Typical Successes

Here are some great examples:


Curtis Fitch - E-Sourcing Software Development
3-4 candidates recruited annually into 2 different functions

BRIEF:
Having grown rapidly since creation, it was essential for an injection of fresh talent into the organisation. To ultimately secure 3 top-tier graduates to sell and deliver the consultancy to support their leading edge technology.

SUCCESS:
Three excellent graduates hired along with delivery of pre-employment coaching to the new employees, including face-to-face and telephone coaching and the F100 online package. The graduates are now exceeding expectations and delivering genuine return on the investment made by Curtis Fitch.

"Your approach is value added right from the beginning and the fully managed service approach has been both smooth and stress-free, delivering a perfect solution.  If only all agencies could be as professional. You have restored our confidence in recruitment!"    
Technical Director Curtis Fitch Ltd


METRON TECHNOLOGY LTD
7 SPECIALIST TECHNICAL GRADUATES RECRUITED

BRIEF
With a rapidly expanding business, and a need to deliver quickly on projects, a strategic review by Metron highlighted the need for significant recruitment into the technical team.

With an experienced and longstanding technical team there was concern about a lack off competitive drive in the company’s culture so as part of the recruitment solution a decision was made to hire people who would encourage a culture of striving to deliver above and beyond. This lead to the decision to hire and grow their own graduate talent rather than taking on experienced hires.

Metron came to Bright Futures to find the solution in the recruitment of a new technical team consisting of 5 developers and 2 testers made up entirely of recent graduates.

The challenges were:

  • the technical capabilities needed were very specific
  • finding & competing for 7 graduates of the calibre needed
  • encouraging the graduates to relocate to Taunton would not be easy
  • to achieve all this, from scratch i.e. creating an effective recruitment process to them starting in the business  all within 6 months



SUCCESS
Bright Futures went out to the market with a very specific head hunt model, graduates were sourced and telephone interviewed using a combination of competency and strength based questions.

24 potential candidates were identified as being strong enough to be invited to bespoke assessment days, designed & facilitated by Bright Futures, for Metron at their UK headquarters and all at no extra cost.

With a one offer being made for every 3 graduates seen at assessment centre the project went from briefing to all seven graduates having started within three months.

“I would like to say that I very much appreciate all your efforts with the assessment centre.    I thought you made what must have been a logistical nightmare look effortless.  We could not have done anything like that without you, and I commend you for your professionalism. 

I also found that I enjoyed the day a lot more than I anticipated, even though it was demanding.  The irony that due to its success, I do not need to repeat the experience [having successfully made all the hires necessary for the testing team], is not lost on me!”
Alastair, SVP Software Quality