• 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

Peabody Housing Case Study

Client Name	Peabody Housing
Challenge	For one of London’s most established housing organisations, there is no denying that a competent workforce is paramount to its success. Like many other organisations, Peabody effectively uses temporary employees to quick fill short-term resource needs alongside recruiting for up to 120 permanent positions each year.	Appointed a neutral vendor managed service, coupled with an RPO model for approximately 80% of their permanent roles.
Solution	Peabody outsourced the management of its temporary agency supply chain, and its direct permanent recruitment to Recruitment Outsourcing specialists PPS. PPS’ MORS recruitment software, allows all vacancies to be requested on-line by hiring managers. Recruitment suppliers are able to load temporary candidates’ CVs on to the system and permanent candidates apply to positions directly via an application form linked to Peabody’s website. PPS’s direct sourcing methodology, using Boolean and X-Ray search techniques, gives Peabody access to a more targeted response to their requirements. Where advertising is required it is predominantly on-line, taking advantage of PPS’ attractive job board rates. PPS’ recruitment specialists conduct competency based sifting and telephone screening interviews Both people and system monitor the entire recruitment process concurrently, whether it is through supplier auditing to ensure correct documents are in place for every candidate, reducing time and invoice numbers via online timesheet entry and authorisation, or in the wealth of management information that is supplied to Peabody.	Key Benefits Permanent cost per hire - now under £700 from £4,000 Permanent cycle time – under 35 days from 70 Temp staff more than halved £1,400,000 in first year savings No Temp to Perm fees Online timesheets and one monthly invoice
Results	What makes PPS different from its competitors is its individual outlook and design for an ultimate recruitment solution. The solution saves time for hiring managers and internal HR, while ensuring only the best available candidates are invited for face to face interview at Peabody. Permanent time to hire has tumbled from an average of 70 days, to just 35! On the temporary side, pay rates to selected candidates are benchmarked to remain consistent and fair. Similarly negotiation has standardised mark-up fees for the carefully selected suppliers on the preferred supplier list. Significant reduction in both advertising and recruitment agency spend.
“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.”