Industry: Government & Public Sector

Transport for Wales: Recruiting a Crucial Tax Expert

Posted on by akessler
Transport for Wales: Recruiting a Crucial Tax Expert

Transport for Wales: Recruiting a Crucial Tax Expert

As Transport for Wales’ RPO partner since their inception, PeopleScout helped TfW find a Tax Accountant to support the management of their finances.

Situation

Transport for Wales (TfW) is on a mission: to deliver an integrated travel system across Wales and revolutionize travel. To achieve this, they quickly expanded their workforce in partnership with PeopleScout, their RPO partner.

They were now looking for a new Tax Analyst, a qualified VAT subject matter expert, to provide guidelines in line with legislation to help TfW reclaim VAT to reinvest into the transport network. This is a highly competitive sector, and the Tax Analyst needed specialty skills.

Solution

This was a particularly challenging role to recruit. There is a very small talent pool of qualified candidates in Wales. This market is competitive, and many candidates are reluctant to move jobs unless for a significant increase in salary. Plus, these roles are known for low turnover; tax professionals are risk-averse and require significant consultation before considering a new opportunity. In addition, the global COVID-19 pandemic was at its height—a climate that contributed to candidates’ reluctance to change jobs.

We adopted a fully consultative approach and took a detailed brief from the hiring manager. By using a blended approach of media, advertising across a number of well-known recruitment websites to drive applications, and hands-on sourcing of passive candidates.

Attraction did not produce results, so we doubled down on a thorough search of the passive market. Our specialist recruiter knew straight away when they found a candidate that would be a good fit for TfW. This candidate had worked as a tax expert for a similar government body, they understood government processes and they were a strong fit culturally for Transport For Wales.

Results

In total, we approached over 100 qualified professionals in South Wales and beyond. Our strategic passive candidate search produced an ideal candidate who has moved into the Tax Analyst role.

At a Glance

  • COMPANY
    Transport for Wales (TfW)
  • INDUSTRY
    Public Transportation
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
  • ABOUT TfW
    Founded in 2016, Transport for Wales (TfW) was set up by the Welsh Government to make sustainable travel a reality in Wales. Their multimodal, integrated transport network aims to increase the number of journeys on public transport by 40% by 2040.
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Fife Sports and Leisure Trust: Sourcing a Brilliant Female CEO

Posted on by akessler
Fife Sports and Leisure Trust: Sourcing a Brilliant Female CEO

Leadership Search

Fife Sports and Leisure Trust: Sourcing a Brilliant Female CEO

With the CEO of Fife Sports and Leisure Trust retiring within a month, PeopleScout delivered executive search for an experienced, dynamic and strategic leader who hit the ground running.

Situation

The Fife Sports and Leisure Trust (FSLT) manages and operates 14 leisure facilities on behalf of Fife Council. They’re one of the largest employers in the town with 550 staff. Their mission is improving health and wellbeing across Fife, Scotland, offering facilities for people of all abilities.

The CEO of FSLT announced his retirement and the organization needed to recruit a leader quickly. The new CEO would need to foster good relationships with the Council and balance the social and economic purposes of the organization to develop a sustainable leisure service. This meant finding further funding and delivering a long-term vision for FSLT, after coming back from a whole industry closure during the COVID-19 in 2020.

Finding senior strategic leaders to lead FSLT through an important stage in their history meant recruiting a current Managing Director or CEO who had held profit and loss accountability for a leisure service. There are a finite number of leisure trusts in the UK, so it was vital to present this fascinating opportunity to the sector in a highly engaging manner to attract the highest-caliber candidates.

Solution

FSLT engaged PeopleScout to find this unique individual.

We took a detailed brief from the outgoing CEO, and it became very clear that FSLT needed an accomplished new leader capable of creating an immediate impact. We searched the entire UK, engaging with the CEO at Community Leisure UK, the industry association, who shared the role within her network. It’s a close-knit community and the Trust has a good reputation.

We leveraged this expertise in the sector to ensure we had a comprehensive shortlist of the most recommended professionals.

Results

We achieved:

  • 72% engagement amongst passive candidates
  • Four candidates were invited for interview (three men and one woman)
  • Two candidates were invited for second interview (one man and one woman)
  • The female candidate appointed to the role

At a Glance

  • COMPANY
    Fife Sports and Leisure Trust
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
  • ABOUT FSLT
    Fife Sports and Leisure Trust was established is a non-profit organization responsible for the operational management, delivery and development of Fife Council’s sports and leisure facilities.
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Bristol City Council: Recruiting a Leader at the Heart of a Mayor’s Vision

Posted on by akessler
Bristol City Council: Recruiting a Leader at the Heart of a Mayor’s Vision

Leadership Search

Bristol City Council: Recruiting a Leader at the Heart of a Mayor’s Vision

Bristol City Council engaged PeopleScout to search for a strategic leadership role to advance their housing plan.

Situation

Bristol City Council’s Housing Delivery Plan identified a need for 800 new affordable homes per year. The Housing Strategy and Enabling Manager provides the strategic leadership to develop, enable and deliver this ambitious annual program.

This role is all about affordable housing strategy across the public and private sectors. The Council engaged PeopleScout to find a professional who could build great relationships in both areas and work collaboratively with partners and local communities. A persuasive advocate of the need for more homes to meet real human needs—today and tomorrow.

Solution

We were looking for an individual with Finding an impressive professional working at the scope and scale of a large authority was the key challenge. This person had to hit the ground running in a new structure.

The hiring manager brief highlighted three essential search criteria:

  • Detailed knowledge of housing and planning legislation in local authority and housing association sectors; a qualified Chartered Town Planner (RTPI) or Chartered Surveyor (RICS) with membership in a relevant association.
  • Proven leadership track record in a local authority, housing association or housing organisation
  • Exceptional stakeholder management skills to advocate for the housing sector at a local, regional and national level

Candidates who met the first two criteria were numerous but most lacked the senior stakeholder experience. So we searched at a national level, positioning Bristol as a city where people could make a real impact on reducing inequality through housing strategy.

This message resonated, and we found good levels of gender diversity in the field. The final shortlist of four had a 50/50 male to female ratio.

Results

We found healthy numbers of potential candidates in similar roles in other councils and housing associations. Despite the relocation obstacle, a shortlist of four candidates was created, and the role was filled with one outstanding leader.

At a Glance

  • COMPANY
    Bristol City Council
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
  • ABOUT BRISTOL CITY COUNCIL
    Bristol City Council is the local authority of Bristol, England, consisting of 34 wards and 70 elected councillors.
Let’s Connect

Transport for London: DE&I Recruiting to Represent Modern London

Posted on by akessler
Transport for London: Early Careers Recruiting to Represent Modern London

Early Careers | DE&I

Transport for London: Early Careers Recruiting to Represent Modern London

Transport for London (TfL) worked with PeopleScout to boost diversity in their early careers program through an employer branding and talent attraction campaign.

2 x Double the Percentage of Minority Ethnic Graduates Hired
16 % Increase in Female Apprentice Hires

London’s population is projected to reach 10.5 million by 2041. Plus, 16 to 18-year-olds are experiencing rising youth unemployment with some of the most deprived areas in the country set in London. 

As the government body responsible for the day-to-day operation of London’s public transport network, naturally Transport for London (TfL) plays a major role in contributing to the capital’s growth, and opening doors for people from disadvantaged areas was absolutely vital. Supporting this growth means recruiting, retaining, and developing a workforce of Londoners who will take part in the design of their city.

Transport for London (TfL) values the importance of diversity and inclusion and social mobility. Being representative of London is something their success is measured on, and the same standards apply to their apprenticeship and graduate schemes.

These early careers schemes had proven successful in the volume of applications received but weren’t reaching talent from all walks of life. TfL needed a diverse pipeline that truly represented modern London. It was time to rethink their entire student attraction activity. That’s where PeopleScout came in.

Situation

TfL needed to recruit 32 graduate roles and 109 apprenticeships. As their talent partners, our primary objective was to champion these fantastic opportunities to a broader apprentice and graduate talent pool in order to increase female applicants and those from minority ethnic backgrounds.

This meant removing barriers to recruitment, challenging stereotypes and overcoming negative perceptions. We needed to change TfL’s attraction process so that people from every pocket of society would be interested in the unique opportunities available. And we needed to re-position their early careers employer brand as a progressive organization in which everyone—regardless of background or financial situation—could excel.

Solution

A New Brand To Make Better Connections

Together, we transformed the way TfL recruit diverse talent. Ensuring skilled people from all walks of life have a chance to shine in the application and assessment process, our creative team used their audience knowledge to build a dynamic unexpected youth brand, “The Next Move”, which was designed to look different from other TfL communications, using vibrant, colourful graphics that would better connect with female and diverse applicants. We then shaped a comprehensive outreach program and a completely new assessment process with the aim of helping these candidates show TfL who they are and what they’re truly made of.

A More Targeted Approach

For Tfl’s apprenticeships, we designed a new strategy for our school outreach program, “Moving Forward.” We identified 251 of the poorest secondary state schools and ran over 50 events, with additional events in three of the most deprived boroughs in London: Newham, Tower Hamlets and Haringey.

Boosting Success in Assessment Centers

From experience, we know that young people often need to build their confidence by filling gaps in their knowledge. To address this, we created “Route-into-Work,” a pre-employment course for all candidates to fill gaps in their knowledge and provide them with the tools, insight and confidence to be successful at assessment centers.

Results

We achieved amazing results with the graduate recruitment campaign, comfortably filling all of the roles and meeting the social mobility criteria.

Doubling the Percentage of Graduate Hires from Minority Backgrounds

Most importantly we doubled the percentage of minority ethnic graduates from 27% to 54%, and we substantially grew the proportion of female hires from 18% to 29%.

Growing Female Apprentice Hires by 16%

Similarly strong results were achieved in the apprentice pool, as we dramatically grew the proportion of female hires from 20% to 36%. The Route-into-Work program delivered apprenticeship hires, of which 33% were female and 67% were minority ethnic.

At a Glance

  • COMPANY
    Transport for London (TfL)
  • INDUSTRY
    Public Transportation
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • ANNUAL HIRES
    32 graduate roles and 109 apprenticeships
  • ABOUT TfL
    Transport for London (TfL) is the government body responsible for the day-to-day operation of London’s public transport network and management of the capital’s main roads.
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Kent County Council: A Social Media Campaign Promoting a Career in Care

Posted on by edyson
Kent County Council: A Social Media Campaign Promoting a Career in Care

Social Media Recruitment Campaign

Kent County Council: A Social Media Campaign Promoting a Career in Care

PeopleScout developed a social media campaign for Kent County Council (KCC) to attract more home social care and healthcare workers.

51,000 impressions
1,000 click-throughs
75,000 views on YouTube in just 2 weeks

Support workers make a genuine difference to real lives, yet Kent County Council (KCC) was finding it hard to attract the right people to fill these vacancies. They approached PeopleScout to develop a campaign to reach an audience that may not realize they had the skills and attributes to become care workers and show them they could have a meaningful career, just by “being you.”

Scope & Scale

Kent County Council, along with over 1,400 partner organizations, are committed to providing essential care and support, working with some of the most vulnerable members of the community. Their need to recruit was based on the requirement to alleviate pressure on nursing homes and hospitals by providing care in the clients’ own homes, therefore freeing up valuable beds elsewhere.

It was also important to demonstrate to the wider Kent population that KCC was taking positive and supportive action in what was a high profile and often criticized area for all local authorities.

Situation

With job openings that aren’t clearly defined by specific skills or experience, it’s often challenging to convince potential recruits that a role is right for them. With “unskilled” (in terms of qualifications) positions such as these, the lure of other opportunities, including retail, is often more appealing and the lack of visibility or explanation of support roles, alongside a misunderstanding of what is entailed, compounds this issue. In addition to this, there was a lack of clarity about the genuine career potential that these jobs could offer potential candidates. KCC aimed to raise the profile of the work they do in an area that is both sensitive and one that touches most people at some stage in their lives.

Solution

To fully understand why existing support workers do what they do, we ran a focus group to investigate the motivators and to hear real-life stories. Our creative team then set to work to produce a personal and appropriate creative identity; one that would put empathy and natural caring skills needed for these roles at the very heart of the campaign. We concluded the best way to communicate this was through video, showing everyday situations where people made a difference, doing everyday things and how this translated into a care workers’ job.

This was driven by the central campaign message of, “You’d be surprised how qualified you are to be a support worker – just by being you.” With a small promotion budget and to ensure that the power of the video’s visuals were maximized, we used social media to push the video out to the target audience using geographic and behavioral targeting methods.

Results

The social media campaign ran for just over two weeks and in that time delivered over 51,000 impressions, converting to over 1,000 click-throughs – an impressive rate of 2.1%. Equally impressive, YouTube delivered almost 172,000 impressions and over 75,000 views.

At a Glance

  • COMPANY
    Kent County Council
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • ABOUT KCC
    Kent County Council is a county council that governs the county of Kent in England including 1.6 million residents. Amongst its many services, the council provides health and social care for adults and children.
Let’s Connect

Department For International Trade: Securing the UK’s Future Trade Deals

Posted on by akessler
Department For International Trade: Securing the UK’s Future Trade Deals

Department For International Trade: Securing the UK’s Future Trade Deals

The Department for International Trade (DIT) commissioned PeopleScout to help them recruit professional candidates to staff the new Trade Remedies Authority (TRA).

1,600 Applications Generated
92 % Assessment Center Attendence
48 % of Applicants were from Minority Ethnic Backgrounds

Situation

In preparation for Brexit, the Department for International Trade (DIT) in the UK needed to create a Trade Remedies Authority (TRA) that would govern and monitor the UK’s future trade deals with the rest of the world. DIT commissioned PeopleScout to help them hire 75 exceptional lawyers, investigators and economists to join them in their new Reading, England office.

These roles hadn’t been seen in the UK for over 45 years, which created a complex challenge. Firstly, many candidates might not know whether they were qualified to do the jobs as these opportunities were unique in the market. Secondly, we had to populate a department that could operate post-Brexit, taking into account changing immigration laws. Thirdly, we faced an extremely tight deadline.

Solution

Full-Cycle RPO Solution

We provided a dedicated account team that was responsible for every element of the process including:

  • An attraction campaign
  • Application management
  • Assessment and selection material
  • A microsite
  • Candidate management
  • Interviewing
  • Offer negotiation
  • Onboarding including BPSS security check

Crucially, our team was media trained to deliver approved messages, receiving explanations of what they could and could not say in case journalists tried to apply for the roles to find out more about this high-profile organization.

Creative Candidate Attraction & Engagement

Our approach was two-fold. We combined free and paid-for advertising with a strong social media campaign. At the same time, we undertook market mapping and candidate identification whereby we engaged with key candidates directly. All activities ultimately directed candidates to our carefully crafted microsite which detailed the uniqueness of the roles.

Bespoke Tools

As these roles were brand new in the UK, we developed a “Match Me” tool that helped candidates understand the role that would best suit their ability, skillset and experience. We also devised a tailor-made application process that included screening questions, an online ability test that evaluated numerical, verbal and inductive reasoning, a telephone or video interview, and a face-to-face assessment. Throughout the campaign, we provided DIT with weekly updates.

Results

Overwhelming Interest

We generated a staggering 47,522 visitors to the microsite with 1,597 applications submitted. Candidates remained engaged throughout the process with an impressive 92% assessment center attendance.

Exceptional Candidates

DIT were spoilt for choice with 43% of candidates passing the assessment center. They eventually made 93 offers, are 75 of those were accepted. As a result, they now have 75 high-caliber members of staff who are committed to governing and monitoring the UK’s future trade deals.

Enhanced Diversity

Diversity was very high on the priority list for both DIT and PeopleScout, and while we didn’t have specific targets, we did track applications. To everyone’s delight our diversity statistics were extremely positive, with 38% of applicants identifying as female and 48% identifying as a person of color.

At a Glance

  • COMPANY
    Department for International Trade (DIT)
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ANNUAL HIRES
    75 professional roles including lawyers, investigators and economists
  • ABOUT DIT
    The Department for International Trade (DIT) was a department of the UK Government responsible for trade agreements between the United Kingdom and foreign countries. The department was replaced by the Department for Business and Trade in 2023.
Let’s Connect

Derby City Council: Candidate Generation for Future Generations

Posted on by akessler
Derby City Council: Candidate Generation for Future Generations

Derby City Council: Candidate Generation for Future Generations

Devilering outsourced recruitment for this government agency.

Situation

Derby City Council needed to recruit several Directors to drive forward their 2030 vision for a safer, stronger city. They engaged PeopleScout for recruitment process outsourcing (RPO), including candidate generation and talent assessment in a robust, pragmatic way. We delivered a streamlined, structured solution to ensure they had the information they needed to make successful appointments based on objective, role-specific insights.

Solution

In-Depth Insight

To target suitable candidates for each of the roles, our team immersed themselves in the culture of Derby City Council. They asked questions to understand the key success requirements, experience and qualities essential for each role. This also supported the development of a compelling, yet realistic, narrative that could be used to keep candidates motivated to complete the recruitment journey.

Measurement & Validation

Our assessment consultant ensured that each candidate completed two personality questionnaires to measure their profiles against the organization’s key strategic level competencies. In addition, our occupational psychologists conducted a 60-minute validation call with each individual to bring their behavioral profiles to life.

Bespoke Candidate Reports

We then compiled a report on every candidate, highlighting their key strengths and development areas, providing briefs for the panel to use to probe further during the selection interviews.

Results

This streamlined, structured solution ensured that Derby City Council had the information they needed to make appointment decisions based on objective, role-specific insights.

It also made for a fair process which both successful and unsuccessful candidates found to be enriching, as they received insightful feedback throughout. Similarly, the assessor panel reported that the briefings helped to focus their questions at the final stage interviews for each candidate.

At a Glance

  • COMPANY
    Derby City Council
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ABOUT DERBY CITY COUNCI;
    Derby City Council is the local authority for Derby, a city in the East Midlands region of England.
Let’s Connect

Fife Council: Bringing Deeper Understanding to Fill Pivotal Role

Posted on by akessler
Fife Council: Bringing Deeper Understanding to Fill Pivotal Role

Fife Council: Bringing Deeper Understanding to Fill Pivotal Role

PeopleScout helped Fife Council source a new Head of Children, Families and Criminal Justice.

Fife Council brought the role of of the Head of Children, Families and Criminal Justice to PeopleScout a few months before the current incumbent was due to retire. The role is pivotal in shaping the future of children and families services in Fife, Scotland—an area where one in four children are living in poverty.

We were tasked with identifying individuals with a strong background in leading services within children and families social care and already on the social work register in England or Scotland, or able to register. The role covered a wide remit, including criminal justice, and had also been merged with the Chief Social Work Officer role.

Understanding and communicating the role’s interesting remit, combined with the social work and criminal justice elements, proved essential to successfully filling the role. The role could not be filled internally, and it was a challenging location to recruit for, making passive candidate engagement a much more viable option than advertising.

Solution

Research

Following preliminary research, a briefing with the Executive Director of Education and Children’s Services provided further context and insight into children and family services in Fife. A version of the Directorate Improvement Plan was also shared with us to bring the role and its challenges to life. It was agreed that the ideal candidate would be working in a similar role in a smaller Scottish local authority.

Strategy

Our search channels encompassed telephone, LinkedIn, referrals, CV databases and deep web searching. By using an intensive search for council documentation, and leveraging historical freedom of information requests, we were able to identify names of individuals who were otherwise absent from traditional sources—including other local authority websites.

We reached out to a list of candidates that matched the ideal candidate profile to showcase the role. Even with sourcing, 35% of individuals who engaged with us were not interested because of the location.

Results

From the candidates we identified, Fife Council appointed a new Head of Children, Families and Criminal Justice from a smaller Scottish local authority as per their ideal candidate profile. In the candidate’s own words, she was delighted to be offered the role and excited to be joining Fife Council. She also thanked PeopleScout for contacting her as she was not looking for a new role and would have never heard of this opportunity otherwise.

At a Glance

  • COMPANY
    Fife Council
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Amplifiers
  • ABOUT FIFE COUNCIL
    Fife Council is the local authority for the Fife area of Scotland and is the third largest Scottish council.
Let’s Connect

I was impressed with PeopleScout’s extent knowledge of what Fife Council was looking for and your ability from our conversations to absolutely understand what type of person we wished to recruit. The process found us candidates who would not have otherwise applied, and although there was still a small number of applicants, we were able to appoint a suitable candidate to the post. This was my first time in using this service and would consider it for future senior appointments.

Client Feedback

Scottish Police: Securing the Future of Policing with Talent Assessment

Posted on by akessler
Scottish Police: Securing the Future of Policing with Talent Assessment

Talent Assessment

Scottish Police: Securing the Future of Policing with Talent Assessment

PeopleScout developed a bespoke assessment process for the Scottish Police Authority to identify top leadership talent.

Situation

The Scottish Police Authority (SPA) was faced with the challenge of hiring an elite group of leaders into the roles of Assistant Chief Constable (ACC) and Deputy Chief Constable (DCC) for Police Scotland. Police Scotland had undergone a wave of change, instability and uncertainty, and they needed a strong leadership team to work collectively and deliver a significant transformational agenda.

They wanted candidates who not only had the operational policing experience, but also the leadership capability to drive a challenging journey of accelerated growth, intense scrutiny and accountability.

The SPA engaged PeopleScout as a strategic talent assessment partner to help them do it.

Solution

A Robust Process

The SPA wanted our Assessment Team to design and deliver a robust process to recruit a number of ACCs and DCCs into Police Scotland. We measured each candidate’s strengths and potential areas of development against indicators from the College of Policing Competency and Values Framework.

A Two-Staged Approach

In stage one, candidates completed an online critical reasoning test and a series of personality assessments. This was followed by an in-depth validation interview with a highly experienced organizational psychologist.

For the second stage, all candidates were invited to attend an assessment center. They were tested by a team of independent, highly experienced assessors across four exercises.

Bespoke Reports

Our assessors collated all the candidate performance information and developed detailed reports on each individual. These also included a set of unique questions that the interview panel could use in the final stage interview to dig deeper and give candidates a final opportunity to demonstrate their capability in a specific competency.

Results

Successfully Appointed Leaders

This robust approach enabled the SPA to successfully appoint three individuals into ACC roles and two individuals into DCC roles as key players in the Police Scotland leadership team.


Confidence in the Future

Our tailored, best practice-based assessment process gave the SPA confidence that the selected individuals would make a significant contribution to the development of policing in Scotland in the years ahead.

At a Glance

  • COMPANY
    Scottish Police Authority (SPA)
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing
  • ABOUT SPA
    Scottish Police Authority (SPA) is the independent governing body for policing in Scotland, created to promote, support and oversee improvement in policing.
Let’s Connect

Surrey Police: A Video Call to Action for Detective Constables

Posted on by akessler
Surrey Police: A Video Call to Action for Detective Constables

Recruitment Video

Surrey Police: A Video Call to Action for Detective Constables

PeopleScout created a compelling call to action to attract Detective Constables for Surrey Police with documentary-style video.

Situation

With Surrey bordering the Greater London area, Surrey Police are often in the shadow of The Metropolitan Police in the capital. There’s a perception that only detectives serving in the big city get the chance to work on big cases and solve serious crimes, and that Surrey is quiet and boring. The truth is that Surrey offers that opportunity, plus the training, career progression and work-life balance detectives looking for.

It’s complex. It’s challenging. And it’s rewarding.

Surrey Police needed to recruit experienced Detective Constables from other forces. They engaged PeopleScout and our industry-leading in-house creative team to challenge perceptions about crime fighting in Surrey.

Solution

Surrey Police asked us to create a video that would show experienced Detective Constables from other forces that they could have the career and development they wanted while reassuring the public that Surrey is a safe place to live.

A Research-Based Proposition

Conducting research to understand why detectives worked for Surrey Police, we developed the underlying proposition, “Be the detective you have always wanted to be.”

Compelling Visual Approach

We wanted something that would stand out and resonate with our target audience, inspiring them to uncover the truth in Surrey. So, adopting a compelling TV documentary trailer style, we worked with the filmmaker behind the groundbreaking BBC2 series The Detectives to shoot it—making the result truly cinematic.

Authentic Content

It was crucial to involve real detectives in the video, and at every stage, we worked with the detective team to ensure our film was as close to reality as possible. By conducting audio interviews with the detectives, we were able to match powerful, authentic, statements with the visuals.

Results

The video and accompanying campaign were highly successful in attracting Detective Constables to the Surrey Police.

Significant Increase in Hires

Surrey Police hadn’t expected the campaign to be so successful—they thought a handful of people might apply. But, with 24 hires in 9 months (up from 5 hires in 13 months), the results have really impressed them.

Cost Effective Campaign

With the typical cost to train a new starter as much as £100,000, this campaign built around attracting experienced detectives proved dramatically cost effective at £1,250 per hire.

At a Glance

  • COMPANY
    Surrey Police
  • INDUSTRY
    Government & Public Sector
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory
  • ABOUT SURREY POLICE
    Surrey Police fights crime and protects communities in the country of Surrey, the third most densely populated county in SE England.
Let’s Connect