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industry: Public Sector

Key Insights for Creating a Robust Public Sector Workforce

Resources: Guide

Key Insights for Creating a Robust Public Sector Workforce .

Case Study University of the Arts London (UAL)

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This guide shares six essential insights into the public sector.

In today’s rapidly changing public sector landscape, challenges and opportunities evolve at an unprecedented pace and modern recruitment strategies and workforce planning stand as the twin pillars of a resilient and dynamic workforce.

This guide explores how these pillars play key roles in shaping such a workforce. We’ll delve into how technology can not only streamline recruitment but also help create a diverse and inclusive workplace ready to tackle tomorrow’s challenges with adaptability and creativity.

You’ll learn how to:

  • Strategic workforce planning
  • Embracing technology and automation
  • Talent development and retention
  • Agile workforce in response to change
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University of the Arts London (UAL)

CASE STUDY

University of the Arts London (UAL)

University of the Arts London fills 90% of their vacancies on the first attempt!

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Public Sector Solutions
Case Study University of the Arts London (UAL)

Industry

Public Sector

Main challenges

Processes that were inefficient

Key benefit

Applications increased by over 168%

University of the Arts London is setting the standard in talent acquisition software!

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staff members
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annual hires
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annual contracting hires

University of the Arts London (UAL) offers an extensive range of courses in art, design, fashion, communication, and performing arts. With six Colleges, four Institutes, five Research Centres, and two subsidiaries, they are one of the world’s most internationally diverse universities with more than 6,000 staff and 22,000 students from 130 countries.

 

At their very core, everything they do seeks to challenge the status quo by driving social purpose and standing up for what matters. Their students, staff and graduates form a global network of creatives, entrepreneurs and leaders. Together, their ideas change the world. Because the world needs creativity.

“Oleeo has been instrumental in our recruitment transformation, allowing us to streamline workflows, engage candidates more effectively, and manage the growing volume of applications with ease. This has enabled us to attract top talent more efficiently while staying agile in an ever-evolving recruitment landscape.”

Mark Kunaseelan, Head of Resourcing

What did University of the Arts London require?

UAL faced a complex recruitment landscape, managing both salaried and hourly-paid staff through decentralised systems that led to inconsistencies and an overwhelming administrative burden. 

With over 25,000 applications (and rising) to process annually, they needed a solution to centralise their recruitment processes, automate routine tasks, and create a more streamlined and efficient way of operating.

Case Study University of the Arts London (UAL)

Why Oleeo’s Applicant Tracking System (ATS)?

Oleeo’s ATS was the ideal solution to address these challenges, delivering the following benefits:

  • Centralised recruitment: consolidated our staff recruitment activities, replacing multiple systems with a unified platform. This eliminated inefficiencies, reduced errors, and created a consistent hiring process across the board.
  • Streamlined workflows: automation of tasks like pre-screening and interview scheduling significantly reduced the administrative burden, enabling us to handle high volumes of applications efficiently.
  • Enhanced candidate experience: provided tools improved transparency and communication with candidates throughout the hiring process, from application submission to offer, enhancing engagement and satisfaction.
  • Data and analytics: the system’s analytics capabilities helped us monitor hiring performance, enabling us to quickly identify and address challenges across various departments and roles.
  • Configurability: Oleeo’s flexibility allowed us to implement bespoke features, ensuring compliance with governance requirements and addressing the unique needs of our diverse user groups.

"It has been a joy to witness UAL flourish in their recruitment processes over the past few years. They have implemented impressive changes that have greatly enhanced their approach, and I’m excited to see what they will achieve next."

Customer Success Team, Oleeo

Results

UAL has transformed its recruitment process, making it more efficient, effective, and candidate friendly.
 
  • Compliance and governance: over 370,000 applications were anonymised as part of an auto-anonymisation rollout meeting stringent compliance needs.
  • Key metrics achieved:
  • 90% of vacancies filled on the first attempt.
  • Average time to offer reduced to 6.3 weeks.
  • Customer satisfaction scores consistently at 81%.
  • Improved conversions and diversity:
  • Application conversion rates improved from 39% to 57%.
  • Applications increased by over 168%.
  • Diversity of underrepresented groups (B.A.M.E. and females) now exceeds 50%.
  • Engagement and branding: rebranding of our job boards, redesigned application forms and improved job adverts has led to a significant increase in candidate engagement.
  • Continuous improvement: we’ve implemented over 240 enhancements on the ATS for HR teams, hiring managers, and candidates, further optimising our recruitment process.
University of the Arts London (UAL)

The Future

Oleeo has been our trusted recruitment partner for over a decade. As we face an evolving future, we are excited about the potential of AI-driven recruiter tools that Oleeo is developing. We continue to explore new ways to enhance our system and look forward to future innovations that will keep us at the forefront of recruitment technology.

“Oleeo has been instrumental in our recruitment transformation, allowing us to streamline workflows, engage candidates more effectively, and manage the growing volume of applications with ease. This has enabled us to attract top talent more efficiently while staying agile in an ever-evolving recruitment landscape.”
Mark KunaseelanHead of Resourcing

Oleeo

Oleeo has 25 years experience of delivering award-winning recruiting solutions across multiple industries.
Find out more

Want to know more?
Book a consultation.

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How Have Public Sector Budget Cuts Hurt Talent Acquisition?

How Have Public Sector Budget
Constraints Hurt Talent Acquisition?

2024-25 Public Sector Recruitment Report

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Introduction

Budget constraints in the public sector are nothing new. But for many it feels like the most recent spell of austerity lasted a little too long.

On the positive side, necessity being the mother of invention, the drive to accomplish more with less has created some interesting solutions in the field of recruitment. For anyone in the public sector who has oversight of hiring, this is a silver lining that holds the promise of being able to find new recruitment efficiencies that will last even after the purse strings have been loosened.

At Oleeo we’re keenly interested in how technology can improve recruitment, not just 
 in terms of positive outcomes, but also around saving time and resources. To this end, we set out to learn more about how the public sector is adapting to budget constraints, and whether technology is being used to the fullest.

During the month of May 2024, we invited public sector workers, primarily in government and healthcare, to answer eight questions around their talent acquisition experiences.

The responses are all recorded in this report, along with our observations. And while some of the outcomes are entirely predictable (yes, of course budget constraints are hurting talent acquisition), there are some equally surprising results, especially related to the use of AI and data-driven processes.

We won’t spoil the outcomes for you, but suffice to say it appears that many public sector organisations have a lot of available efficiencies yet to be exploited. That should be good news for all concerned. To quote Benjamin Franklin, “Out of adversity comes opportunity”.

Oleeo believes there’s definitely opportunity in this report for those who care to find it.

— The Oleeo Team

What are your top three resourcing challenges?

Budget constraints comfortably tops the table as the main resourcing challenge for public sector employers, reflecting the austerity measures of the last few years and the internal competition for funds. Financial limitations not only make it difficult to properly execute recruitment campaigns, they also introduce uncertainty, making it harder to create long-term plans.

Lack of resources within the team are the inevitable consequence of budget constraints. Staffing cuts or limited ability to bring in new people increases the workload on existing employees which can, in itself, lead to higher turnover of staff.

Unfilled vacancies, lack of qualified candidates and talent scarcity, while not related to budget constraints, exacerbate the challenges. Limited resources can be managed comfortably if there is an excess of qualified candidates, but when there is a skill shortage or intense competition from the private sector, for example, this creates a perfect storm of difficulty for resourcing.

Recommendations

We fully expected budget constraints to be the most common resourcing challenge as it was our awareness of this problem that motivated us to commission this survey. However, it’s interesting 
 to note that talent scarcity also scored highly, perhaps indicating that staffing challenges in the public sector are even more onerous than we suspected.

The instinct may be to hunker down and wait until the financial situation improves, but Oleeo believes it’s still possible to improve the situation in the short-term. This can be achieved, at least in part, by working on reducing time frames for recruitment campaigns. It’s not uncommon for government hiring processes to be longer than their private equivalent, with multiple stages of approval, security clearances and so on. This can result in losing the most desirable candidates to other, faster-moving organisations.

Although there will always be some elements of public sector hiring that are going to be necessarily more involved than the private sector, there are still plenty of opportunities for streamlining processes. For instance, automating routine tasks and using AI 
to help recruiters make better, faster decisions will reduce the workload for everyone concerned. AI is now fully capable of reading and interpreting candidate CVs and highlighting those which meet pre-approved job requirements.

Budget constraints and talent scarcity creates a “perfect storm” of difficulty.”

Do you believe staffing/people challenges are leading to organisational failure?

The majority of respondents said, Yes, staffing challenges are a significant issue and risk serious problems with the ability of the organisation to function effectively.

This suggests that many public sector organisations are struggling to maintain service levels and fulfil their mandates because of inadequate staffing. Knock-on effects to this include overburdened employees, low morale and employee retention challenges.

Only one in five feel confident enough to reply No to this question, which implies that around 80% of respondents have at least the potential to experience problems in this area, either now or in the future.

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of respondents have the potential for organisational failure due to staffing/people challenges

Recommendations

We debated the wording of the question because “organisational failure” is a strong phrase. We likely would have seen a higher level of agreement if we had used, for example, “organisational difficulties”. Which is why it is quite shocking to discover that more than half of respondents feel their organisation is approaching some kind of breakdown.

The usual solution to this kind of challenge is to increase investment in HR, including recruitment, training and retention strategies. However, as we’ve already established, budget constraints are a key problem for most public sector organisations.

This serves to emphasise the critical importance of finding ways 
 to do more with less and make strategic adjustments to how recruitment campaigns are being managed. Modifications that 
can reduce administration, speed up the “time to hire” and attract candidates without the need for expensive advertising campaigns should be prioritised.

However, there’s a clear picture being painted through this survey that, while HR personnel are working hard to increase staffing efficiency through a number of initiatives (see Question 3), 
 there is the sense that these are going to be insufficient to stop organisational breakdown. It is vital that new approaches be found to mitigate these concerns.

More than half of respondents feel their organisation is approaching some kind of breakdown.”

How are you currently trying to make your recruitment more efficient?

Maximising internal mobility (69%) in times of austerity is a wise step because it’s about taking stock of what you already have and considering how you can make best use of current resources. This is especially true with employee retention since it is usually far more expensive to source a new hire than it is to improve job satisfaction for existing employees.

Embedding good practice (41%) is another smart measure that carries little to no cost, but can produce significant results. And while training and development does require some expenditure, it’s a good long-term investment for both the organisation and the employees.

Talent pipelining and building talent communities (38%) is a solid proactive approach that allows for the creation of pools of candidates that can be accessed as and when they’re needed. It’s an evergreen strategy but is especially valuable when there is a scarcity of talent.

Automating and streamlining pre-employment checks (26%) reduces administrative burdens, minimises delays and ensures compliance with regulations. Modern technologies are rapidly increasing the opportunities for automation which can lead to significant cost savings.

Recommendations

What the top responses have in common is that they’re all long-term solutions. Rather than simply allowing recruitment efficiency to stutter, it appears most public sector organisations are evolving positively 
 and being proactive in their efforts to cope with financial limitations.

Embedding good practice is perhaps being underutilised given that there are various ways of implementing this without having to break the bank. A good ATS can guide the recruiter through the process 
 and provide reminders for the critical tasks along the way.

Automation is also an area that we’re especially interested in, so it’s noteworthy that only one in four respondents identified this as a discipline they’re using. This suggests that there are many organisations with untapped potential to use technology to streamline elements of their hiring, such as onboarding processes, obtaining required information, mandatory vetting, etc. By removing the administrative burden from recruiters and providing automated updates to candidates, this will reduce overall time to hire and 
 also improve the candidate experience.

But what really caught our attention is that only 4% of respondents are using AI to speed up and strengthen their hiring decisions. Which means even those who are automating their pre-employment checks have not yet embraced the significant benefits that AI has to offer. This could be down to 
 a lack of awareness of the availability of the technology, or even unwarranted — although understandable — concerns over AI itself.

Either way, we would urge everyone in recruitment to take a look at the options available. One of the great advantages of Al is that it can draw from thousands of data points, including those found in test scores, CVs, application responses, and then assess the result without bias. This assists recruiters in making informed decisions in a fraction of the time it would take to review every application manually. Hiring can thus be completed faster and be based on prescriptive recommendations that measure skills, cultural fit, offer acceptance probability and expected retention.

There are many organisations with untapped potential to use technology to reduce their administrative burden.”

Budget reductions have hindered our ability to recruit new staff

86% of respondents either Agree or Strongly Agree that budget reductions are hindering their recruiting efforts.

This problem may be even more significant as the 8% who are Not Sure may not have sufficient information to make a judgement, and may arguably be unaware of the problem.

What is clear is that only 6% disagree with the statement and no one strongly disagrees. This underscores the severity of the challenges and that this is a widespread issue.

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of respondents agree or strongly agree that budget reductions are hindering their recruiting efforts

Recommendations

This is not a surprising outcome, but it reinforces the need to find innovative solutions. In addition to the aforementioned strategies for improving internal mobility and building talent pipelines, there may be scope for trying more cost-effective advertising, such as an employee referral program. Introducing flexibility into roles, such as remote working, can also be effective at drawing in candidates who might otherwise be unwilling to apply.

Making best use of the technology you have to hand is also important. It’s very common for software users to fail to use all of the available functions they have to hand. Speak to your software provider to find out if there are efficiencies available that you may have overlooked, or if there are new modules available that can improve your recruitment flows. It’s worth mentioning, again, that AI and data-driven automation can play a pivotal role in improving outcomes in this area, so speak to your provider to find out what they have available for you to test.

Stretching your budget to breaking point isn’t anyone’s idea of fun, but if you persist there are likely more avenues you have yet to explore.

AI and data-driven automation can play a pivotal role in improving outcomes.”

We often find it difficult to find candidates with the right skills and qualifications

All told, 83% of respondents said they either Agree or Strongly Agree that it is difficult to find candidates with the right skills and qualifications. The most obvious reason is that public sector roles often require specific expertise which is hard to find in the current job market,

This only leaves a small proportion who either Disagree or are Not Sure.

0 %
of respondents agree or strongly agree that it is difficult to find candidates with the right skills and qualifications

Recommendations

This is a problem mostly unrelated to budgetary constraints and drives home just how challenging recruitment is in the public sector right now. In more prosperous times it may be possible to offer above-average salaries to attract experienced personnel, but for many organisations this is likely not an option.

Upskilling existing personnel is a viable solution that, while 
 not free, should be more cost-effective than increasing wages. Another strategy to consider is partnering with colleges and vocational schools to create tailored programs that form a pipeline to your organisation. This is not a short-term solution, but if you have stringent requirements for your roles this could be a worthy investment.

A more direct and no-cost approach is to review how you advertise your roles. Are you, for instance, creating unnecessarily strict criteria in your job descriptions that may be discouraging capable candidates from applying? Additionally, as mentioned earlier, can you find ways to make the role more attractive for reasons other than financial?
Like it or not, flexible working arrangements are very desirable. If you can adjust the role to make it more accessible to more people, this could open a wider pool of candidates.

Offering above-average salaries, for many organisations, is likely not an option.”

Lack of investment in technology has hindered our ability to recruit successfully

49% responded with Strongly Agree or Agree. This indicates that almost half of all respondents recognise that they’re behind the curve when it comes to recruitment technology.

A slight majority of respondents said that they were Not Sure which could either be a lack of confidence in their knowledge of current technology, or uncertainty around whether their existing software is positively or negatively impacting their results.

The 21% who said they Disagree or Strongly Disagree have likely either recently upgraded their ATS or are sufficiently confident in their existing resources.

0 %
of respondents agree or strongly agree that a lack of investment 
 in technology has hindered their ability to recruit successfully

Recommendations

Given that cutting-edge recruitment technology is our raison d’être, this question was as much for us as for the subjects of this survey. Our initial reaction was one of surprise that this turned out to be the most divisive of all the questions.

We expected to see a broader split in opinion than many of the other questions, but we didn’t predict that so many people would either be on the fence or simply unsure whether or not their technology was holding them back.

This is our area of expertise. And while we can’t say with certainty 
 that not having access to current recruitment technology is negatively affecting your hiring results, we are confident that many of the new ATS features that are now available — especially those that are related to AI, data-driven automation, or data analysis — will significantly improve your ability to recruit successfully.

The results of this survey make it clear that budget constraints
and talent shortages are negatively impacting the public sector, 
 in at least some cases quite seriously. And it is in these areas that 
 a modern ATS is best equipped to help. Not only can it provide 
 a measurable improvement in “time to hire”, as well as the amount of time and administration involved, it can also help improve the volume, quality and diversity of applicants. Last but not least, it provides a superior experience for the candidates themselves, increasing the likelihood of filling the role.

Yes, budget constraints may make new technology investment difficult. However, we would encourage you to at least review your current system and explore the options out there. Upgrading your recruitment technology can, in the long run, pay for itself by improving your recruitment outcomes.

Almost half of all respondents are behind the curve when it comes to recruitment technology.”

Budget cuts have impacted our ability to sufficiently advertise job vacancies

0 %
of respondents agree or strongly agree that budget cuts have impacted their ability to sufficiently advertise job vacancies

More than half of respondents said they either Agree or Strongly Agree that budget constraints have negatively impacted their ability to advertise roles. In other words, public sector positions do not have good visibility when compared to other parts of the job market.

Around 1 in 4 Disagree or Strongly Disagree, perhaps suggesting they’ve found effective workarounds, or simply that their advertising budget is sufficient for their needs.

Recommendations

There are a wide variety of free and low cost options for advertising jobs online so this result is also somewhat unexpected. If, as the numbers suggest, more than half of public sector organisations feel limited in this area because of their budget, this implies that financial cuts are running deep.

In the ongoing spirit of accomplishing more with less, this is a good time to look beyond your usual placements. Consider social media sites that you may previously have overlooked. Encourage employees to share your job openings and perhaps offer financial incentives to do so. And if you’re not already doing so, maintain a database of previous applicants and use email campaigns to advise them of new job opportunities.

A modern ATS may also offer additional support in this area. Oleeo’s Intelligent Job Posting feature, for example, uses smart algorithms to select the best channels for jobs, with access to global online channels at a pre-arranged, reduced cost. It also provides assistance in creating better-targeted job descriptions to help you attract the right person for the role.

More than half of public sector organisations feel limited in this area because of their budget.”

Our recruitment process is data-driven
 (online tests, video interview scoring, etc.)

Just over one-quarter of respondents said they Agree or Strongly Agree that their recruitment process is data-driven, making them a clear minority. It’s possible some public sector organisations are advancing in this area but are still too early in their application to be able to agree with the statement.

21% said they were Not Sure which perhaps indicates a lack of understanding of what data-driven recruitment looks like or what options are available.

A full half of respondents said that they Disagree or Strongly Disagree, which implies many organisations are still reliant on traditional recruitment practices such as manual CV reviews or unstructured interviews.

0 %
of respondents disagree or strongly disagree that their recruitment process is data-driven

Recommendations

The limited take-up of data-driven recruitment could be simply down to budget constraints, but given that one in five fall into the “Not Sure” category, we’re inclined to think the issue is more to do with a lack of knowledge about the science behind the technology.

Data-driven recruitment processes are, in our view, the most exciting development in the field. Data and analytics have the ability to transform almost all stages of the hiring process. So while it’s not great that so many have yet to embrace this, it reveals that there is great potential for public sector organisations to benefit from this technology.

We could fill an entire second report on the different methods of 
 data-driven recruitment and why they’re so valuable, but in short they accomplish far more than saving time and resources (which they do, and considerably so). Consider that one of the largest expenses in recruitment comes when a new hire doesn’t work out and leaves within a few months. The level of disruption to the organisation is significant, and then there’s the additional expense of having to repeat the recruitment campaign.

Data-driven recruitment campaigns can use historical and real-time data to predict candidate performance and improve the average retention rate of new hires. Given that the cost of a failed hire is often as high as six figures, this is an invaluable tool for recruiters.

This doesn’t even begin to scratch the surface of what data and analytics can achieve. As much as we love the development of AI and data-driven automation in recruitment and we encourage you to learn more about it, it’s data-driven recruitment technology that has the greatest power to improve every element of your hiring methodology.

Data-driven recruitment processes are, in our view, the most exciting development in the field.”

Tackling recruitment budget constraints —
 5 places to start

If your recruitment campaigns have suffered because of budget and talent pool limitations, there is perhaps a small measure of comfort in learning that you’re not alone. But more importantly, we hope this report has given you some ideas for creatively tackling this problem. Here are our top five recommendations for areas of recruitment that you may wish to review:

Focus on employer branding

There are many unique benefits to public sector work (job security, meaningful work, etc.), so review your branding to be sure that you’re not taking for granted that people outside of your organisation know what these are. These selling points can also be emphasised through employee testimonials, social media and career websites to create a positive image 
 of working in the public sector.

Upgrade your internal mobility and training options

Promoting from within is always less expensive than bringing in a new hire. Which means that training existing staff into a more senior role is highly costeffective. Creating internal opportunities are also great for staff morale and retention, making this a win for both the organisation and your employees.

Create talent pipelines and community partnerships


This is very much a long-term strategy and it won’t be suitable for everyone, but if you’re hiring for a large organisation that recruits a significant number of new staff every year, this can save you a lot of time and money. Reach out to local educational institutions, professional associations and community organisations and see what collaborations you can create.

Optimise and streamline your recruitment processes

Your ATS can be the key to unlocking a myriad of new efficiencies, as well as improving the accuracy of your hiring. Speak to your supplier to find out how to get more from your software or what additional modules or upgrades are available. This doesn't have to be expensive as you're imagining. Oleeo, for example, has one of the most advanced ATS systems in the world and has a number of cost-effective solutions specifically tailored for public sector needs. Visit Oleeo.com for more information.

Improve your job descriptions and advertising

A limited talent pool means more competition. Which is why ensuring your job adverts are well-written, inclusive and appealing can be the difference between receiving a handful of applicants and more than you can handle. The Oleeo Inclusive Writing feature can assist with this by highlighting biassed terms in your existing job posts, and offering alternative neutral language that are more likely to appeal to all genders. You may also benefit from going further and looking for ways to improve your offer. Remember, financial incentives are not the only things that candidates are looking for. Enjoyable working conditions and flexibility (such as remote or hybrid working) will broaden the appeal of your roles.

Thank you for reading this report. We hope you found it useful and that it will inspire you to find new ways to enhance your recruitment processes.

To discuss your specific recruitment requirements and learn more about how Oleeo can assist with your public sector hiring, you can contact us here or call +44 (0) 20 8296 5907.

oleeologo

About Oleeo

Oleeo provides talent acquisition technology to help companies attract, engage and hire amazing diverse teams. Using data-driven automation and machine learning, organisations can recruit smarter and more efficiently than ever before. Highly configurable to meet unique needs, Oleeo is trusted by many leading brands — Oleeo.com.

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Key Insights for Creating a Robust Public Sector Workforce

Resources: Guide

Key Insights for Creating a Robust Public Sector Workforce

In today’s rapidly changing public sector landscape, challenges and opportunities evolve at an unprecedented pace and modern recruitment strategies and workforce planning stand as the twin pillars of a resilient and dynamic workforce. 

This guide explores how these pillars play key roles in shaping such a workforce. We’ll delve into how technology can not only streamline recruitment but also help create a diverse and inclusive workplace ready to tackle tomorrow’s challenges with adaptability and creativity. 

Here are six essential insights into public sector recruitment that lay the groundwork for a transformative hiring strategy.

Read Now
Public Sector Recruitment Strategies

Nottinghamshire County Council

CASE STUDY

Nottinghamshire County Council

Nottinghamshire County Council’s time-to-hire has been reduced from 70 days to a streamlined 42 days. 

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Public Sector Solutions
Nottingham County Council's recruitment strategy

Industry

Public Sector

Main challenges

Manual processes that were inefficient

Key benefit

Substantially reduced time to hire

A progressive county council leveraging the advantages of talent acquisition software

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staff members
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annual hires

Nottinghamshire County Council (NCC) serves as the upper-tier local authority for the non-metropolitan county of Nottinghamshire in England. Employing approximately 6,500 staff, typically hiring over 1,200 new starters each year.

“The system delivered by Oleeo has been a game-changer for NCC. It has transformed our recruitment process, improved our candidate experience, and enabled us to attract and hire the best talent for our organisation. We are very impressed with the results and the partnership."

Recruitment Manager, Nottinghamshire County Council

What did Nottinghamshire County Council require?

NCC required an ATS that would support their unique hiring needs. The goal was not merely to find a solution, but to establish a partnership that would contribute significantly to the efficiency and success of their recruitment journey.

NCC wanted an applicant tracking system that would:

  • Seamlessly integrated with their existing HR systems and other relevant software
  • Automate repetitive and time-consuming tasks within the recruitment workflow, this included automating CV screening, interview scheduling, and even the initial stages of candidate communication
  • Feature tools and functionalities designed to support DE&I initiatives
  • Emphasise the importance of robust data security measures and compliance with relevant regulations such as GDPR
  • Provide advanced analytics and reporting tools to generate customised reports, track key performance indicators (KPIs), and analyse data trends
  • Provide a positive and engaging experience for applicants, from easy application processes to transparent communication about their status in the recruitment pipeline

How is the partnership between Nottinghamshire County Council and Oleeo going?

With Oleeo they now have better visibility of the application progress, providing consistent and transparent communications, enhancing accessibility to accommodate diverse needs, maintaining clarity in job requirements and processes, and simplifying application procedures.

They’ve introduced quarterly round tables with other councils, promoting collaboration, the exchange of best practices, and enhancing system utilisation. Oleeo and NCC have set the standard for other councils when it comes to elevating their recruitment strategies.

In a nutshell, Oleeo have enabled NCC to do the following:

  • Innovate new features
  • Digitalising their recruitment processes
  • Provide extensive support, training and guidance
  • Streamline hiring workflow

"The system delivered by Oleeo has been a great tool for me. It has simplified my hiring tasks, saved me time and effort, and provided me with useful insights and data. I have received positive feedback from my candidates and colleagues on my hiring performance. I am very happy with the system and the support."

Recruiter, Nottinghamshire County Council

Results

The partnership between NCC and Oleeo has resulted in several measurable outcomes and a positive return on investment (ROI) for NCC. 

  • An average of 90% satisfaction rate among the hiring managers and recruiters, indicating a high level of usability and efficiency of the system
  • An average of 80% satisfaction rate among the candidates, indicating a high level of responsiveness and transparency of the system
  • An average of 50% reduction in the time-to-hire, indicating a high level of speed and agility of the system
  • NPS Scores: Their Service NPS has increased from 7 in 2018 to 10 at the end of 2023

The Future

Looking ahead, NCC is committed to ongoing evolution, prioritising process enhancement and the delivery of exceptional candidate experiences.

 In order to achieve this they will continue to integrate new features and innovative ideas with Oleeo ensuring fair and transparent recruitment processes, accessible to all candidates.

“The recruitment landscape is rapidly changing, and we hope to continue to evolve at a rate which allows us to streamline our processes and provide an excellent user and candidate experience."
Steve BrooksTeam Manager | Projects, Business & Recruitment

Oleeo

Oleeo has 25 years experience of delivering award-winning recruiting solutions across multiple industries.
Find out more

Want to know more?
Book a consultation.

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Kirklees Council

CASE STUDY

Kirklees Council

Finalists for the In-House Recruitment Award for Candidate Experience, with a little help from Oleeo

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Read ATS features

Industry

Local Authority

Recruiting scope

11,000+ yearly applications

Main challenges

Inflexibility and lack of reporting tools

Challenge

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annual applications
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annual hires

With up to 300 different jobs advertised on their site, over 11,000 yearly applications and over 1500 hires, Kirklees Local Authority need a recruitment system they can depend on. 

Unfortunately their existing system did not allow them to customise application processes, data and reports were difficult and time-consuming to prepare and recruiters and managers relied on off-system information for tracking applications and activity.

"Our recruitment team love it, it’s changed their lives."

Chloe Thomas- Recruitment Manager, Kirklees Council

Kirklees Council needed a new system that would…

  • Adapt application questions for different sectors, abilities, and needs
  • Remove the barrier of only using Word documents and uploading them using technology people may not have
  • Provide data to analyse quickly and efficiently
  • Automate reports and emails with a ‘one-stop-shop’ dashboard
  • Encourage a whole team approach
  • Significantly reduce admin time

Why Oleeo and what was the implementation like?

Kirklees council needed an ATS that would keep up with the high quantity of applications but also cater to the many different sectors that the council advertised.

Oleeo’s ability to shape the questions to the job was an exciting development in Kirklees’ recruitment. No longer were candidates stuck with the only option of uploading a Word document.  

Chloe Thomas, Recruitment Manager and the recruitment team are now able to ask the really important questions saving the equally-important-but -can-wait-questions until later, speeding up the shortlisting process. 

“I think what it allows us to do and how it allows us to shape what we do is just the most valuable tool.”

Chloe Thomas - Recruitment Manager, Kirklees Council

Results

Since implementing Oleeo, Chloe and her team are delighted with the results:

  • Candidate experience rated good/very good or excellent hit 100% in May 2022
  • Finalists in the in-house recruitment awards for candidate experience up against companies such as Virgin Atlantic and Homeserve
  • Time saved analysing data and reports has skyrocketed
  • Quick changes of career promotions at the click of a button
  • Fully adapted applications for individual jobs, asking the most relevant information from candidates first, making the process swift and easy
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Positive candidate experience rating

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Yearly applications

The Future

There is much to be proud of in the recruitment department of Kirklees council but that’s not stopping Chloe and her team continuing to improve and streamline their services.  There are lots of other exciting features from Oleeo that are in the pipeline including Quick Apply. 

After the glitz and glamour of the award ceremony (good luck Kirklees!), it’s back to making their recruitment easier, quicker and more helpful for their future employees.

Watch this space!

“I would say that it’s flexible, and it’s candidate driven. It’s fast, it’s effective, and it’s modern. It’s what people expect.”
Chloe ThomasRecruitment Manager, Kirklees Council
“Our recruitment team love it, it’s changed their lives.”
Chloe ThomasRecruitment Manager, Kirklees Council
“I think what it allows us to do and how it allows us to shape what we do is just the most valuable tool.”
Chloe ThomasRecruitment Manager, Kirklees Council

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A Recruiters’ Guide to Employer Branding

Resources: Guide

A Recruiters' Guide to Employer Branding.

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Your Employer Branding Play Book.

The face of recruitment has changed drastically in the past few years.

More than ever before, job seekers concern themselves with employer branding or the perception of an organization and its values, culture, and benefits. In fact, 75% of prospective employees consider an employer brand before applying.

However, a strong employer brand is not just important to candidates — it’s just as advantageous to you as a recruiter. A developed employer brand ensures you attract the top talent! And, as an extra bonus – it also decreases the cost, time, and resources needed to hire the best applicants.

You’ll learn:

  • What is employer branding?
  • Why your employer brand matters.
  • Employer brand basics.
  • How to bring your company to life. 
  • Creating an ongoing employer brand strategy.
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The Battle for Healthcare Talent: How To Overcome Recruitment Challenges in the Care Sector

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High-Volume Recruiting Strategies to Secure the Best Talent — Fast

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High-Volume Recruitment Strategies to Secure the Best Talent - Fast.

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Supercharge your high-volume hiring.

Volume hiring. Bulk recruiting. 24/7 sourcing. Whatever you want to call it, high-volume recruitment isn’t for the faint-hearted. 

Fuelling a never-ending demand for new talent to enter the pipeline is stressful to say the least. When it feels like you have a constant stack of open job roles that hiring managers are demanding you fill as soon as yesterday, you need to find practical ways to source and hire people – fast.

Oleeo’s guide will help you to recruit the best employees for your open positions – fast.

You’ll learn:

  • The challenges facing high-volume recruiters in 2022.
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Practical Tips for Successful AI Adoption in Recruitment: A Guide for Busy Hiring Managers

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A guide to easing public service resourcing pressures

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A Guide To Easing Public Service Resourcing Pressures.

The coronavirus pandemic has brought an unprecedented set of challenges for public recruiters. Mounting barriers including reductions in funding, changing legislation and pay freezes have exacerbated the perennial challenge of delivering the highest recruitment outcomes in a climate of continuous cost pressure. 

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Using Oleeo Technology.

Government commissioned services need to be more commercially-minded and business-focused than ever before.

Data from the Office for National Statistics shows the public-sector workforce (excluding outsourced services) is not small. It stood at 5.44 million at the end of 2019. The NHS, the education sector, central and local government, and the police service are the four largest areas – spending on these workforces total somewhere in the region of £90 billion.A guide to easing public service resourcing pressures. The coronavirus pandemic has brought an unprecedented set of challenges for public recruiters.

The public sector needs people with the right skills to cope with the significant challenges ahead. While training and continuous development are important, a large part of securing a qualified workforce is attracting people with the right qualifications and best potential in the first place. For recruiters and resourcing leaders, the big question that this raises is “How can we continue to retain and attract the talent we need to remain effective and dynamic in these challenging times?”

This guide explores key ways that best in class public sector recruiters can respond to the challenges of:

  • A growing need to prove ROI in business processes (including shared services)
  • Enhancing talent attraction strategies
  • Maximising hiring manager engagement
  • Facilitating high levels of employee mobility
  • Meeting ethnicity/diversity expectations
  • Supporting the next generations

Finances are more under pressure after COVID-19 than ever before. Public service providers continue to express serious concern that they will not be able to maintain high service quality under the current rate of budget cuts.

With tightened budgets and conditions, public services organisations must prove ROI in every exercise that they do. Operating under financial constraints means making sure the organisation gets maximum value from its investment.

Embedding new processes that automate recruitment and redeployment has the potential to result in millions in spending efficiencies in the long-term, especially when there are thousands of posts with manual administration processes needed to filter applications being replaced with highly sophisticated automation techniques that do not jeopardise the quality of recruits hired. The technology can also ensure compliance to policies helping organisations adapt to digital-centric models that alleviate administrative burden and deliver efficiencies without impacting policy reporting needs.

Oleeo’s automation technology

Oleeo’s automation technology is built to enable time efficiencies and save on resourcing costs so that you recoup your investment in as little as six months through efficiency savings alone. We can provide a personalised calculation of potential ROI savings to give you an idea of what you could achieve by switching to us and help drive your business case.

Oleeo research with WiredGov found 43% of recruiters see private sector competition as a key problem. It’s therefore crucial that leaders review and restructure employee benefits propositions to ensure they are flexible enough to reflect the market. Click the buttons below to access the guide or talk to us today about how we can assist.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Rhondda Cynon Taf Borough Council story

Case Study

Transforming Rhondda Cynon Taf Borough Council Recruitment .

Challenge: Rhondda Cynon Taf Council is the third  largest Local Authority in Wales. The county borough was formed in 1996 following the abolition of the county of Mid Glamorgan and the resultant merger of the former Mid Glamorgan districts of Rhondda, Cynon Valley and Taff Ely (with the exceptions of Creigiau and Pentyrch).

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Industry

Council

Main challenge

Handling high volumes of applications

Key benefit

7000 job applications a year processed by Oleeo

Rhondda Cynon Taf Council is the second largest Local Authority in Wales

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job applications a year
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of applications are now received online

Challenge

Rhondda Cynon Taf Council wanted a solution that would handle large volumes of applications from interested applicants and help it manage its entire recruitment process, making it as easy and straightforward as possible, whilst allowing candidates to demonstrate skills and expertise.

“Oleeo has proven to be a reliable product with excellent readily available support.”

Andrew Downie, Job Analyst, Rhondda Cynon Taf County Borough Council

Rhondda Cynon Taf Borough Council needed a brand new system that would…

  • An e-recruitment system tailored to the needs of public sector recruiters
  • Functionality including vacancy authorisation processes, online selection panels, anonymous candidate lists, guaranteed interview scheme management, integrated online referencing and calendar integration.

Why Oleeo and what was the implementation like?

In 2013, Oleeo deployed the Oleeo Intuitive Talent Acquisition to help the council meet its objectives and be able to take advantage of a comprehensive reporting suite designed for government-based organisations.

Oleeo wrote the UK Government’s Guide to Best Practice in e-recruitment and are the leading supplier of public sector e-recruitment systems to both central and local government organisations. Our technology is compliant to civil service recruiting principles helping ensure better quality of candidates, streamlined and accelerated processes and first-line support.

“Oleeo has proven to be a reliable product with excellent readily available support.”

Andrew Downie, Job Analyst, Rhondda Cynon Taf County Borough Council

Results

Key results identified by Rhondda Cynon Taf Borough Council:

  • Greater ‘buy-in’ levels
  • 96% candidate satisfaction
  • More quality candidates
  • Establishing robust solutions
  • Promoting the use of the Welsh language and using multiple job boards
  • Dual-language support
  • 92% of applications are now received online
  • Significant reductions in administration time and cost to recruit
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job applications a year

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of applications are now received online

The Future

Oleeo technology is compliant to civil service recruitment principles helping to ensure better quality of candidates, streamlined and accelerated processes and first-line support. We can support councils in the continuous improvement of their recruitment processes.

“Oleeo has proven to be a reliable product with excellent readily available support.”
Andrew DownieJob Analyst, Rhondda Cynon Taf County Borough Council

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