Tiara Talent Solutions Awards

TIARA TALENT SOLUTIONS AWARDS

WINNERS’ SHOWCASE

2023 - The year of cycling uphill!

It was inevitable that the huge demand generated by a post-pandemic hiring rebound was always going to level off to a more normalised level sooner or later. In many respects, the big surprise is the rela� ve smoothness of the downward slope of the demand curve; generally, there have been no especially big falls or seismic changes. In certain sectors –tech being the most obvious – this may not feel en� rely accurate, but a wider lens would suggest it is. The ongoing low unemployment rate and structural talent shortages would suggest that demand will hold up reasonably well for some � me to come.

There have of course been other changes. Employers (clients) have undoubtedly been reducing the size of their own internal hiring teams, o�en to the benefit of outsource providers, and the changing mix of services clients are looking for con�nues to provide a rich range of moving targets to hit. Whether this be the balance of permanent vs. con�ngent workforce, external vs. internal hiring, or transac�onal vs. advisory services, the variety of ways to service clients con�nues to evolve and grow as does the number of talent solu�ons providers.

Generally, this is a good thing. As a market grows so will the number of providers looking to service it but, of course, maintaining a high level of service and avoiding a damaging race to the bo�om on price becomes more difficult.

Having said that, whilst an ever-greater range of providers are increasingly challenging the ‘global majors’ market share, when it comes to mul�-country, mul�-year, complex contracts the top ten firms con�nue to dominate.

Ken Brotherston

CEO at TALiNT Partners

The TIARA Talent Solu�ons Awards also con�nue to evolve and this year we have expanded the number of industry judges to help us bring deeper insight and more comprehensive feedback for all of our finalists. A core objec�ve for all of our TIARA campaigns is to constantly raise the bar in terms of the power of endorsement a TIARA award or a high commenda�on can provide.

Our judging process is built around the expecta�ons of demanding and o�en highly complex employer requirements, and based on key performance metrics, case studies and tes�monials. Our judging day this year brought the widest range of different perspec�ves and some of our debates and discussions were incredibly lively!

As ever I would like to extend my thanks to our esteemed panel of judges, for their �me and commitment in choosing this year’s winners.

I am grateful to our sponsors Amdaris, Giant Group, Parasol, Sonovate, Stra�gens and, in par�cular our headline sponsor, Cornerstone, for their con�nuing support of our European TIARA Talent Solu�ons Awards programme.

For any organisa�on, finding and keeping the people it needs has always been more important, but it has never been more important.

Our finalists have again demonstrated so incredibly clearly why the talent solu�ons sector is so fundamentally important to employers’ resourcing strategies. Everyone here at TALiNT Partners is thrilled to have been able to play a part in helping these businesses get the recogni�on they so richly deserve, and we are delighted to share with you the profiles of our winning entries in our Awards supplement.

The Lifetime Achievement Award

WINNER Elisabetta Bayliss Chief Operating Officer, Enterprise Solutions at Hays

TALiNT Partners is delighted to be able to recognise someone who by her own admission, doesn’t have the highest profile in the industry but is clearly hugely well regarded in the organisations she was been part of for the past 35 years.

This year’s lifetime achievement award goes to Elisabetta Bayliss, the Chief Operating Officer, Enterprise Solutions at Hays.

Now, I have to tell you something, when Elisabetta and I had our prep call for this evening over the summer, it was an absolute hoot – she has many stories to tell. More importantly, Elisabetta is an amazing example of how to have a varied, challenging and hugely successful career with the same employer.

For the last 35 years, Elisabetta has risen through the ranks of what is now Hays plc. From learning the value of nurturing relationships during the recession of the

early 90’s, to setting up Hays in Italy in 2005, and appointing an MD who is still there, to overcoming a huge personal challenge in 2009 and then entering the world of MSP and RPO where her biggest initial challenge was trying to get her head round that a big objective was to try and help clients reduce their recruitment costs!

Since then she has been a driving force in helping Hays Talent Solutions grow significantly.

Elisabetta’s philosophy is powerfully simple: people need to be understood. As a leader this is always an effort worth making.

But like so many successful people, she isn’t done yet, and whilst at some point in the distant future, the golf course will be where she spends more of her time, for the next few years she will continue to lead the charge as Chief Operating Officer at Hays Enterprise Solutions.

This Award recognises a leader who has made a long-term and significant contribution to the Talent Solutions sector.

The Early Careers Initiative

Global inclusivity is a talent strategy priority for a major healthcare organisation as it seeks to improve its reach in the EMEA region. The organisation has focused on aligning a diverse workforce with a purpose-driven mission closely linked to broader enterprise goals as a foundation for acting on that priority. Central to this strategy is a sustainable early careers programme, particularly significant for the business. In Ireland, where a vibrant multinational presence coexists with a limited workforce, an early careers programme would be particularly important for nurturing enduring talent pools. To address the need, the organisation established and executed such a programme in partnership with its total talent RPO partner, Sevenstep. This initiative aims to facilitate the growth of emerging professionals while enhancing corporate performance, retention, mobility, and diversity within the organisation.

The early careers programme encompasses three distinct undergraduate and graduate recruitment drives, focusing on the Technology Development Programme (TDP), Analytics Development Programme (ADP), and careers in actuarial, finance, legal, and pharmacy fields. Undergraduate internships span 10-12 weeks, while graduate programmes extend for a year. This healthcare leader’s commitment to training is robust, with graduates actively participating in real-world projects alongside structured curriculum-based training. As AI, machine learning, and data science advance, the programme strategically equips the workforce, retaining graduates as skilled full-time employees.

Programme execution was driven by a three-year partnership with Sevenstep as the total talent RPO to achieve strategic objectives. Sevenstep applied an adaptable strategy, capable of responding to changing workforce needs, especially during the pandemic. In addition to recruitment, their plan encompassed event management, marketing, email campaigns, lead

WINNER FINALISTS HIGHLY COMMENDED

generation, and community partnerships. In 2022, 22 events targeting young professionals yielded over 650 applications, leading to 15 direct hires and five referrals.

Sevenstep also established partnerships with universities and diversity-focused organisations, engaging with 133 unique community partners in 2022.

Programme highlights include consistently meeting 100% of demand ahead of class start dates in 2021-22 and 2022-23 cycles, aligning quality hires with demand and costs (a 48% increase in 2021-22 and a slight 3.8% decrease in 2022-23), year-over-year improvements in gender diversity (a 5.16% increase in female representation in 2022-23), and significant growth in the applicant pool (a 226.8% increase in 2021-22 and a 205.4% increase in 2022-23).

Notably the programme utilises Sevenstep’s innovative Sevayo® Insights platform for real-time data aggregation and recruitment strategy optimisation. QR codes integrated into event forms generated 3,935 leads in 2022-23, facilitating in-depth analysis and candidate re-engagement through various channels.

The programme adapts to evolving audience preferences, addressing Gen Z analysis findings, which highlighted high application abandonment and reduced LinkedIn usage. Recruiters offer personalised guidance, resulting in 41.89% of hires secured proactively in 2022-23.

Judges’ comments: An absolutely stand-out entry, showcasing a range of highly successful tactics and a clear commitment to ongoing improvements. Sevenstep showed innovative thinking and provided a great example of keeping candidates informed throughout the recruitment process. Judges praised the focus on the candidate experience and nurturing the relationship with targeted talent.

This Award recognises success in engaging with emerging talent, whether through graduate, apprenticeship or other Programmes.

The Employer Brand Award

Circle Health Group (CHG) faced the challenge of establishing a distinct identity in a competitive job market, particularly after acquiring BMI Healthcare just before the COVID-19 pandemic. Resource constraints made merging the two brands challenging.

Years of neglect in employer branding left CHG relying on generic visuals and lagging behind NHS, Spire, and Nuffield Health in recognition.

The existing content was clichéd and failed to showcase CHG’s diverse career opportunities despite its status as the UK’s largest private healthcare company.

To stand out and redefine industry standards, CHG sought to attract a broad range of professionals, from healthcare workers to housekeepers and engineers.

Rebranding in 2022 yielded significant results, reducing job vacancies, agency spending, and employee turnover.

An animated video campaign targeting Theatre Practitioners marked the beginning of CHG’s repositioning and attracted awards and more Theatre role applicants.

With the tagline ‘Resist the ordinary,’ CHG overhauled its employer brand, focusing on ambition and innovation. A contemporary style and 12 unique characters were introduced.

The customised careers website, with improved technology and navigation, portrayed CHG as a forward-thinking employer. Engagement rates on

mobile and desktop platforms and social media presence increased.

CHG’s b-Heard score rose from ‘one to watch’ to a 2-star accredited organisation for workplace engagement.

Distinctive 3D avatars representing different roles added a modern touch. A unique color palette deviating from healthcare norms and bold messaging emphasized innovation and inclusivity.

The comprehensive site redesign incorporated userfriendly features like accordions and filters, enhancing the candidate experience. Innovative outreach strategies through diverse channels and collaboration with Indeed achieved longer session durations and reduced bounce rates in paid search.

Judges’ comments: Another very strong winner, showing how a bold and inventive brand strategy can deliver quantifiable outcomes. PeopleScout created a hugely improved presence for the client through clever, lively and diverse creative work. The overall outcomes of this challenging project show that it had a major positive impact on the business.

This Award celebrates distinction in elevating a client’s employer brand to have a measurable impact on their talent strategy. WINNER

The ESG Initiative of the Year Award

WINNER

Since its establishment in 1960, Reed Talent Solutions (RTS) has maintained an unwavering commitment to charitable and social causes, recently recognised with the ESG TIARA Award in 2022. RTS aspires to be a responsible global citizen, emphasising education, personal development, and carbon neutrality. The company’s ESG strategy revolves around three pillars:

Improving People’s Lives: They focus on matching individuals with sustainable opportunities, nurturing meaningful careers, supporting life transitions, fostering diverse and inclusive workforces, and promoting well-being.

Helping Communities Prosper: This pillar involves supporting communities in employment endeavours, empowering individuals with sustainable skills for emerging sectors, and amplifying charitable initiatives. Caring for Our Planet: Their efforts include reducing emissions, minimising waste, preserving biodiversity on its properties, and providing sustainable skills solutions.

RTS’s dynamic commitment to ESG involves ongoing refinement of strategic objectives. Materiality and maturity assessments were conducted, informing a roadmap for improvements. To align with SBTi standards, environmental targets were reviewed, divisional leaders appointed, and risk management reinforced.

They appointed an ESG Lead, ten environmental champions, and ESG sponsors to organise events and monitor progress. Co-member satisfaction surveys were revamped for quarterly assessment. In 2023, RTS pioneered “Electric Dreams,” an electric vehicle salary sacrifice scheme, and removed caps from its cycle to

work programme. These initiatives, along with a broader rewards programme, earned Reed the “Best Motivation or Recognition Scheme” at the Employee Benefits Awards 2023.

For clients, they focuses on employability and supports underrepresented groups. Initiatives include education programs, apprenticeship levy donations, free employability training, and participation in charitable events; they also signed the Armed Forces Covenant.

To enhance its contingent workforce’s financial well-being, RTS introduced a Financial Health Toolkit through its onboarding technology.

Judges’ comments: Building on their winning entry from last year, Judges were impressed with Reed’s ongoing ability to raise the bar with a host of new initiatives and approaches which were wide-ranging and practical. This was an interesting and passionate submission showing the extent to which ESG is embedded across the company, their clients and society more widely, and into their client base.

This Award recognises organisations who demonstrate a clear commitment to an ESG program, creating a positive impact both through their own organisation, as well as through their impact on their clients.

The DE&I Award

WINNER

For over six years, Comensura and Veolia have nurtured a strategic partnership committed to advancing diversity, equity, and inclusion (DE&I) in their workforce by 2025. This collaboration draws on Comensura’s DE&I expertise and Veolia’s inclusive culture to support underrepresented groups and uplift local communities.

The partnership focuses on Veolia’s contingent workforce and four key demographic groups:

• Ukrainian refugees: Aiming to help 50 refugees secure employment in the UK by the end of 2023.

• Ex-offenders: Targeting the establishment of six positions on the Prison Employment Advisory Board.

• Women in waste: Aspiring to increase the female contingent workforce by 10%.

• Over 55s: Aspiring to grow the over 55s workforce by 10% while retaining the current workforce.

The primary goal is to enhance Veolia’s ongoing DE&I efforts by leveraging Comensura’s inclusive network to reach untapped and underserved groups.

In January 2023, Veolia joined the ‘Jobs for Ukraine’ initiative, aiming to assist 50 Ukrainian refugees in securing employment by year-end. At the six-month mark, 34 suitable candidates were identified, with 25 already employed at Veolia.

During H1 2023, the focus was on appointing six Impellam-Comensura and Veolia-aligned stakeholders to prison boards. By July 2023, four Impellam-Comensura and two Veolia appointments successfully joined these boards, demonstrating their long-term commitment.

In H2 2023, the partnership set an ambitious goal to support 25 ex-offenders in gaining employment at Veolia, leveraging prison boards to facilitate their reintegration into the workforce.

FINALISTS

Progress in promoting female talent and the over 55s workforce will be measured by:

• Conducting a comprehensive research project to understand the specific needs of female talent and over 55s, informing future attraction campaigns.

• Achieving a 10% growth in the female and over 55s contingent workforce by the end of 2023.

Notably, 94% of the female contingent workforce perceives Veolia as a safe and inclusive environment for women, with 81% expressing interest in permanent positions. The aim is to transition 350 contingent workers into permanent roles by the close of 2023, with 145 (41%) already transitioning.

Veolia actively participated in Comensura’s ‘Jobs for Ukraine’ initiative, introducing adjustments for successful placements, including a dedicated recruiter, revised English fluency criteria, translated materials, and learning and development opportunities.

Through Comensura’s established prison network partnership, Veolia works on building long-term alliances with operational-area prisons, reducing employment barriers, supporting prison board appointments, and conducting #IAmRemarkable workshops to empower prisoners for re-entry.

To enhance the attraction and retention of female and over 55s talent, a research project was conducted, and a female Comensura recruiter immersed herself in a high-demand role at Veolia to gain first-hand experience and share valuable insights, highlighting the capabilities of women in this field.

Judges’ comments: Comensura demonstrated clear metrics for success, actions and measurable results across a wide spectrum of DE&I. The energy around this project leapt of the submission. The judges applauded the diversity and ambition of their targets, and the work that went into tackling each of them.

This Award recognises companies who demonstrate a clear impact against a progressive DE&I agenda, whether helping an employer take their first steps or reach new levels of inclusion.

The Parasol Best Talent Attraction Strategy Award

WINNER

Babcock is an international defence company operating in the UK, Australasia, Canada, France and South Africa, with exports to additional markets with potential to become focus countries.

They meet their customers’ key requirements of affordability, availability, and capability by delivering front line and equipment support, training, product design, manufacture and integration, and technology and systems to defence, security and civil markets.

Babcock prioritises nurturing future talent, including graduates and apprentices. They accomplish this through meticulously structured early careers programmes.

ManpowerGroup Talent Solutions proudly acts as Babcock’s Recruitment Process Outsourcing (RPO) provider, overseeing comprehensive early careers recruitment in the UK, from attraction to onboarding.

In the 2022-23 Babcock Early Careers campaign, the focus was on attracting apprentices, graduates, and undergraduates from diverse backgrounds and regions across the UK, ranging from level 2 apprenticeships to graduate opportunities. Objectives included:

1. Attracting and recruiting graduates and undergraduates.

2. Attracting and recruiting apprentices.

3. Ensuring resonance with the target audience.

4. Embedding Babcock’s new purpose and principles.

5. Enhancing diversity and inclusion, aiming for a 20% female engineering apprentice intake and a 30% graduate intake.

Planning for the campaign began in early 2022, guided by Babcock’s new purpose of “creating a safe and secure world, together”. A dedicated early careers website

featured a video summarising Babcock’s offerings, testimonials, and content on purpose, inclusion, diversity, sustainability, innovation, and technology.

A multimedia strategy encompassed Babcock-hosted events, paid media campaigns, owned and paid social media, partnerships, and strategic educational institution advertising.

The campaign surpassed expectations, with 25,629 applications, a 179% increase from the previous year. Graduates praised its targeting and inspiration, with an 87% positive feedback rate.

Internally, the campaign received positive feedback.

The 2022-23 campaign marked Babcock’s first unified approach for graduates, undergraduates, and apprentices.

To support the campaign, ManpowerGroup Talent Solutions introduced an early careers website, offering comprehensive programme details.

Innovative multimedia content expanded outreach to diverse audiences via platforms like TikTok and Snapchat.

Socially Recruited targeted passive candidates, utilising precise online behaviours, demographics, and interests, enhancing campaign effectiveness with data from partner channels and Socially Recruited’s first-party data.

Judges’ comments: ManpowerGroup Talent Solutions showed a comprehensive and well thought through attraction solution with a real emotional connection and a broad mix of channels to engage niche talent. The tools created also set up a foundation for future attraction. They shared a series of research based and innovative solutions, with strong qualitative criteria.

This Award celebrates the most impactful talent attraction strategy, whether engaging early career talent, elevating a client’s employer brand or providing a positive candidate experience.

The Cornerstone Client Service Award

The Money and Pensions Service (MaPS), an organisation recently established and independently operating but sponsored by the Department for Work and Pensions (DWP), has a core mission of providing essential financial guidance and information to empower UK individuals in making informed financial decisions throughout their lives. In October 2021, MaPS initiated a strategic partnership with Reed Talent Solutions to achieve significant goals.

Their collaboration aimed to build a diverse workforce, recruiting over 200 new members, particularly experts in pensions and financial services. MaPS also sought to optimise recruitment processes, with a focus on reducing vacancy fill times. Implementing an Applicant Tracking System (ATS) was a key priority to streamline approvals. Efforts were made to attract a higher quantity of quality applications, raising the overall quality of potential hires.

Adhering to Civil Service Recruitment Principles was vital for MaPS to ensure fairness and transparency. They aimed to improve the hiring manager experience and establish robust reporting for Diversity, Equity, and Inclusion (DE&I) initiatives, along with centralising vetting and staffing requirements.

Before this partnership, MaPS lacked an ATS, hindering recruitment assessment and performance measurement.

Additionally, as part of the “Places for Growth” initiative, MaPS planned to relocate from central London to Bedford, impacting existing employees. Reed Talent Solutions conducted extensive market research to inform this decision, considering labour markets, competitors, and more.

During the transition to the new recruitment process, stakeholder concerns arose but were effectively addressed. Significant changes improved the candidate experience and expedited hiring.

A notable outcome was the successful implementation of an ATS, enabling advanced reporting. A comparison between 2022 Q1 and 2023 Q1 showcased significant reductions in approval time, briefing call duration, CV and interview feedback time, and vetting duration.

These achievements highlight the positive impact of the MaPS and Reed Talent Solutions partnership in enhancing recruitment processes and outcomes.

Judges’ comments: Reed Talent Solutions have clearly developed a very strong working partnership with their client and their work is valued for the benefits it brings, as is clearly seen in the feedback.

RTS spotted a great opportunity to take a holistic approach to improving all aspects of their clients’ recruitment process and the commitment and trust from their clients came shining through in their entry.

This Award celebrates those winning support and recognition across the whole client community for dependable, timely results.

WINNER

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The Giant Group Best New Talent Solutions Provider

WINNER

In today’s dynamic business landscape, the Future of Work Institute (FOWI) is a driving force in shaping the future of work. FOWI’s integrated approach emphasises the three key dimensions of the future organisation: Worktask, Workplace, and Workforce. FOWI core mission is to help organisations create their future working worlds today.

FOWI services focus on future-proofing organisations by developing comprehensive strategies across the three W’s, nurturing future leadership, enhancing employee experiences, implementing science driven change, and creating compelling attraction strategies through proprietary models.

Leveraging their affiliation with Cpl across 14 countries, FOWI unlike most talent advisory businesses, can truly make workforce changes real. They have a record of accomplishment of successful collaborations with leading European organisations, guiding workplace transformations aligned with the future of work.

FOWI’s expertise shines in challenging times, such as the COVID-19 pandemic, where they witnessed remarkable growth while helping clients reshape their strategies.

Their approach blends design thinking, immersive storytelling, and science driven change. This is supported by their unwavering commitment to deep collaboration and convergent thinking – applying insights and solutions from unexpected places.

FOWI unique approach shines through in their many successful engagements. For example, they crafted an immersive experience for a 10-year future of work

strategy, enabling employees to envision and feel the future. At the same time providing a tailored, realworld roadmap.

Their commitment to cutting-edge research is evident in the meticulously developed whitepaper, “Future of Work World: Pathways and Perspectives on Future of Work.” It empowers leaders with tools to navigate the evolving world of work and addresses changing work values.

The Future of Work Institute remains dedicated to pioneering innovative solutions that empower organizations to thrive in an ever-evolving landscape. Their unique approach sets them apart as leaders in the future of work consultancy field.

Judges’ comments: The judges loved the concept of being focused on the future and driving initiatives across attraction, engagement and retention that are looking 10 years ahead. The Future of Work Institute showed great use of cocreation, storytelling & immersive experiences.

This Award is open to both new divisions of larger corporates or stand-alone mid-market providers who have entered the market within the last 5 years.

The Amdaris Long-Term Partnership Award (Mid-Market)

WINNER

Mitie, the UK’s third largest employer, partnered with Retinue for a decade, throughout periods of growth and business integrations, entrusting them with their MSP needs for the past five years. This enduring collaboration led to the successful integration of Interserve’s labour and supply chain during their merger with Mitie. The migration of 2,700 temps and training of 405 Hiring Managers across key areas was accomplished within a remarkable three-month period.

In 2021, Mitie engaged Retinue to support their Test & Trace project, covering 45 Testing Centres and 48 Mobile Units. Retinue’s experienced account management team facilitated rapid user training over two days, leading to a seamless transition.

Retinue successfully transitioned 45 sites from Serco, G4S, and Levy to Mitie, encompassing 1,500 workers and processing 135,000 hours in the initial four weeks. They streamlined processes with a candidate-facing app for sites with complex shift patterns.

Retinue’s MSP continues to evolve, focusing on Cost Savings, Control, Compliance, and Continuity through Direct Sourcing. The partnership has adapted through digital transformations, IR35 guidance, and support during the Covid-19 pandemic with the Test & Trace initiative. Collaborative efforts include frequent Partnership Reviews, oversight by an Operations Excellence Director, and an enhanced PowerBI reporting suite.

Retinue also conducts training on Modern Slavery detection for Mitie Hiring Managers, investing in a training program to improve the awareness and understanding of Modern Slavery risk amongst the

workforce and supply chain, and how they can introduce initiatives to mitigate this, such as increased compliance and regular supplier audits.

Despite global challenges, Retinue maintained an average fill rate of 91% over the last year, ensuring compliance and adding four heads to the Account Management Team for direct sourcing. They expanded their solution to cover all staff categories, launched a customized PowerBI reporting suite, initiated savings programs, and streamlined the supply chain.

The Mitie Account Team, comprised of industry experts, actively contributes to the ongoing development of the MSP. Retinue invests in employee skills and conducts regular performance reviews.

Judges’ comments: Retinue Solutions showed fantastic results throughout this entry on both granular recruitment metrics as well as the impact on larger change projects which has built a world class recruitment function. A relationship that demonstrates not only significant growth but a wide breadth of value to the client.

This Award looks for evidence of genuine partnership over a period of at least five years. It will look at both sustained success and continuous improvement but can also include major improvement and/or turnaround scenarios.

The Amdaris Long-Term Partnership Award (Enterprise)

In 2013, KPMG UK engaged Lorien for a six-month technology division project, which later evolved into a comprehensive technology RPO solution. By 2020, Lorien became KPMG’s exclusive provider for entrylevel to manager-level roles, projecting nearly 900 annual hires. By February 2021, expanded services were operational.

Driven by cost control, faster time-to-hire, and diversity goals, KPMG chose Lorien for its tech recruitment expertise. They transitioned from agency reliance to direct recruitment, achieving a high direct recruitment rate. The Target Operating Model was revamped to enhance productivity and the candidate experience. Investments were made in talent attraction to support KPMG’s IE&D strategy, resulting in a rise in female hires which surpassed the industry average.

Lorien’s specialized team aligns with KPMG’s business areas and technologies, offering scalable resources. They collaborate on initiatives such as “IT’s Her Future” roundtables, “Audit Live” events, IE&D webinars, and candidate attraction.

Lorien combines human interaction with data-driven insights to identify process improvements. Data informs role-specific go-to-market strategies, with examples like a female technologist event that resulted in several hires, a “Boutique to Big 4” event that filled multiple positions, and an introduction to Credit Risk event reducing Time to Offer.

The partnership has evolved over nine years, with the account team scaling up their resources. They collaborate closely with KPMG, resulting in the hosting of many attraction events in 2022, a successful

Northwest Audit live event, and streamlined processes that reduced Time to Offer and Time to Source. Lorien leaders undergo Impellam’s Virtuoso program, and they offer a suite of Learning and Development tools, including over 1,200 online courses, to add further value to KPMG.

Judges’ comments: This was an impressive submission with great detail around the growth of the partnership and scalability. Lorien showed a strong focus on delivery, but also on diversity. The judges loved the focus on upskilling, development and knowledge sharing. Lorien has delivered value across so many key areas for their client and demonstrates strong outside of the box thinking to diversify hiring pipelines.

This Award looks for evidence of genuine partnership over a period of at least five years. It will look at both sustained success and continuous improvement but can also include major improvement and/or turnaround scenarios.

The Funding Platform for the future of work.

The Sonovate Best Talent Solutions Firm to Work For

Enabling Excellence Through People

At the core of their organisation lies an unwavering belief in their team’s intrinsic value. They are dedicated to empowering every team member, guided by practical, social, and cultural solutions.

Maximising Employee Potential

Their commitment to nurturing their employees is evident in personalised two-week induction plans that consistently receive high praise. They also offer role-specific skills academies, regular training sessions focusing on recruitment best practices, customised client-specific induction training, performanceenhancing toolkits, well-defined career pathways, and quarterly performance reviews.

Elevating Engagement, Productivity, and Quality

The organisation fosters a culture of collaboration, high performance, and continuous learning. They maintain an annually reviewed learning program, provide financial support for qualifications and external training, facilitate knowledge-sharing through a Global Mentorship programme, groom future leaders via a Leadership Blueprint program, and encourage career development through Resource Connection Groups and a Developing Female Talent mentoring group. They host internal award sessions, run The True Gratitude program for peer recognition, and hold Pan-European monthly meetings to share insights.

Their ability to drive excellence through their team is reflected in their impressive 96% client retention rate, 96% client expansion rate, and +64 stakeholder NPS score.

Embracing Innovation

Innovation is ingrained in their DNA. Although now part of a global resourcing powerhouse, they maintain the cultural strength of TMP Worldwide, a talent acquisition pioneer.

Fostering an Innovation Culture

Their RPO specialists collaborate with in-house creatives

to deliver innovative client solutions. They actively engage with external partners, maintaining weekly meetings to stay informed about emerging trends. They spotlight innovative projects, curate an online creative gallery, and conduct client ideation sessions.

Their dedication to innovation is recognized with numerous awards, including ‘Technology Innovation’ at the RMAs for Sainsbury’s, ‘Innovation of the Year’ at the FIRM awards for the AA, and ‘Innovation in Attraction’ at the ISE awards for the Civil Service.

Delivering Sustainable Value

Their approach involves collaborative consultation with clients, providing roadmaps for improvements and iterative value-adding milestones, underpinned by reporting and progress reviews.

Creating Long-term Client Value

They foster self-development and continuous learning, offering tailored client-specific training, recruitment programs, access to courses via LinkedIn Learning, and in-house eLearning courses. They facilitate knowledge sharing, operate a global mentorship programme, and offer opportunities for team members to attend conferences and earn qualifications.

Enhancing Operational Performance and Achieving Excellence

A standout achievement is their successful sourcing of 1,000 Security Officers for Heathrow in six months. Their culture of learning led to a tech-driven recruitment process, achieving high NPS scores and earning the prestigious Best Recruitment Effectiveness Award at the RMA 2022 awards.

Judges’ comments: PeopleScout clearly have excellent processes in place and a high level of support, education and training for their employees is apparent. They showed clear evidence as to how their people drive the growth of the organisation with a strong focus on the employee experience.

This Award recognises employers of choice who can demonstrate innovation and impact in the attraction, induction, development and retention of their own talent.

The Stratigens Talent Solutions Innovation of the Year Award

WINNER

In 2023, the personal impact of climate change is increasingly felt in workplaces. Employees in the United States and the United Kingdom believe businesses are falling short in addressing environmental and societal challenges, leading some to question their company’s values. Nearly half of surveyed employees are willing to resign if values don’t align, with a third having already done so, especially among Gen Z.

This underscores the urgent need to integrate sustainability into Recruitment Process Outsourcing (RPO) and talent acquisition. Surprisingly, there’s a lack of comprehensive ESG frameworks and audits for employees’ sustainability concerns, such as electric car benefits or device disposal.

To bridge this gap, the ESG for Hiring Practice offers an Employee Sustainability Proposition Audit for clients, assessing:

• Strength of ESG commitments and sustainable employee benefits.

• Effectiveness of communication with current employees.

• Effectiveness of communication with potential candidates.

• The audit analyses 90 data points, covering ESG targets, sustainable policies, and communication strategies. Conducted with Robert Walters in 2022 and Triodos Bank in 2023, it addresses talent attraction and ESG goals.

The audit comprises five key elements: Environment; Social Impact, Purpose, and Meaning; Social Self & Wellness; Social Belonging, Inclusion, and Diversity; Governance

FINALISTS

Notably, the Social Belonging, Inclusion, and Diversity aspect is an advanced DE&I audit, curated by Global Practice Director Tom Lakin. It includes:

• Gender and ethnicity pay gaps

• LGBTQ+, Disability, and neurodiversity inclusion

• Leadership diversity

• Parental and caregiving benefits

• Fertility support

• Partner equality

• Programs for underrepresented talent

• Disability confidence initiatives

• Role models and allies

• Inclusive workplaces

• Employee resource groups

Resource Solutions’ client used this audit to create an enhancement roadmap, aiming to be an employer of choice for underrepresented talent. These changes will be integrated into their employer brand, expanding their candidate pool and fostering engagement.

Judges’ comments: Judges praised Resource Solutions for a new and innovative approach to attraction, engagement and sustainability. An excellent example of innovating to support the ESG agenda, making it consistently measurable with clear context, data and research to back this up.

This Award recognises a stand-alone innovation across any aspect of your internal or external processes, enabling you to better meet the needs of your clients and/or retain key employees.

The Cornerstone Talent Solutions Provider of the Year

The overall winner is selected from those organisations who were either category winners or highly commended in a number of categories.

In another very close contest, the judges determined that the bold, lively, brave, and fresh approach to many of their entries meant that Peoplescout was chosen as the overall winner!

The team at PeopleScout consistently demonstrated creative approaches to challenges but also underpinned their work with strong processes and delivered strong results. They also took home the Best company to Work for Award, so all in all a worthy winner.

The TIARAs recognise the highest performing companies across the RPO, MSP and Talent Solutions market.