The Australian Submarine Corporation (ASC) approached Harrison McMillan to assist them in growing their human resources department. Given a large influx of project work, they identified their requirement to secure 4 resources to keep up with their growing demands. They were driven to work with Harrison McMillan as they were under-resourced and as such, did not have the time available to dedicate to 4 recruitment drives. With the requirement for two HR Advisor’s and two HR Officers, they placed significant importance on securing the right candidates for not only their technical work but also their internal cultural environment. They requested Harrison McMillan run an end-end, pay-as-you-go process which included sourcing and head hunting candidates who offered relevant industry experience.
ASC was established in 1985 and has grown to employ 2400 permanent personnel across three facilities in South Australia and Western Australia. They are Australia’s largest defence shipbuilding organisation, with navel design and engineering resources unparalleled within Australia’s defence industry. In 2005, ASC was awarded the role of Shipbuilder for the Hobart Class Air Warfare Destroyer (AWD) project. This program will see the most advanced and complex warships ever built in Australia being constructed at ASC’s state-of-the-art shipbuilding facility – ASC South – located at Osborne, South Australia.
Harrison McMillan’s Solution
Harrison McMillan scheduled a meeting with the two Hiring Managers who were responsible for the recruitment of these roles. As both of the Hiring Managers were extremely busy, Harrison McMillan held the meeting via phone conference to save them time. Through taking a thorough brief on the 4 positions, Harrison McMillan were able to gain a detailed understanding of the requirements and how they would be able to assist. ASC’s Hiring Managers engaged Harrison McMillan in an end-end solution, to advertise, strategically source and reach a shortlist of candidates. Harrison McMillan followed the below process:
• Developed a structured and targeted advertisement to attract top talent whilst keeping their brand confidential as requested by the client, by advertising blindly
• Managed the candidate advertisement response and assessment of the applications received against the key requirements provided by the client
• Engaged in strategic sourcing utilising social media, digital databases, referrals, forums and key universities in addition to proactively contacting desirable candidates to ensure that every possible candidate and avenue to access them had been explored
• Collated all information and submitted a longlist to ASC, highlighting the best suited and experienced candidates for each role making a recommendation to progress those candidates to phone interview with Harrison McMillan
• Engaged the recommended candidates in a phone interview to allow Harrison McMillan to thoroughly assess not only their technical capability but their ability to fit with the client values and organisation vision
• Presented a final shortlist to the client through a structured matrix and detailed phone interview notes. Made a recommendation of preferred candidates to interview and held a detailed phone conversation with the client to introduce them to each candidate
• Once the process was completed, Harrison McMillan assisted ASC in notifying all unsuccessful applicants on the outcome and delivered the candidates feedback on the process
The total time that the tailored process took was spread out over 10 business days and approximately 34 hours per role was charged by Harrison McMillan for their assistance.
Through taking a dual approach to candidate attraction, by both advertising and strategically sourcing, Harrison McMillan were able to reach a greater volume of candidates. They reached out to passive candidates who were not active on job boards such as SEEK and raised their awareness to the career opportunity. Harrison McMillan were pleased to successfully place 4 highly qualified Human Resources professionals who were attracted by not only the advertising process but also through strategically sourcing. These candidates not only came from backgrounds that strongly aligned to the industry and technical requirements however they also offered a cultural fit which led to their seamless integration into the HR Team. One candidate was also placed from interstate and relocated to Adelaide for the opportunity. Without the access to Harrison McMillan’s leading edge technology and highly trained Recruitment Partner’s, this would not have been possible.
To place 2 Human Resource Coordinators – it took 33 hours to reach a strong shortlist which equated to just over $3,000.00 per role plus GST.
To place 2 Human Resource Advisors – it took 34 hours to reach a strong shortlist which equates to just over $3,100.00 per role plus GST.
This is a huge saving, especially if ASC were to engage with an agency who does not offer a flexible, pay-as-you-go approach to recruitment. If, ASC had engaged with an agency on the ‘traditional’ model of charging a % placement fee (around 15%) based on the annual salary of the candidates who were selected it would have cost them around $9,000.00 plus GST per placement for the HR Coordinators and around $12,000.00 plus GST per placement for the HR Advisors.
ASC saved $21,000.00 plus GST by using Harrison McMillan.
Key Benefits of Using the Harrison McMillan Model
Harrison McMillan offer a highly transparent and tailorable service which allows so much flexibility and value for money for their clients. Given Harrison McMillan undertook a dual approach to candidate attraction, ASC had access to a huge matrix which mapped the market of active and passive Human Resource Manager’s and Human Resource Coordinators in South Australia. This intellectual property belongs to the client as that is the material that they paid for. So, should another requirement arise in time to come, they are able to revisit the matrix, access the candidates contact details and resumes to reach out to them about future career opportunities at no additional cost.
Harrison McMillan’s Key Project Personnel
Dani Bieg – Director – Dani has developed a strong working relationship with ASC and provided her expert knowledge with over nine years of recruitment and human resource experience to oversee the entire recruitment process. Throughout the recruitment drive for the positions with ASC. Dani oversaw the timely delivery of promised outcomes and worked to ensure that a high standard of work was delivered.
Lauren Marshall – Recruitment Partner – Lauren was the primary Recruitment Partner on this assignment. She prides herself on her ability to deliver high quality outcomes to her clients, whilst maintaining excellent customer service and communication to both clients and candidates alike. Lauren took ownership of Account Managing ASC on this project where she was able to maintain communication with the client and candidates to ensure timely and consistent feedback on the assignment was reached to all involved. She was also responsible for ensuring deadlines and budgetary requirements were met as instructed.
Paige Folland – Recruitment Partner – Paige is a degree qualified HR professional and possesses several years’ experience in customer-focused positions. Paige was an additional Recruitment Partner on these assignments and leveraged her extensive administration experience and HR knowledge to deliver on all recruitment process tasks and coordinate excellent candidate management, as well as ensuring quality work was produced for our clients throughout the entire recruitment process.