EDF Case Study
EDF Energy is one of the largest energy companies in the UK, employing more than 12,000 people.
EDF Energy owns and manages the entire electricity distribution network for the south and east of England, they operate power stations and is one of the largest private network operators in the UK, with clients including Heathrow, Gatwick and Stansted airports, the Channel Tunnel Rail Link, London Underground and Canary Wharf.
EDF Energy had two technical staff suppliers providing an acceptable level of performance. They decided that because of the high turnover of temporary workers and their constant recruitment needs they would introduce a third supplier, Exxell, to assist in the recruitment of;
Exxell became the Preferred Supplier for Temporary and Permanent Technical and Administrative Staff in 2005.
Objectives
Exxell set clear objectives to deliver the required services to the complex and demanding set of businesses.
- To provide a recruitment service that could be favourably compared to those of the existing suppliers.
- To seamlessly integrate Exxell’s services with EDF Energy’s to avoid any phasing or ramping up periods during the introduction to the Preferred Suppliers List.
- To become an integral part of the recruiting process by testing and validating applicants.
- To provide a true Account Managed Service.
- To reduce staff turnover.
- To provide a “Temp-to-Perm” service that encouraged temporary workers to take a permanent role with EDF Energy.
- To recruit for a diverse skill set across a number of business units in multiple locations.
- To recruit for routine and future needs as well as reacting to unexpected requirements.
Contract delivery
Exxell had to establish the recruitment needs but also ensure that the service would match or exceed the standards of the existing suppliers, who had benefited from a positive working relationship with EDF Energy for several years. This was achieved by a reconnaissance process, gathering information such as service levels, key performance indicators, individual business needs, wants and “nice-to-haves” from every recruiting manager across the business.
A strategy was produced from the reconnaissance process to ensure that Exxell provided a seamlessly integrated service that would be recognised for its innovative approach. This was operated as a “dry-run” for a month before going live to the network of recruitment users.
The main features of the programme were:
To ensure both quality and continuity of applicants, Exxell’s services were fully integrated with the EDF Energy recruitment process. In practice, primary interviews were conducted with all candidates, testing their skills and validating their compliance in the role. The best candidates for the job were short listed for EDF Energy to interview and select from.
A regular report was produced by the Account Manager to provide feedback so that both the client and candidate could identify any potential problems, and of course, any positive feedback too. Reporting periods covered pre start day, day 1, week 1, week 2, month 1, and then quarterly, with input from both candidate and client. Further periodic service reviews completed the Continuous Improvement Process and Plan and helped identify any recruitment trends.
Exxell also organised social events for temporary workers to allow interaction between peers that might work in remote locations.
Results
Exxell’s approach has led to a significant reduction in the turnover of temporary workers and has encouraged a large number of recruits, progress from being Temporary to Permanent employees.
One of the key factors repeatedly cited for the success of our services is the satisfaction of both the client and candidates with the agency.
Steve Drew, Senior Buyer for EDF Energy said “We have worked with Exxell for some time. They are our preferred supplier for all trades and technical staff Nationally for United House”