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Thames Water Case Study

Client Name	Thames Water
Challenge	Despite the current economic climate and high number of applicants to every role, Thames Water knew that applicants to their graduate scheme would need careful screening and selection to ensure 15 new high quality employees would be the outcome. PPS were engaged to source and screen applicants in order to fill the assessment centres with top grade graduates.	Thames Water had a requirement to recruit 15 graduates to join the company in September 2010.
Solution	PPS are sourcing and managing applicants using various advertising tools and attraction strategies. We have emailed selected universities who have well established departments in Engineering and Finance. We have advertised on various job boards including Monster, Graduate-jobs.com, Milkround and Second Post all with branded adverts to ensure the Thames Water brand is getting recognised. Candidates that apply are directed to an online portal where they proceed to complete an online application which is then screened and qualified. If they are successful at this stage they are progressed through the process which involved an online numerical test, a telephone interview and then finally an assessment centre. Software For a robust system to track applications and log all details through the campaign PPS suggested their PODS system which was branded as a Thames Water product for candidate confidence at all times. PODS also allowed the client to keep track of the campaign in real time. Communication Throughout the process PPS dispatched all communications and information which included regret letters, confirmation of those successful, queries at the dedicated telephone hotline set up for the client and email. PPS also provides the client with a weekly Management Information report and a conference call.	Key Benefits All roles filled Targeting of key universities Competency based screening Consistent candidate experience
Results	Successfully recruiting candidates for Finance, Strategy and Engineering roles Achieving 33% pass rate at assessment centres. Managing the entire recruitment process to reduce the burden on the HR team
“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.”