The document discusses the transformation of a company's resourcing strategies and processes. It outlines 3 steps taken: 1) Communicating the goals of transformation to all, 2) Implementing improved assessment techniques like video interviews to increase hiring quality and retention, 3) Developing forecasting to better identify resourcing needs. It also notes the transformation's success, with the function winning several awards and improving metrics like time to hire and referral rates.

1. Resourcing
Transformation
SamanthaRamsay – Head of Resourcing & Employer
Brand @ Houseof Fraser
25th February 2016

2. It is not the strongest
of the species that
survive,
Nor the most
intelligent,
But the one most
responsive to change.
-Charles Darwin

3. 1. Theart of thepossible
2. Steal with pride
3. Group and Focus
3 steps to successful transformation

4. Browse&Choose
Assessment & Selection
Resourcing as market leading experts in our field. To continuously provide the best
external talent to support immediate and future recruitment demands.
To enhance the quality of hires through improved assessment and
interview techniques enabling an increase in employee retention and capability.
ShopFront
Attraction & Sourcing
To better attract, engage and educate current and potential talent to
successfully place them in the right roles across our business.
To create an Employer Brand of choice that captures the essence and culture of our business. Our
communications will cleverly focus on job seeker requirements putting us ahead of our
competitors
Resourcing StrategyBuy&Collect
Offer & Onboarding
To develop forecasting capabilities and hiring strategies through knowledge of attrition,
growth & succession to identify Resourcing requirements across the business.
To maintain the engagement of new talent, maximise our referrals and utilise
customer feedback to continually advance and improve Resourcing processes.
ProvidingaVIPCustomerExperience
•ReduceAttrition
•ImproveTimetoHire
•CreationofTalentPools
•EmployerofChoice
•AwardwinningResourcingFunction
•CustomerExperience

5. Communicating
the goal to all was
key to the success
of the programme

6. In house RecruiterAwards:
– Winner - Best Employer Brand
– Highly Commended - Best Retail Recruitment Team
The FIRM(Shortlisted, awardsareheld in May):
– Recruitment Team of theYear
– Best CareersWebsite
– Best Development of an Employer Brand
– Outstanding Impact Transformation and Change
– Recruitment Leader of theYear
.....and the result

7. Browse&Choose
Assessment & Selection
Resourcing as market leading experts in our field. To continuously provide the best
external talent to support immediate and future recruitment demands.
To enhance the quality of hires through improved assessment and
interview techniques enabling an increase in employee retention and capability.
ShopFront
Attraction & Sourcing
To better attract, engage and educate current and potential talent to
successfully place them in the right roles across our business.
To create an Employer Brand of choice that captures the essence and culture of our business. Our
communications will cleverly focus on job seeker requirements putting us ahead of our
competitors
Resourcing StrategyBuy&Collect
Offer & Onboarding
To develop forecasting capabilities and hiring strategies through knowledge of attrition,
growth & succession to identify Resourcing requirements across the business.
To maintain the engagement of new talent, maximise our referrals and utilise
customer feedback to continually advance and improve Resourcing processes.
ProvidingaVIPCustomerExperience
•ReduceAttrition
•ImproveTimetoHire
•CreationofTalentPools
•EmployerofChoice
•AwardwinningResourcingFunction
•CustomerExperience

8. Attraction & Sourcing
To better attract, engage and educate current and potential talent
to successfully place them in the right roles across our business.
To create an Employer Brand of choice that captures the essence
and culture of our business. Our communications will cleverly focus
on job seeker requirements putting us ahead of our competitors.
Shop Front

9. We’ve built and launched
an employer brand

11. After a big internal launch and a brand new website – all using House of Fraser
people as the stars of the show – the feedback we received was pretty amazing.
They loved it.
And the results show just how much candidates loved it too.
Nearly 720,000 careers site page
views between 27th May and 30th
July 2015
Over 280,000 site sessions in the same timeframe
A conversion rate of nearly 25%
25,712 ‘Apply’ clicks recorded in August 2015
alone (up from 10,567 in August 2014!)
93% completion rate for our
‘Behind the Scenes’ campaign video

12. We’ve implemented Live Chat

13. Browse and Choose
Assessment & Selection
Resourcing as market leading experts in our field. To continuously
provide the best external talent to support immediate and future
recruitment demands.
To enhance the quality of hires through improved assessment and
interview techniques enabling an increase in employee retention
and capability.

16. We send all candidates a report based on their online assessment telling
them how they did, no matter the result…
Prefers to focuson daily activitiesrather thanpersonaldevelopment.
1.Ambition
The responses that you have provided suggest that you may not
actively or consistently feel the need to seek out opportunities to learn,
however you are likely to enjoy it when the opportunity presents itself.
It's likely that you feel motivated by seeing an improvement in your
performance, but you feel happy giving up learning opportunities when
a more immediate task needs completing.
Wants to mastertheir role. Likelyto seek outopportunities forself
improvement.
Not energised bytargets. Preferstasks that areeasy to
accomplish.
2.Drive
The responses that you have provided suggest that you feel content
when working towards targets and goals, especially if you can see the
meaning of them. It's unlikely that your level of motivation will be greatly
affected by targets or KPIs (key performance indicators).
Wants to beconstantlychallenged.Driven to
overcome anyobstacle.
More laid backwith meetingcommitments.Prefers to have abroader view of atask
3.Reliability
The responses that you have provided suggest that you may be willing
to focus on detail, but may lose concentration under certain
circumstances, e.g. when something else interests you more. You may
feel more comfortable than others to forgo the accuracy of a task in
order to complete it and move on.
Ensures all tasksare completed toa high standard.Values accuracy.Prefers to workindependently. Ismore private andfocussed on selfover others.
4.Working Together
The responses that you have provided suggest that you are equally as
comfortable supporting others, as you are in prioritising your own
needs. It's likely that you understand the importance of supporting
others around you, however you may not always feel the need to get
involved with them.
Very supportivetowards others atwork. Getsinvolved withother people'sproblems.
More sensitive tofluctuations inown emotionsand those ofothers. Likely towork best instress-freeenvironments.
5.Resilience
The responses that you have provided suggest that in general you can
work calmly in most situations. Your repsonses suggest that if you
constantly experience pressure on a daily basis you may become
demotivated. You are likely to be able to adapt your behaviour to cope
with more stressful situations.
Calm andrelaxed. Unlikelyto feel pressureand recoverseasily fromsetbacks.
This section of the report explains your results against the values and motivations which
have been deemed important for this role. It is important to note these are not scales of
high to low.
Culture Fit Assessment Report
Prefers to focuson daily activitiesrather thanpersonaldevelopment.
1.Ambition
The responses that you have provided suggest that you may not
actively or consistently feel the need to seek out opportunities to learn,
however you are likely to enjoy it when the opportunity presents itself.
It's likely that you feel motivated by seeing an improvement in your
performance, but you feel happy giving up learning opportunities when
a more immediate task needs completing.
Wants to mastertheir role. Likelyto seek outopportunities forself
improvement.
Not energised bytargets. Preferstasks that areeasy to
accomplish.
2.Drive
The responses that you have provided suggest that you feel content
when working towards targets and goals, especially if you can see the
meaning of them. It's unlikely that your level of motivation will be greatly
affected by targets or KPIs (key performance indicators).
Wants to beconstantly
challenged.Driven to
overcome anyobstacle.
More laid backwith meetingcommitments.Prefers to have abroader view of atask
3.Reliability
The responses that you have provided suggest that you may be willing
to focus on detail, but may lose concentration under certain
circumstances, e.g. when something else interests you more. You may
feel more comfortable than others to forgo the accuracy of a task in
order to complete it and move on.
Ensures all tasksare completed toa high standard.Values accuracy.Prefers to workindependently. Ismore private andfocussed on selfover others.
4.Working Together
The responses that you have provided suggest that you are equally as
comfortable supporting others, as you are in prioritising your own
needs. It's likely that you understand the importance of supporting
others around you, however you may not always feel the need to get
involved with them.
Very supportivetowards others atwork. Getsinvolved withother people'sproblems.
More sensitive tofluctuations inown emotionsand those ofothers. Likely towork best instress-free
environments.
5.Resilience
The responses that you have provided suggest that in general you can
work calmly in most situations. Your repsonses suggest that if you
constantly experience pressure on a daily basis you may become
demotivated. You are likely to be able to adapt your behaviour to cope
with more stressful situations.
Calm andrelaxed. Unlikelyto feel pressureand recoverseasily fromsetbacks.
This section of the report explains your results against the values and motivations which
have been deemed important for this role. It is important to note these are not scales of
high to low.
Culture Fit Assessment Report
This section of the report explains your scores against the behaviours that were assessed
as part of the assessment. It will also give you some ideas about how to develop these
behaviours in the future.
1. Gathering Information
The responses that you have provided suggest that you do not tend to prioritise gathering
information. You tend to rely on you gut feeling and may use pre-existing assumptions, rather than
spend time researching and clarifying.
2. Creating Empathy
The responses that you have provided suggest that you do not proactively seek to understand the
perspective of others by asking open questions consistently and putting yourself in other people's
shoes.
3. Building Confidence
The responses that you have provided suggest that you often try to avoid having to make
independent decisions. Your answers suggest that you prefer to pass this responsibilty for
independent decision-making to someone else.
Priority Development Area
Potential Strength
Strength
50%
50%
75%
100%
Priority Development Area
Potential Strength
Strength
19%
50%
75%
100%
Priority Development Area
Potential Strength
Strength
38%
50%
75%
100%
Role Preference Assessment Report
This section of the report explains your scores against the behaviours that were assessed
as part of the assessment. It will also give you some ideas about how to develop these
behaviours in the future.
1. Gathering Information
The responses that you have provided suggest that you do not tend to prioritise gathering
information. You tend to rely on you gut feeling and may use pre-existing assumptions, rather than
spend time researching and clarifying.
2. Creating Empathy
The responses that you have provided suggest that you do not proactively seek to understand the
perspective of others by asking open questions consistently and putting yourself in other people's
shoes.
3. Building Confidence
The responses that you have provided suggest that you often try to avoid having to make
independent decisions. Your answers suggest that you prefer to pass this responsibilty for
independent decision-making to someone else.
Priority Development Area
Potential Strength
Strength
50%
50%
75%
100%
Priority Development Area
Potential Strength
Strength
19%
50%
75%
100%
Priority Development Area
Potential Strength
Strength
38%
50%
75%
100%
Role Preference Assessment Report
APPLICANT REPORT
Name: Bob Smith
Role : Sales Advisor - UK
Date: 11/05/2015
Please contact the recruiter if you have any questions regarding this report or need help
in its interpretation.
APPLICANT REPORT
Name: Bob Smith
Role : Sales Advisor - UK
Date: 11/05/2015
Please contact the recruiter if you have any questions regarding this report or need help
in its interpretation.

17. We’ve improved the candidate experience in store at assessment centre

18. We’ve implemented video interviewing…

19. Offer & Onboarding
To develop forecasting capabilities and hiring strategies through
knowledge of attrition, growth & succession to identify Resourcing
requirements across the business.
To maintain the engagement of new talent, maximise our referrals
and utilise customer feedback to continually advance and improve
Resourcing processes.
Buy and Collect

20. NPS& KPI’s

21. Wesend new startersawelcomecard signed by their team