Pursuit NHA’s most successful recruiting relationship over the last 8 years has been with Wrigley UK, through working with them on their Field Sales Recruitment Programme. The problems they faced were two-fold – consistency in quality level of candidates and a sustainable, practical recruitment process to evaluate and assess candidates. Pursuit NHA created a robust assessment centre process that dealt with all these issues – in fact all the client has to do is turn up to the Assessment Day itself!
So when Wrigley looked to expand their Field Sales Force by 40% (36 new heads) in 2013 Pursuit NHA were their obvious recruitment partner of choice with an existing wealth of knowledge of their business, the role itself and the best people to fill the positions. Pursuit NHA believed the challenge would not come from finding the right candidates – they had already developed a great track record of placing 50% of candidates put forward to Wrigley – the real challenge would be the organisation and timings of a project covering the entire UK.
As planning and preparation are high on the list of key skills in any FSR role, the best place to start planning such an undertaking was actually at the end. By working back from the employment start date the process was actually designed in reverse to allow tight control on both sides. Several key metrics were highlighted by Wrigley HR - cost per hire, diversity, regular communication, speed of response and achieving the agreed induction dates (which then moved forward by a week to 10 days each!!)
Advertising was key to attracting candidates from across the UK, and with diversity high on the agenda, it had to be as creative as possible to generate not only experienced sales people but also the diverse range of “other candidates” that do so well in the Wrigley FSR role – retail managers, commercial graduates, etc. A phased recruitment plan was agreed with The Grocer supported by further activity on Graduate Prospects. The phased nature of the advertising programme allowed Pursuit NHA to target the UK by area, a process repeated in the assessment centre planning.
The advertising went live in April and the assessment centres began 4 weeks later. To promote the Wrigley brand it was agreed that all candidates, successful or not, would be sent a response by Pursuit NHA.
So down to the facts and figures:
- 4225 CVs received and screened
- 192 candidates interviewed
- 78 candidates progressed to assessment centre
- 13 assessment centres held over 8 weeks
- 42 candidates offered
- 40 candidates accepted
- Both induction dates in July and August achieved with 19 new starters on each
- Over recruitment by 4 heads due to exceptionally high quality candidates
- Under budget by 3%
“Pursuit NHA acted in absolute partnership with myself and the other members of Wrigley's Senior Management team throughout this hugely important and challenging project. They were extremely understanding of the significance of the increase in team size and the overall effect it meant to our business. They were flexible, proactive and swift throughout and most importantly they delivered." Simon Knight, Field Sales Director - Wrigley UK