Building diverse and highly skilled talent pipelines for a French multinational

Project details:

The client is a French energy management multinational. They engaged Page in November 2021 to help them expand and diversify their workforce.

Location: France
Type of project: Recruitment outsourcing, RPO
Size of the project: Between 100-500 people
Timeframe: Nov 2021 - ongoing
Functions: A mix of high-tech (software, hardware) and medium-tech (salesforce) roles
Placements: 58 so far

The Brief:

This company is growing fast. However, they have an ageing workforce, which means a high proportion of their top talent is approaching retirement. The client engaged Page to help them create a long-term recruitment plan that would involve hiring younger people and ensuring that the company had access to the skills it needed going forward.

The client initially asked Page to help them recruit 100 roles. They have since extended this figure to around 150 roles, reflecting the success of the collaboration.

Many of the tech roles have traditionally attracted more male candidates than female ones. However, the company is committed to improving the diversity of its workforce and has drawn up the following targets to be met by 2025:

50% of open entry-level positions to be owned by women
40% of open management positions to be owned by women
30% of open leadership roles to be owned by women

Additionally, the company are keen to recruit workers under 35 and requested that 40% of shortlisted candidates were drawn from this demographic.

The Solution:

To support the client’s hiring and diversity needs, Page developed a three-stage recruitment plan covering the short, medium, and long term.

In the short term, we developed a bespoke recruitment campaign designed to attract female candidates and reinforce the client’s commitment to gender diversity. Our sourcing channels included LinkedIn, various job boards and our own candidate database.

In the medium to long term, we will help the client build the talent pipelines and staff retention policies it needs to thrive in the modern world. To this end, we’re employing an array of innovative approaches from reskilling and upskilling the current workforce to hiring for potential.

The Impact:

58 professionals hired so far
27% of positions owned by women
Candidates with disabilities shortlisted for other positions within the company
Extension of original contract from 100 to 200 roles

For more insights into how Page is helping organisations reimagine the way they think about skills and hiring, download our eBook The Unexplored Talent Pool.