as a direct result of our research and insights
between senior executives and the Talent Acquisition team
positioning our client for success
Our client’s focus on recruiting software engineers across machine learning, cyber security, functional safety, perception (LIDAR and Radar) and quality specialisms was essential to the business. They wanted the new facility to become a ‘centre of excellence’ for current and future software engineering for electric and automated driving vehicles.
However, the Talent Acquisition team tasked with identifying, attracting and hiring the required talent encountered problems. Firstly, the location itself (situated about 150 miles from the capital) was problematic. Secondly, there were a number of “hands off” agreements in place with competitors where relevant talent could currently be working.
There was also concern around whether the software engineering skills existed in the local talent pool: the local labour market could contain a high percentage of individuals who would require visas and sponsorship to gain permanent employment.
The team needed a strong business case to take to the board, highlighting the numerous attraction challenges faced, to help shift the dialogue.
Over the course of five weeks, we thoroughly researched the market, providing real time insight into the following key areas:
We provided our client with a comprehensive insight report that painted a very clear picture of the technology, software and CAV industry in the new location. We also placed intelligence and data behind perceptions on salary, skills and availability, so our client could truly understand the causes of the recruitment challenges.
We also provided an overview of competitor activity and the country’s talent pool (with particular focus on the local area), as well as educational institutions offering relevant courses for future talent pools.
Our final report enabled our client’s Talent Acquisition team to confidently present the future hiring challenges the business faced to the board, based entirely on real time insight, intelligence and data.
As a result, dialogue improved between the board and the Talent Acquisition team and they were able to have productive discussions around revised budgets, improved employer branding specific to the new facility and new hiring strategies (including global talent attraction).
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