Drop off your CV
We'd love to hear from you. Send us your CV and one of our specialist consultants will be in touch.
Following acquisition by Anglo American, Sirius needed to recruit a range of talented senior level individuals to enable the company to move forward with their Woodsmith mining project.
Although recruitment funding was secured, the internal talent team faced recruitment challenges. The internal talent team did not have the resources and processes in place to be able to efficiently manage the scale of recruitment for a large volume of business critical senior level roles. Speed was an important factor; they wanted shortlists producing and initial interviews concluded so that offers could be made as soon as the funding was in place. An effective talent attraction process was needed in a short period of time.
In addition, Sirius required support to help develop and promote their employer brand. With recent negative coverage in the press, there was a need to address perceptions of Sirius as an employer. This would require supporting the Sirius talent team further to solidify their employer brand positioning and manage this on an on-going basis with their target candidates and potential future hires.
As CSG Talent had a long-standing partnership with the business, they understood the culture well and knew the type of people that would fit within the company. This put CSG Talent in an excellent position to identify the right type of talent to take the business forward.
CSG formed a senior team of consultants, specialists in the mining sector, who would be the lead consultants on the project and dedicated to Sirius. These consultants were then supported by a wider team of researchers and in-house marketing specialists.
CSG Talent worked in a two phased approach with Sirius. The first being a recruitment campaign for a set number of roles whereby CSG acted as an extension of the Sirius talent team. They tailored the recruitment process so that candidates were already in position once the investment was in place.
CSG Talent then managed the entire process from defining the target audiences and sourcing candidates, through to detailed candidate assessments and managing the interview process. This retained approach was scaled up as required dependant on the number of roles that were being hired.
The second stage of the process was lead by CSG’s in-house marketing team who created a bespoke employer brand candidate pack to further engage candidates in the unique opportunities at Sirius.
The CSG Talent team of industry specialists have become 'brand ambassadors' for Sirius, working as an extension of their team, with a full understanding of the organisational culture. They were able to take a huge workload away from the Sirius team and recruited the required roles so that the project could move forward.
Both the time to hire and cost per hire were significantly reduced; representing a large financial saving for Sirius. Engaging and working with CSG Talent saved Sirius time, resources and cost throughout the full talent acquisition process. The close partnership still continues with roles being filled on a continual basis.
CSG Talent took the time to understand our culture, ethos and values. This enabled them to successfully recruit for us. When given a brief, their consultants used their network to headhunt the best candidates for the roles. We have been working together for a number of years and have built a relationship based on trust and faith in their ability to support us.Katie Castletown Head of Talent, Anglo American
“We engaged with CSG Talent based on previous experience with them and their ability to tap into the world wide market. At all times (regardless of day or night) CSG were on hand to take questions, move forward with applicants or respond to the next request. For me, the most impressive ability of the CSG team was to be able to culture match applicants with ourselves. Culture is an important part of any team and having to choose between numerous applicants who were not only the best applicants, but you knew they would fit in on day one was a luxury that we enjoyed.”
Troy Whittaker, Project Director - AngloAmerican