Project Delivery & Transformation Case Study

Business Situation

Our client, a global FTSE 100 with multi-billion dollar turnover, was experiencing complex business transformational change due to separating from their long term strategic partner and sister company. As part of this transformation, the CIO decided that a director level IT Business Partner was required to take a “strategic change leadership” role. They would work with the new IT leadership team, acting as an interface between the business and technology function, to develop and strengthen current programme delivery practices with the ultimate objective to change the perception of the IT organisation from internal supplier to trusted partner.  Furthermore, with the organisation having a relatively immature project delivery capability, large local and global programmes were in danger of stagnating or failing altogether which would critically impact the business. The client approached Trinity, as they were concerned that the existing recruitment suppliers had previously struggled to identify exceptional talent in specialist areas, and were not representing the company brand effectively in the market. We were recommended by a member of the leadership team who had partnered with us on a previous assignment to source a difficult skill set at short notice.

Issues

• Need to recruit a niche, difficult position in a short timeframe
• Very limited pool of candidates available at the seniority required
• Current suppliers could not source relevant candidates, in most cases not fully understanding the role even after extensive briefing, having damaged the company name in the market

Resolutions

• Trinity used a 360 recruitment methodology to ensure we targeted both active and passive candidates in the limited talent pool, further ensuring we could react as quickly and as thoroughly as possible to the client’s hiring needs. We advertised the role on select executive job boards and appropriate social media channels to encourage both local and relocator applicants, whilst networking our existing candidate database for referrals, and using our in-house research capability to produce candidate market maps which were then approached via a search/headhunt methodology.
• In order to make the recruitment timeframe as short as possible, we agreed that Trinity would conduct the initial 1st stage interviews, given we are specialists in leadership hires, and could easily identify the required technical skills and behavioural competencies needed in the successful applicant. We compiled a shortlist for interview within 72 hours, 1st stage competency-based interviews were then completed within 3 working days, and the client was provided with a recommended shortlist of the strongest 2 candidates on the market within a week.
• Trinity structured a number of competency based interview questions that focused on cultural innovation, business partnering, IT-enabled change and process improvement which the client used in their final interviews. The new hire was able to prove, with the right questioning, that he had a number of innovative, new control processes  that he could adopt from his previous companies and that he would add immediate value to the “at-risk” programmes to improve efficiencies and business relationships.
• The successful applicant was hired within 48 hours of the shortlist being provided and started within the business in 6 weeks.