Objectives

The client is a well established, highly people focused electrical distribution provider located in the Channel Islands. The business is keen to develop a more diverse and inclusive culture and bring on board a higher proportion of senior female ethnic minority candidates to support their EDI objectives; whilst ensuring a highly relevant, performance focused professional and fair selection for all.

‍

Challenges

The majority of the employee population are longstanding local employees, which has resulted in a lack of diversity across the business. The client had sought a successful candidate for the Head of Planning Engineering position for over a year without any success and zero female or ethnic minority candidates.

‍

Our Solutions

‍

The Search

This position had a very niche skill set, this in addition to the location meant the talent pool was limited. A dedicated resource team was allocated to the role and we identified 114 highly relevant candidate prospects using intensive research, our global database, network recommendations and our elevated sourcing strategy.

Ongoing Support

After a two stage candidate screening process with 66candidates we assisted with their internal technical leadership assessments with a further 12 candidates. Weekly progress calls were also held to keep the client informed of ongoing developments.

Overcoming Difficulties

We incorporated a fair selection policy with the client, to support ongoing EDI recruitment objectives and remove unconscious bias from the interview process and improve inclusivity within the business. We went on to successfully offer a senior ethnic minority female candidate with 10 years of fully aligned expertise.