• Item 1a
• Item 2a
• Item Folder 3a
  • Sub Item 3.1a
  • Sub Item 3.2a
  • Sub Item 3.3a
  • Sub Item 3.4a
• Item 4a
• Item Folder 5a
  • Sub Item 5.1a
  • Item Folder 5.2a
    • Sub Item 5.2.1a
    • Sub Item 5.2.2a
    • Sub Item 5.2.3a
    • Sub Item 5.2.4a
• Item 6a

• Permanent Recruitment Outsourcing
• Graduate Recruitment
• Assessment Centres
• Neutral Vendor Managed Service
  • Managing Recruitment Agencies
  • Agency Worker Regulations
• Employee Surveys
  • Leaver Surveys
  • Starter Surveys

• Core Values
• Our Team

• Case Studies
• What Our Clients Say

• Client Career Sites
• Management Information
  • Report Features
• MORS Applicant Tracking Systems
  • Features of MORS
  • MORS Job Process

• Life at PPS
  • The Local Area
• The Selection Process
  • Hints & Tips
  • FAQs
• Industrial Placements
  • IP Profiles
• Apply

Hermes Case Study

Client Name	Hermes
Challenge	Hermes were looking to recruit five graduates across four of their divisions, namely Commercial, Finance, Operations and IS, to start mid September 2011. The programme went live at the start of July 2011 so timescales were tight which meant that a fast and effective service was required.	Hermes is the UK's largest home delivery courier network handling more than 115 million collections and deliveries per annum. Hermes works with companies of all sizes, and in recent years has diversified from agency catalogue brands to work with leading high street, direct catalogue and online retailers in the UK including Next Directory, Readers Digest, Lakeland Limited and ASOS.
Solution	PPS firstly spent time in the business visiting one of the Hermes’ Hubs and meeting with the relevant stakeholders, which enabled us to gain a real understanding of the culture and what was required from the process and the candidates themselves. A branded microsite was then created that all applicants were directed to from each of the adverts which allowed candidates to read more about Hermes as a business and the individual graduate roles. After conducting research on graduate attraction, we placed the adverts on one of the most popular graduate job boards; Milkround as well as two more generic, top performing, attraction sites; Totaljobs and Reed. Killer questions were put in place to ensure we only received applications that were relevant to the roles Hermes were recruiting for and allowed us to keep transactional costs to a minimum. Approximately 340 applications were screened, with 92 of those then having a competency based telephone interview, all within a two week period. A shortlist of 35 candidates were then provided to Hermes, that were then screened further until the top ten candidates had been identified for the Selection Centre.	By outsourcing the design of the microsite, and the initial stages of the process, including advertising, application screening, telephone interviewing and all associated administration, Hermes were able to save themselves an extensive amount of time, in excess of 150 hours. The cost per hire worked out at less than £2,800 which is 13% of the starting salary and there is also now a microsite that Hermes are able to use in the future for further roles.
Results	Five candidates were offered and subsequently accepted within a 6 week period from going live. The feedback from candidates was very positive; they felt the process was seamless and were communicated with at all stages.
“PPS do not manage the status quo. We are not doing a good job for you if you do not see a major improvement in your applicants, recruitment processes, staff turnover and cost per hire.”