Early Careers Recruitment

Description

AWE require one provider to transform the early careers recruitment strategy to hire candidates for campaigns 2024/25 and 2025/26. The new provider's approach will facilitate the AWE 2-year demand plan and position AWE as an employer of choice in chosen audience markets by 2027. In 2023, AWE recruited c. 566 into early careers roles and this was largely due to a shift towards using advanced intelligence data to target a British citizen audience with new expertise to streamline efficiency within these talent pools. AWE have seen exceptional results so far with a 127% increase in British citizen applications and a 200% increase in overall expected applications received. AWE want to extend this ambition and deepen the understanding of current and hidden talent pools to uncover new mechanisms to access, inspire, and hire from these highly sought after diverse audiences. For 2024, campaign planning is underway, which will directly inform procurement requirements. This is expected to complete in April 2024 and be updated on an ongoing basis. The procurement requirements are expected to be in three pillars, broadly covering: Digital - including website updates, job board posting and management, social media marketing and university career service interaction. Administration - including the act of administering the virtual assessment centres and providing candidate feedback. Assessment process - including the design and assurance of the virtual assessment process and the development of the platform and questions used in assessment stages. Lot 1: Digital Transformation: Initiate a website and recruitment asset design refresh across text, imagery, and video content to appeal to and inspire the intended audience. Administering of Feedback: Compile and deliver bespoke candidate feedback following each assessment centre, including details on the frequency of the feedback, as well as any features that enhance the post assessment centre candidate experience. Assessment Design, Implementation and Management: Launch a platform design and delivery strategy as it relates to the assessment material to monitor and track the application pipeline in line with fluctuating demand across channels. Additionally, this would include assessment centre programme management (e.g. timetable creation, set up and management) and an assessor support delivery model. Develop Brand Awareness: Creating a strategy for increasing brand awareness amongst prospective early careers candidates through marketing the early careers opportunities in a way that resonates with the target audience. Attraction Strategy: Leveraging a campaign attraction strategy, including a project implementation and delivery plan mapped across the recruitment and academic cycle.