Overview

Octavius Infrastructure Limited, a prominent player in the infrastructure sector, has undergone a remarkable transformation in its talent acquisition strategies. This case study delves into the journey of Octavius, tracing the evolution from its acquisition by Sullivan Street Partners in April 2022 to the implementation of a robust in-house recruitment model. 

Formerly known as Osborne Infrastructure, the company rebranded as Octavius Infrastructure Limited in 2022. Recognised for its commitment to excellence, sustainability, and community impact, Octavius specialises in innovative solutions for Rail and Highways projects. The Construction Skills Network report projected a demand for 225,000 construction workers by 2027, positioning Octavius as a major recruiter in the industry.

In March 2022, Octavius initiated a comprehensive evaluation of their recruitment processes. Through input from employees, hiring managers, and external market intelligence, a strategic recruitment plan was crafted, emphasising resilience, user experience, and partnership.

Key initiatives

The team executed various initiatives in response to identified needs, such as developing an in-house recruitment solution, establishing a talent centre of expertise, fostering collaboration with hiring managers, and introducing a ‘Recruiting for Talent’ course. These initiatives aimed to enhance the recruitment process, promote diversity, and create a collaborative environment.

The challenge

As a business, they faced challenges in filling open vacancies. This can be attributed to several factors, with the absence of a tailored ATS being a prominent one. Additionally, the lack of an ATS that aligned with their growth aspirations and business objectives hindered their ability to attract qualified candidates. Moreover, they were facing difficulties retaining candidates throughout the hiring process, resulting in an inadequate understanding of why candidates were dropping off. Both the candidate and hiring manager experiences were below expectations, hindering their ability to gather reliable data.

The results

To support the strategy, the team introduced eArcu,, in March 2023. This system streamlined approval processes, facilitated better candidate management, and introduced talent pools, internal portals, and a new Careers Website.

The implementation of the new recruitment strategy resulted in several notable achievements:

  • Substantial decrease in agency-filled roles, leading to cost savings and showcasing the value of the in-house recruitment team.
  • Pre-implementation, 32% of new hires were agency-recruited, a figure now reduced to 19%. 
  • The post-implementation scenario paints a success story with noteworthy improvements in time-to-hire.
  • The vacancy authorisation process dropped from 3-4 days to under 2 days, while the time to send offers decreased from 5-6 days to 3-4 days.
  • The positive impact is evident in the 10% increase in new starter feedback
  • A remarkable 57% surge in the number of applications, averaging 42 more applications per vacancy.

 

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