Atlas Elektronik UK: Transforming recruitment, inspiring strategic decisions

Atlas Elektronik UK: Transforming recruitment, inspiring strategic decisions

Morson service highlights:

  • Significantly reduced time to hire
  • Slashed the administrative burden of recruitment
  • Bespoke ATS system 
  • Innovative candidate attraction process, providing the best candidate experience to build team that’s the best in the industry
  • Lead contact for several second-tier suppliers

Atlas Elektronik UK: Transforming recruitment, inspiring strategic decisions

“From the moment Morson won the tender, you could tell their implementation plan was unlike anything else,” says Lisa Bowyer, Head of HR at AEUK. “The team was brilliant in terms of engaging our entire business with its strategy, while its processes were slick, agile and professional.”

Until it partnered with Morson, Atlas Elektronik UK (AEUK) worked with up to 40 different local recruitment agencies. The defence and maritime high-technology enterprise was in regular need of niche skillsets to add to its ever-expanding workforce. Recruitment was key to its ongoing success, but the complex system in place needed improving.

Our appointment as a single supplier has supported AEUK with recruitment cost savings, supplied candidates with the expertise and the cultural compatibility to thrive, and provided an agile system that could quickly and effectively adapt and continue in the face of a pandemic. The partnership has transformed the recruitment process, but also inspired countless strategic decisions to further grow the business.

A new approach

As the company was embarking on an ambitious growth strategy, AEUK was in need of support from a single supplier in order to cut costs and increase efficiency. The tender process began to find a preferred supplier who could find suitable candidates with excellent culture fit.

Morson’s appointment would provide a more streamlined service and a strong, consistent relationship with AEUK, ensuring that future recruits were aligned to the business’ objectives, values and long-term ambitions.

With extensive knowledge of the maritime and defence industries forged over many years of working with clients in the field, we have established an enviable candidate network for the sector, enabling us to tap into the best talent available.

Able to resource extremely niche and otherwise difficult to fill roles around the UK, our knowledge of the market, its developments and trends also ensured we could help futureproof AEUK. Using various technology platforms, we set about implementing and expediting the recruitment processes with speed and agility.

Our innovative candidate attraction process, implemented using the Morson Digital Studio, utilises bespoke microsites, employer value proposition and branding development. This sees AEUK positioned as an employer of choice in its sector, making it first choice for suitable talent.

 

Working in partnership

From the very onset of the partnership, AEUK was supplied a dedicated Account Manager who works on site, in Dorset, acting as an in-house hiring manager but with the requisite duties of an external supplier.

Systems have been implemented that automate several elements of the process; AEUK simply approves a role requirement before handing the entire process to us. AEUK’s Account Manager briefs relevant, specialist teams about the role and niche skillsets required, after which we feedback with suitable candidates.

We have developed a true picture of the business, meaning the entire hiring process has become more efficient and tailored to AEUK’s needs. For example, a bespoke ATS system has been put in place to manage the entire recruitment journey from CV submission through to interview, negotiation and onboarding. Acting as a one-stop-shop for AEUK’s entire recruitment process and talent strategy.

Additionally, we are in contact with, and act as lead contact for, several second-tier suppliers. We issue briefs directly to them for particular roles that fall outside of our candidate database. While previously these companies couldn’t offer AEUK the sizeable, scalable recruitment service it required, their offerings have still proven valuable and can now be much more easily integrated into the recruitment process with us acting as the main contact.

Fully embedded in the business, the AEUK Account Manager goes well beyond their formal scope, taking on several duties that typically only come with being a full-time employee. For example, setting up interview rooms, ensuring relevant paperwork is made available to HR and greeting people on arrival for interview.

Throughout the pandemic, with AEUK continuing to operate as manufacturers of key defence outputs and investment to ensure facilities were COVID-19 secure, it was business as usual. We implemented remote interview technologies and online hiring practices, which achieved the same levels of efficiency as the previous, face to face processes.

 

Delivering results

Lisa Bowyer, Head of HR at AEUK said:

“From the moment Morson won the tender, you could tell their implementation plan was unlike anything else.” 

“The team was brilliant in terms of engaging our entire business with its strategy, while its processes were slick, agile and professional. Within a matter of weeks, they had got to know our business, how we worked and knew exactly what we needed from our recruitment in the short-term and long-term to achieve our goals. Moving forwards, they will become a key strategic partner of ours, involved in the decision making about our next steps. That’s where we’re going, together.”

The strategic partnership has significantly reduced time to hire and by working with a single supplier, AEUK has slashed the administrative burden of recruitment. More than that, however, we support AEUK to provide the best candidate experience possible, arming them with a proposition that has seen them build up a team that’s the best in the industry.

 

​If you would like to find out more about our MSP solution and how we can help your organisation cost save, continuously improve, and transform through talent, get in touch with Morson MSP director, David Lynchehaun at david.lynchehaun@morson.com

WE’RE HERE FOR YOU

Want to outsource or unsure where to start? Talk to us.

We’ve been in the talent market for over 50 years, so whether you have specific recruitment challenges or simply want to achieve growth and don’t know how to get there, we can help.

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Costain: Smart recruitment for smart infrastructure

Costain: Smart recruitment for smart infrastructure

CATEGORY: EDI | MSP | Technology

Morson service highlights:

 

  • 20+ strong Costain recruitment team

  • Equality and diversity are the foundations of our candidate attraction and recruitment process

  • Time-bound performance targets

  • Genuine strategic relationship

  • 3:1 or better CV to interview ratio

Costain: Smart recruitment for smart infrastructure

Costain, the smart infrastructure solutions company, has used the Morson Group as its talent partner for well over a decade, benefitting from our extensive candidate reach and proven business improvement processes.

A dedicated division

Having developed a dedicated, 20+ strong Costain recruitment team at the start of our relationship, we have been able to truly align with the business’ disciplines, implementing a four-step process which ensures the firm can meet its objectives to budget, and on time, for every project.

As part of our vacancy approval service, we delve into Costain’s future, flexible workforce needs, then talent pool candidates ahead of the approval process, to deliver a more efficient talent solution. For new requirements, we work with Costain’s discipline leads to understand all elements of the roles available, ensuring contractors are delivered with the right experience, qualifications and skills.

Equality and diversity are the foundations of our candidate attraction and recruitment processes. We support Costain to write job adverts that are inclusive and encouraging of all qualified candidates to apply so that no implied barriers exist. During the hiring process, we provide a 3:1 or better CV to interview ratio.

We act to time-bound performance targets to ensure a consistent candidate and hiring manager journey throughout, while our onboarding and time capture programme is digitally optimised. Through our contractor care team and online timesheet solution, we provide all Costain hiring managers and contractors with a dedicated point of contact whilst retaining a fully auditable log of compliance and hours.

Covid considerations

In March 2020, Costain temporarily paused some of its operations at the very start of the Coronavirus pandemic. We adapted our delivery rapidly but effectively in order to ensure it could continue operations, keeping its contractor workforce updated on process and policy changes as they emerged.

In line with new legislation, we implemented a ‘Covid-19 Support Hub’ for Costain, arming its permanent team, as well as its contingent labour, with support as the world around them continued to change.

As well as offering advice on workplace safety audits, flexible workforce solutions and providing interim HR support, the hub also shared advice on maintaining physical and mental wellbeing through a seriously challenging period of time, and as sites became operational once more.

While Covid-19 enforced an alternative way of working throughout 2020 and into 2021, we are committed to achieving the same outstanding levels of service we have for Costain across our previous years working together.

An ongoing commitment

Throughout our partnership, our dedicated talent team has filled more than 2,000 contractor roles on schemes, our robust delivery has seen us achieve 98% of KPIs, and we’ve achieved significant cost savings via our commercial and strategic recruitment model.

Richard Howell, head of supply chain at Costain, said:

“Morson’s partnership is one of our more strategic relationships; it’s collaborative, integrated and highly effective. The team is client focused, has an in-depth understanding of the markets we’re involved in – and those we want to enter in the future – and how we operate, and can anticipate our needs and support them through to fruition.

“The quality of their people is paramount, and they leave no stone unturned. We require specific engineering disciplines and operational skills, which are always delivered. Morson is transparent in its reporting, always open and honest about its results, which have been consistently strong in our time working together.

“Morson is viewed as part of Costain, because the team is driven to go above and beyond their remit, supporting us to achieve our own objectives.”

​If you would like to find out more about our MSP solution and how we can help your organisation cost save, continuously improve, and transform through talent, get in touch with Morson director, David Lynchehaun at david.lynchehaun@morson.com

WE’RE HERE FOR YOU

Want to outsource or unsure where to start? Talk to us.

We’ve been in the talent market for over 50 years, so whether you have specific recruitment challenges or simply want to achieve growth and don’t know how to get there, we can help.

INSIGHTS & CASE STUDIES

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Manchester Airport Group: Recruitment takes flight with Morson RPO

Manchester Airport Group: Recruitment takes flight with Morson RPO

Morson service highlights:

  • Onsite team, who operated as a true extension of the MAG team
  • Supported MAG’s core vetting services
  • Mix of permanent and interim needs
  • Introduction of a online timesheet system and MI reporting
  • Notable hires include recruiting the ‘head of’ and ‘director’ for the Northern Powerhouse Partnership

Manchester Airport Group: Recruitment takes flight with Morson RPO

Jetting 59 million+ passengers to 270 destinations each year is an increasingly complex operation and requires top talent.
With a portfolio comprising Manchester, London Stansted and East Midlands Airports, the Manchester Airports Group (MAG) looks to its 40,000 strong team to not only keep passengers moving around the clock, but to drive efficiency, service quality, growth, and mitigate operational issues.

 

The challenge

Initially contracted to source engineering skillsets in response to MAG’s evolving needs, it quickly became apparent to us that what the Group required was support identifying the right professional services talent. Spanning HR, procurement, legal and more, we’re fully embedded within MAG’s operations to deliver cost efficiencies and attract talent to essential roles, both within the operation and group services, and to support the delivery of the transformation programmes at both Manchester and Stansted Airports.

Jacqui Jones, Head of Interim Recruitment at MAG, explains:

“We’re considered as part of the MAG team, to the point where we’re included in the Group’s headcount, team meetings and staff away days. As with any new contract, the initial challenge is to build our profile from within so that we’re seen as a true extension of the team, rather than us and them. Internal managers quickly recognised the value that we delivered to the business and the number of new vacancies rocketed.”

The action

In response to the growing mix of permanent and interim needs, our MAG team grew from two to six on-site recruitment experts to meet the growing demand. Jacqui’s colleague and fellow Head of Interim Recruitment, Sara Jackson, was also seconded into the role of Head of Recruitment at MAG whilst a permanent candidate was found.

Shortly into the contract, we won a competitive tender to support MAG’s core vetting services. Based at our head office in Salford, the vetting team report directly to MAG’s head of vetting and are responsible for delivering robust checks and clearing new staff to Civil Aviation Authority standards.

As part of MAG’s wider transformation programme, the business implemented a new ERP (enterprise resource planning) platform, leveraging the latest SAP technology so that its IT capability would support efficient and scalable growth. The challenge for us was the availability of SAP skills, especially as MAG became the first-ever organisation to adopt the full cloud-based end-to-end solution.

Jacqui continues:

“SAP skillsets are rare and are usually only found in the South of England. We were competing in the same talent pool with businesses worldwide and had the added barrier in that we needed to attract the talent up north. This wasn’t without its difficulties, but by utilising the Morson Group’s wider technical abilities, we were able to develop an attractive interim package and source the best candidates.”

Delivering a successful RPO has meant our team needed to remain agile and respond to MAG’s changing recruitment needs.

“Some of our larger counterparts are far too rigid in how they work. We’ve always prioritised client service and go the extra mile to maintain great relationships. If we need additional support to deliver our promises then we’ll recruit it, bucking the norm in recruitment where if an account makes you £X amount of money then you can recruit X many people to work on it.”

The result

During the four-year contract to date, we have filled more than 750 vacancies for the leading Airports Group.

Notable hires include recruiting the ‘head of’ and ‘director’ for the Northern Powerhouse Partnership (NPP) and MAG’s construction director. Utilising a number of targeted recruitment tactics, including dedicated search specialists, bespoke landing pages, print advertising in leading political and national news outlets and market mapping, saving MAG £thousands in search fees.

Some of the key innovations that we have introduced during its tenure with MAG include an online timesheet system that reduced admin time for hiring managers. Management information reports tailored to HR and procurement requirements were also delivered, as well as precise one-page flash reports that aligned to strategic objective outputs. In addition, we have provided a variety of process communication tools and a project-based RPO specifically for security performance leads.

 

Don’t take our word for it…

Working with Morson can only be described as ‘collaborative. This hybrid recruitment model has delivered many benefits including reduced cost, increased MI and greater governance.

Our on-site account team are truly part of the in-house recruitment function at MAG and have developed strong relationships across the HR team and hiring manager community with a focus on delivery at all times.

We have been through a number of operating and process changes, with RPOne proactively adopting, supporting and championing those changes. As a recruitment team, including volume hiring, non-volume hiring and interim solutions, we have on-boarded more than 3,000 people across our airports and the RPOne service has been invaluable to achieving this.

 

This hybrid recruitment model, which works extremely well, has delivered many benefits including reduced cost, increased MI and greater governance since implementing this four years ago, with further benefits to come as we move into a new phase of transformation at MAG.

– Group Head of Recruitment (non-volume) at MAG

 

​If you would like to find out more about our RPO solution and how we can help your organisation cost save, continuously improve, and transform through talent, get in touch with Morson director, David Lynchehaun at david.lynchehaun@morson.com

WE’RE HERE FOR YOU

Want to outsource or unsure where to start? Talk to us.

We’ve been in the talent market for over 50 years, so whether you have specific recruitment challenges or simply want to achieve growth and don’t know how to get there, we can help.

INSIGHTS & CASE STUDIES

Educate, inform, inspire