“We have been in partnership with RTM since 2018, initially focusing on consistency of hiring experience for the permanent workforce. This included developing the resourcing strategy around equality, diversity and inclusion, candidate experience, employee branding, social media attraction strategy and control of our recruitment spend .
This has now extended to a 2nd generation solution to include the contractor/contingent workforce.The recruitment service has been customised to ensure a high touch approach across the club. There is also a focus on automating the process for high volume areas and recruitment data reporting which helps when business partnering with our Hiring Managers and understanding our candidates’ demographics and diversity.
We can now offer a consistent all-encompassing solution for all resourcing needs to our hiring community, meaning we can attract, engage and hire the very best talent in the market for Chelsea.”
- Sarah Matthews | HR Director Chelsea FC
RTM partnered with Chelsea Football Club with the aim of providing permanent and temporary talent across all levels of the organisation.
With diversity being such an important topic within the Premier League, Chelsea needed to understand their own recruitment processes and behaviours from agender and diversity standpoint, to provide the insight required to make meaningful change.
To do this, data was at the core. Chelsea needed to not only know who was applying but be able to track those individuals throughout the entire recruitment process.
Chelsea were implementing a new CRM system (CoreHR) and at the time, but had no resource within their organisation to create the reports for the required datasets.
Data had to be manipulated within CoreHR, so it was vital that someone was able to understand the system, write the code required for manipulation, and extract the data in the correct format before any significant insight could be produced.
To help Chelsea better define their recruitment processes, we successfully implemented a suite of operational reports and dashboards across the business.
We embedded a resource to train up on the CoreHR system and create automated operational reporting, which could then be broken down into gender and diversity specific measures. This meant Chelsea could begin to understand elements previously lost to them, such as application disparities between departments and roles, and comparisons between key KPI’s and metrics.
Chelsea could now track month on month whether changes to their processes had affected their number of people hired in the business across gender and diversity. Over the course of a year, our solution resulted in positive increases in key recruitment KPI’s across gender diversity, including shortlisting and interview-to-offer ratios.