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Grandis Engineering needed a construction manager with a broad range of experience that covered Civil, Utility and HVAC disciplines, but it was critical they had Cryogenic experience for this specific facility which added another layer of difficulty to the task at hand.
Furthermore, this was the biggest project Grandis had ever worked on, the Construction manager needed to speak Dutch and the facility was in a remote location.
With the project due to start and the Managing Director having no success in finding the right talent after 8 weeks of working other recruitment agencies, it looked inevitable that the work would suffer costly delays with this gap in expertise.
The g2 Solution:
g2 picked up the role and were able to help them qualify what requirements were less important, to focus on what was essential.
Being experts in Engineering/Project recruitment within the Chemicals sector, g2 were able to get to grips with the vacancy quickly, providing suitable candidates within days. g2’s database was crucial in providing a shortlist of 3 candidates with 20 +years of experience and Solid gas knowledge.
The successful applicant was eventually from g2’s exclusive immediate network, and, the relationship between them and the recruiter proved to be of fundamental importance.
A tight budget and remote location meant the trust we had built over a sustained period was critical to getting their commitment to take on the role, but more importantly complete the project.
Over the following 15 months, this candidate became an invaluable member of the project team, involved in every aspect of the facility’s construction.
Due to his extensive and relevant experience and ability to see both regulatory and real-time build issues on site before the manifested, he ensured that any lost time from initial delays was comfortably made up.
He added real value by supporting the package managers of Civil, Structural and Electrical & Instrumentation works, contributing considerably to consistent completion of deliverables on site. He is still working on the facility to this day,
ensuring the successful commissioning and handover of the plant, providing the incoming operational team an ideal platform to get the new facility up and running without a hitch.
g2 went on to support Grandis in other areas and was actually referred on by them to the site operator to assist them with their search for O&M staff, all because of the high quality service g2 provided.
Conduct a 24 month discovery project, inspecting all site assets in order to plan what maintenance is Must Do, Should Do, Could Do Once this is completed, devise a plan and deliver a schedule of works, updating and improving the asset management system throughout.
Wood Group provide a report on all assets on site with a variety of potential plans in order of importance and by deploying a team of their own generic inspection consultants over 24 months, using their own bespoke asset management system.
Team 6-8 Consultants Cost 25m
Directly hire and manage a team of Inspection Engineers (under a staff PM) with relevant steel works experience and PSSR accreditation, who would adhere to the same timescale and provide a report, providing an upgrade and overhaul of the existing asset management system in the process.
Team 4 Consultants Cost 650 k
TATA decided to go for the recruitment option through g2.
Due to the considerable difference in cost, TATA could not see enough extra value in the Wood Group proposal. The ability to directly manage the
consultants throughout and keep them accountable to their deliverables on a daily basis was also a major factor.
There are only a few inspectors with the correct experience of working on steel plants so the likelihood of them working at Wood Group was very
slim. Wood Group would have had to hire contractors to deliver the work, possibly even from g2.
The end result allowed TATA to select a team of consultants that complemented each others skills, some of whom had previously worked
together on long term contracts . The project was delivered in 14 months, with the flexibility of directly managing the consultants allowing surplus
resource to be taken off the project ahead of schedule. This further reduced the administrative work and overall cost.
The Recruitment Challenge
When we first spoke to Blom Maritime’s Operations Manager, they’d been searching for a Naval Architect for four months in order to complete a ship design project in Oslo and
They’d originally been looking to hire a permanent employee, however, a three-month notice period, which is common in Norway, meant getting someone started would likely take even longer.
Coupled with the niche skill set that Blom were recruiting for, they found a real shortage of viable options available and had only seen three CVs in four months. Without this resource, and at risk of losing the project to a competitor, Blom had a call with one our specialised recruiters.
The g2 Solution
Our recruiter suggested using a contractor to get the work done, however, Blom made it clear that they wanted an employee of theirs to do the work.
We provided a compromise and suggested a contract to permanent option whereby the candidate would initially work as a contractor to get a taste for Blom before becoming a permanent employee after an initial period.
This opened a pool of candidates that Blom hadn’t been aware of previously, and, as a result, we were able to find a niche contract candidate within five days of the initial call.
This candidate had a two-week notice period, rather than a three-month one like a permanent employee would have. Furthermore, having someone who could work in house, meant Blom had to outsource less, giving them more control of their work.
The candidate started working for Blom within one month of g2 getting in contact with them, where there would normally have been a three-month delay whilst the candidate worked his notice period.
This saved valuable time and money for Blom and gave them the flexibility to start work on other projects. Additionally, the contractor is now working at Blom as both a
Naval Architect and a project manager, proving the contractor’s knowledge and experience which has helped prevent further delay or even losing the project.
The client was searching for a Static Equipment Engineer to be based in their facility in Rotterdam, Netherlands.
A preferred requirement for a Dutch speaking candidate was necessary to ensure easy communication between different departments. A niche set of skills was also vital when placing for the role, this included specific mechanical engineering skills that was not typical under the job title.
These requirements resulted in the job role differing from a usual Mechanical Engineering role, resulting in a limited candidate pool.
Alongside this, a change in staff due to additional work priorities encouraged the need for the position to be filled urgently.
This resulted in the client struggling to independently fill the position and other agencies failing to deliver an appropriate candidate.
The consultant’s impressive sector knowledge enabled out-of-the-box thinking, leading them to place a candidate that would typically look for permanent positions in the freelance role.
Using a non-linear approach when sourcing a suitable candidate, the consultant applied various methods such as using g2 Recruitment’s extensive database; utilising the sales tools available; and with access to a global network, the consultant was able to successfully place a candidate.
With the consultant being in constant communication with the client, trust was built and therefore ensured peace of mind and clarity throughout the hiring process.
The candidate that was eventually hired for the role understood with great accuracy what was required of them.
They had the experience and skills needed to adapt to the role quickly while bringing innovative ideas to their department thus becoming a valuable member of their team.
These factors are what drew the consultant to the candidate, and through their extensive knowledge of the sector, the consultant was confident when placing the candidate in this specialised role.
Additionally, the consultant continued to enrich their relationship with the client, adding a personable approach to the process, which proved to be swift and effective.
This ensured a fantastic collaboration between us and the client, building trust and the foundations for a long-lasting relationship which has led to further work opportunities and recommendations to other companies for g2 Recruitment.
The Recruitment Challenge:
After engaging successfully with g2 at a previous company, the HR Director of a large US client approached g2 to work in partnership on a UK recruitment campaign.
The client were in the process of bidding for a major government contract valued at £13 billion and required help to develop a robust talent acquisition plan for the UK market.
This plan would require the client hiring over 300 positions over 4 years across a number of disciplines including IT, Finance, Operations, Quality and Senior Appointments.
The g2 Solution
g2 developed a recruitment plan for 2014-2018 that mapped out the real cost, advised on UK salaries and built a pool of the best candidates in advance of the contract win to ensure our client could deliver immediately if they won the work.
A dedicated team of 3 consultants and a resource were chosen to work exclusively on the diverse and rare skill sets required to deliver the clients unique IT based solution, looking first for permanent and providing contractors if this was not an option.
Pivotal to the solution was the depth and breadth of g2’s database, as well as the considerable advertising campaign to reach additional people, a cost that was built into the fees.
Through a combination of market knowledge, dedicated resource and a strict selection process, g2 placed 60 staff in a short space of time.
Only one candidate turned down the offer during this intense spell, highlighting the benefits of rigorous candidate management and the methodical approach employed by g2.
This was achieved through well managed communication between HR, hiring managers and our consultants and ensured excellent staff retention during a critical phase of the contract.
As a result, the client have made g2 the recruitment partner of choice, a position held to this day.
By quickly getting to grips with the real challenges the client faced, an exceptional quality of service and was received by our client and the client was able to focus on delivering the contract for the MOD.
Develop a cross platform B2C mobile application for a smart metering system, written in Xamarin. This would need to be built and running in a Beta format within a 12 month timeframe. Language was critical factor, as all of the key stakeholders spoke Dutch and the supporting documentation was in Dutch.
Hand the requirement to a software house/App Developer and allow them to build the App offsite, using their “in-house” development team. This would be built by them and ultimately owned by them, with it being on licence to Sibelga. Updates would be monthly and charges based on deliverables.
Hire a freelance Xamarin Developer with knowledge of the specific sector and experience of building a similar product. Own the product and control the
release and update of the product with greater flexibility.
With the tight deadline and need for close control, Sibelga opted to go with a remote worker based
out of Amsterdam and run the project themselves.
With an office in Amsterdam, g2 immediately started contacting the Xamarin Developers in itsnetwork, whilst simultaneously looking for
candidates in Brussels. With language skills being so important and the shortage of Dutch speaking Belgian candidates a problem, g2 ended up sourcing
a Dutch native.
By splitting his time between the office in Brussels and working from home, this removed the A1 risk
over a 12 month period. This also enabled Sibelga to have immediate control over what work was delivered and when, rather than wait for the
Software House to complete work to fixed milestones.
With the project on going and the developer delivering high quality work, g2 have fulfilled their role of providing top remote working talent for a project that could have caused Sibelga a real headache.
After speaking with the client at an event, g2 contacted the HR manager and quickly understood that their need to hire multiple Embedded Software engineers over 6 12 months was going to be a big ask.
Initially the goal was to hire permanent staff, but with the client based in the isolated Canton of Graubünden in East Switzerland, a critical need for German speakers and with the work scheduled to last only 12 18 months, this was proving difficult.
So difficult in fact that they had already been looking for nearly a year and worked with both local and international agencies without success.
g2 approached the requirements in 2 ways; Headhunting permanent candidates from competitors where German was the business language and tapping up our
network of German speaking interim staff from all over the world.
By having 2 consultants and a resourcer scour our immediate network, vast database and online talent tools, g2 were able to find previously uncontacted people that were suitable for the roles. The fact that our staff speak German was very helpful when it came to explaining the roles and testing the language skills of the candidates, but what really made the difference was being able to propose freelancers.
Finding people at competitive rates with exactly the right skills was one thing, but being able to facilitate and manage fully compliant work contracts within SECO
regulations was invaluable.
Over an initial 3 month period, g2 provided 4 software engineers, making a big impact as a new supplier. The quality of the candidates was such that they quickly added value to our clients team, and with them being fluent in German they fitted in well in the working environment.
By thoroughly vetting each candidate before proposing them, g2 could be certain that both the working arrangement and location were not going to cause problems.
The processes and methods g2 employed were so effective, our services were introduced to other managers in the business, with both Cyber Security and Regulatory Affairs departments quickly benefitting from g2’s service by making successful hires soon afterwards.
The freelancers added further value during the Pandemic, primarily because they have considerable experience of working remotely and their productivity has seen little impact when working from home.
UK Public Sector
Canterbury City Council
The Recruitment Challenge
Canterbury City Council (CCC) Housing Services team had just lost several experienced and skilled staff due to a reshuffle, so when the g2 Public Sector Recruitment team picked up the vacancies, it was clear the solution needed to focus on these key issues:
Experience with a specific IT system (Locata) essential
Huge backlog of cases causing limited interview slots
Increased competition for candidates due to proximity
With other agencies providing inadequate Housing Options Officers (HOO’s) and having candidates drop out at the last minute, it was critical that our consultant Alex Hill, managed the process meticulously.
After a detailed Job specification on the phone, Alex got to work by:
Reaching out to it’s personal network, built up over 18 years to get a shortlist of expert Locata HOO’s
Advertising the role on g2’s huge database and multiple job boards
Spending the weekend calling candidates to get a short list of 25, expert Locata HOO’s
With such an in-depth search, Alex provided 3 candidates that were experts with Locata, fully remote workers and offered the ideal solution.
As experts in the sector, we were able to conduct first stage interviews, presented DBS checked candidates and only proposed people that could start immediately.
Alex quickly placed 1 HOO based in Scotland, the first remote worker in the Housing Team for CCC. Thanks to their sector knowledge, exhaustive approach and the quality of his candidate relationships, he was able to gain the commitment of candidates that had previously been approached for the role but had turned it down.
He then provided three more HOO’s in the following week which allowed CCC to assess 20 more cases a day and get on top of their backlog. This was achieved through exclusive referrals, further expanding their network and finding previously unknown contractors from all over the country.
The Scotland based HOO had an immediate impact and is still deployed to this day with two others from the initial recruitment drive.
Do you want to work with Alex on your project requirements? Contact him today: firstname.lastname@example.org
The Recruitment Challenge
Nottinghamshire Police were delivering a critical transformation programme, the implementation of Niche RMS.
The goal was to create a single IT platform to connect five regional forces by allowing easy access to data for all officers. This required a complex software transition and vast data migration.
Prior to g2’s support, Notts Police had used contractors from various suppliers and struggled to gain traction due to poor work ethic and performance standards.
In addition to this, the initial strategic delivery partner had been removed from site after multiple red flags had not prompted improvements. This is largely due to a lack of understanding of the critical police vetting process that delayed contractor mobilisation.
g2 got straight to work by taking detailed job specifications for all roles in the team and quickly discovered that there would be requirements for software developers, network specialists and IT support to ensure a smooth implementation.
Due to the g2 database containing an extensive police contractor network, it was possible to provide three candidates for each role.
Most importantly, with a deep understanding of the NPP3 level vetting required, g2 were able to work very closely with HR to ensure that all necessary process was followed and all candidates were cleared to start working well in advance of their first day
All candidates that were offered started and stayed for the duration of their contract. This was due to g2’s rigorous recruitment methods and the time taken at the start to find out the right blend of skills required.
As a result, the team gelled well and were able to work at a speed that not only got the project back on track, but actually delivered it in half the time expected.
The implementation was a success and because of the quality of the service provided by g2, there were referrals from other programme managers with their recruitment needs, which lead to further placements.
g2 continue to work with Nottinghamshire Police to this day and have engaged with other Constabularies and Police forces across the UK off the back of this success.
Stafford Borough Council
The Recruitment Challenge:
The unprecedented events of the Covid-19 pandemic resulted in Stafford Borough Council having a large backlog of new food vendors, that needed to be audited, to ensure the processes used met with standard environmental health criteria.
This required a highly efficient food hygiene and environmental health professional to take on the role of assessing the vendors, to ensure pressure on the council was alleviated and the workload was reduced.
With the backlog having a strict completion time of 6 months; the position needed to be filled urgently to ensure the cases were finished in time.
Alongside this, due to the size and location of the council, there were additional limitations when finding a candidate to fill the role. This included lower payment thresholds in comparison to neighbouring authorities making the role potentially appear less attractive to a candidate.
A long-standing relationship between Alex Hill and the client was key to the success of this placement and provided reassurances when searching for the successful candidate.
Through utilising a candidate rich database and having expert knowledge and experience of the local area, the consultant was able to determine who was available.
The consultant possessed expert communication which ensured them a greater understanding of the role, allowing them to filter out candidates who they believed would be suitable.
Initially the client had reservations about the candidate placement due to the chosen candidate being a recent graduate. However, they were reassured that the previously discussed in-house training provided would complement the candidate’s skill set and ensure a successful work placement whilst also presenting a well-timed opportunity.
Through the success of the initial 6-month work period, a permanent role was offered to the candidate.
The processes used benefitted the client as they were able to assess the candidate thoroughly and determine whether they were fit for future projects whilst also being cost-effective.
The success of this placement ensured Alex and g2’s highly regarded reputation continued when collaborating with the council.
Alongside this, the consultant generated a pipeline of future work through their innovative thinking and smart decision-making skills. Through the adoption of the specified processes g2 Recruitment install, the consultant ensured success when placing for the specified food safety role.
What the client said:
“I have worked with Alex Hill for the past 3 years. I have found the company easy to work with and have had no problems. g2 Recruitment have always been approachable and understands the needs of my service area and has been able to find exemplary candidates. I would not think twice about using G2 in the future. “
– Regulatory Manager – Stafford Council
If you want to work with Alex on a project, contact him today: email@example.com
Support the development, build and fulfilment of a tri council IT support shared services, with the goal of successfully delivering a considerable Digital Transformation and Automation/Robotics portfolio.
With multiple complex projects and over 2,500 users across numerous offices, this was a considerable undertaking.
Capita provide an IT support team with an overarching project management team off site. Weekly site visits, monthly deliverables and complete ownership of the programme would complete the work over 24 months, although going on to host the shared services platform thereafter.
Using the existing IT leadership team, build out and directly manage a shared services department with 35 50 contractors onsite to deliver round the clock, hands on support services for the 24 month programme . This team would then slim down to create BAU IT shared services department, with many of the contractors becoming permanent employees.
Recruitment or Consultancy?
As the host of the Shared Service, Brent Borough Council decided to go for the recruitment option through g2. Due to the considerable difference in cost, they could not see enough extra value in the Capita proposal. The ability to directly manage the contractors throughout, and the added benefit to the users of
having an onsite team made the difference.
By pooling the budget from Lewisham and Southwark Borough Councils, the LGA funding was made to go further and used with
greater control. The existing leadership team also benefited from the experience that they gained from running a programme of
The end result saw the successful delivery of the Payroll and IT Support Service Automation programme , but also allowed them to take on further projects, such as a 2,500 user laptop rollout, with a well drilled, slimmed down and familiar team that continued to add value beyond the initial project completion. The vast majority of the existing support team are contractors turned employees, meaning all the knowledge gained from completing the project stayed in house, rather than as a case study for a consultancy.