Royal Bank of Scotland

The Request:
RBS Retail (400 + branches) is one of the most familiar and respected
high street names. In September 2000 they began the radical overhaul of branch recruitment methodology.




Key challenges were:

	The intense competition for quality staff.
	The timescale of the recruitment process was too long.
	The profile of counter staff was changing from customer service to include sales capability.
	Interview standards across the country varied.
	Retention was an issue.
	Interview to offer ratios were poor resulting in wasted time for recruiting managers.

The Response
Lansdowne was appointed to run a national recruitment strategy. A radical plan to abandon existing recruitment methodology was taken and replace it with an approach based on the Advanced Telescreen. This allowed 'off the page' response to advertising to be taken through a powerful selection tool.

At the first review in December 2000 RBS were staggered by the results achieved. The journey time of the process was cut by a third , Interview to offer ratios were reduced by 66 % , quality of candidates improved , there was consistency across the UK and recruiting managers had over 50% of the working week freed up.

In August 2001 Lansdowne was appointed to run the NatWest (1700 + branches) recruitment programme and quickly achieved the same benefits.

Today Lansdowne continues to manage both campaigns in a single unified approach. Many developments and innovations have been achieved and interestingly the cost per candidate to hire is one third of the cost
today it was in 2000!