Derby City Council’s Recruitment Manager, Ash Hague, faced the challenge of improving candidate engagement and strengthening the council’s reputation as an employer of choice. Through the Recruitment Reset Programme, Ash re-designed an e-learning programme that empowered hiring managers to take a more active role in recruitment. By building a network of recruitment advocates, Ash created a consistent, professional, and engaging candidate experience.
The challenge
When Ash took on the role of Recruitment Manager, Derby City Council aimed to improve its ability to attract and retain talent. While the council was a recognised name, its role as an employer wasn’t always clear to candidates. Recruitment practices across the organisation were not always consistent and sometimes outdated and inflexible; often the focus was largely on skills and experience rather than fit to the organisation, alignment with the Council’s values, candidate potential and overall candidate experience. The latter point was identified as being crucial to developing the employer brand; even if candidates weren’t successful, they wanted them to talk positively about their experience and apply for roles again in the future.
Ash identified hiring managers as the key to addressing these challenges and recognised the need to empower them to deliver a unified message that aligned with the council’s values, helping position it as an employer of choice.
The solution
Ash joined the Recruitment Reset Programme, which provided a structured framework for enhancing recruitment practices across six key areas. Understanding the crucial role of hiring managers, Ash developed an e-learning programme focused on:
- recruitment legislation and policies
- inclusive recruitment
- preparing to recruit / thinking differently
- advertising and attraction
- shortlisting, interviewing and offers
- induction and probation
- managing agency workers
- recruitment systems
- common questions and challenges.
This initiative not only equipped hiring managers with practical recruitment skills but also inspired a sense of pride in their responsibilities, transforming them into advocates for the council.
The impact
Ash’s structured approach brought significant improvements to Derby City Council’s recruitment processes. Hiring managers became more confident and consistent in their roles, delivering a better experience for candidates.
The enhanced collaboration and professionalism fostered by the e-learning programme strengthened the council’s ability to attract high-quality talent. These efforts also bolstered Derby’s reputation as an employer of choice, laying a strong foundation for long-term success and continued improvements.
The e-learning programme is now a mandatory part of Derby City Council’s management training. Regular updates ensure its relevance, and ongoing support encourages hiring managers to maintain a high standard of recruitment practices.
Lessons learned
- Invest in training: Empowering hiring managers with the right knowledge and tools elevates recruitment outcomes and ensures they feel equipped to contribute effectively.
- Foster collaboration: Building a network of recruitment advocates enhances teamwork and raises recruitment standards across the council.
- Consistency is key: Delivering a positive and uniform candidate experience reinforces the council’s reputation and strengthens its appeal as an employer of choice.
Contact
Ash Hague (Recruitment Manager)
[email protected]