awards 2021
OUR TRACK RECORD WITHIN HOUSING ASSOCIATIONS
hope in some small way the case studies we are will demonstrate how we may be able to help you too.
Activity across our G-NIUS Housing partners in 2023
22,491
Total number of applications
23,382
Total number of candidates headhunted / approached
15,825
Total number of phone screens
2,483
Total number of 1st interviews arranged
21
Average days from job ‘ go live’ to candidate offer acceptance
478
Total number of roles filled
Our work with Incommunities
Based across Yorkshire, Incommunities employs 1,200 people and they manage over 22,000 homes. We have been working there onsite for two years.
Our work with Octavia
Based in London, Octavia employs 500 people. We have been working there onsite for three years.
Our work with Together Housing
Based in West Yorkshire, Together Housing employs 1,400 people and manages over 36,000 homes across the North of England. This is one of our newest G-NIUS partners, having started in September last year.
Our work with CHP
Based in Chelmsford, CHP employs 300 people. They provide and manage over 11,500 homes and provide services for over 27,000 customers in the eastern region of England. We have been working with them for five years.
Our work with Thrive Homes
Based in Hemel Hempstead, Thrive employs 200 people. They own and manage over 5,500 homes throughout Hertfordshire, Bedfordshire, Buckinghamshire and Oxfordshire. We have been working with them for three years.
As part of our onboarding process with Housing Associations within the first month, the following is achieved…
racking System (ATS) implementation on enabled)
itment team onboarded
ager System and process training
tion and sign off process installed
t process agreed
process implemented
Weekly, monthly and quarterly recruitment
ng processes implemented
r our second quarter of working together we our employer brand consultation.
Not just finding people.
Outside of just finding candidates, our G-NIUS clients in 2023 have enjoyed:
Dedicated Onsite Recruitment Teams, with wider support and resources from G-NIUS head office
Employer Brand consultation and strategy action plan
Application Tracking System (ATS) installed and managed, including sitting on the mobile phone of all hiring managers
Diary management and booking of interviews / management of logistics throughout the recruitment process
Vacancies advertised on premium job boards
Full market mapping and creation of a candidate pool for each vacancy
Salary benchmarking
D&I surveys incorporated into the recruitment process with quarterly reporting on data trends within recruitment
Onboarding compliance checks
A COMMON NEED FOR HOUSING ASSOCIATIONS
Reflecting on our meetings and conversations with Housing Associations
...there are a number of challenges we have been able to find solutions for amongst others, these include:
Building a resourcing function that modernises how talent is sourced
Access to new and wider talent pools
Talent pipelining and workforce planning
The creation of smooth recruitment processes
Improving the choice of talent when hiring
Creation of your employer brand and EVP
A reduction in the overall cost of talent attraction
Over the last 4 years we have helped a number of Housing Associations by changing their approach
to talent attraction
a modern and progressive approach to talent… need to move away from the traditional of recruitment.
udes:
ving the reliance on filling vacancies through ies and job boards
job boards as an extension of your employer
t mapping (of the various job families that exist n your organisation)
pooling (contacting, coding and storing ate information)
g a database of talent that is the property of ganisation…this becomes your pipeline of
The design, implementation and management of a recruitment process
needed to support and complement how talent is d.
simplicity to the hiring
on mobile for all
yer brand reporting
ent compliance
nd your Marketing &
oyer brand across all social media channels
Provide guidance on the design and reshape of your ‘Work For Us’ pages
Build your employer brand through the creation of content (and a content plan) across all social media
TYPICAL COSTING MODEL
Guy Hayward our Group CEO would oversee the running and success of any relationships alongside one of our G-NIUS
d in our costing are:
nce support including right to work and reference gathering
, D&I, employer brand reporting and
Salary benchmarking projects
Improving the new starter experience through onboarding
Process support
LinkedIn training for all hiring managers to support promoting your employer brand
Diversity interview training as required
A fee arrangement of 10–15% of first year salary depending on the type or RPO
The salaries of an experienced recruitment manager and team
LinkedIn Recruiter Licenses
LinkedIn and job board advertising costs
The purchase and implementation of an ATS
All work around your EVP and employer brand
Review of recruitment marketing materials
GOODMAN MASSON’S TRACK RECORD WITHIN HOUISNG
Supporting
G-NIUS
is the
Housing team within
Goodman
Masson,
which we believe to be unique (and a market leader)
Made up of sector experts, who possess a wealth of knowledge of the Social Housing sector.
Over the last 12 months, Goodman Masson has worked with over 100 Housing Associations (including 80% of the G15), as well as a number of ALMOs and Local Authorities across the UK.
In addition, they created our Housing Advisory Board to further cement our understanding of all issues associated with the social housing landscape.
Mark Rogers – Chief Executive, Circle Group (2005–2016)
Julia Moulder Director of Development, Catalyst (1996–Development Directors
2023 Recruitment Successes
Last year was the Goodman Masson’s Housing team's most successful.
They have built a team around the job families that the sector traditionally finds most difficult to source. Their specialist teams find talent across, Development, Finance, IT & Business Intelligence and Asset Management & Compliance.
Housing Associations worked with including 11 of the 12 G15 100
Local Government Authorities worked with 30
Jobs worked across Housing (Assets, Development, Finance and Tech)
Roles filled across Housing Associations and Local Authorities
