Jeremy Russon

End-to-end process review and recommendations for change/innovation in attraction, selection and training for DVSA, a government agency responsible for driving and vehicle standards in the UK.

DVSA was formed by a merger of two disparate Government agencies which has lead to conflicts within the merged organisation, including the way in which they recruit where there is often extreme difference of opinion in what is most important in the process - behaviours/cultural fit OR technical… Show more

End-to-end process review and recommendations for change/innovation in attraction, selection and training for DVSA, a government agency responsible for driving and vehicle standards in the UK.

DVSA was formed by a merger of two disparate Government agencies which has lead to conflicts within the merged organisation, including the way in which they recruit where there is often extreme difference of opinion in what is most important in the process - behaviours/cultural fit OR technical skills.

There are major challenges around diversity, quality of hire, time to offer, time to on-board and a new entrant training programme which has a pass/fail element leading to staff being dismissed after 5 weeks of employment.

Developing and implementing (a) new attraction strategy (b) innovative end-to-end selection process and (c) scoping data tool to improve diversity, time to hire and ultimately quality of applicants in a volume recruitment environment.

Managing key stakeholders expectations both in the Operations BU and HR whilst working with process owners/delivery teams to identify impact of proposed changes and devise new processes to enable improvements.

- New selection tool scoped and supplier identified - this will have a major positive impact time to start (current 27 weeks v targeted 6 weeks), resource requirements in the recruitment process (currently 4 hires = 13 FTE days vs target 4 hires = 1 FTE day), quality of hire (currently 27% of candidates fail initial training v target = 0% fail initial training), remove current bias in selection which, for example, sees almost twice the percentage of male applicants pass selection compared to female applicants.

- Marketing strategy planned for increasing awareness of the Driving Examiner role across a broader candidate base. Show less

Demonstrate the capability of social-media as a tool for sourcing digital talent across various AXA entities. Including delivery of talent against specific roles, developing a talent pipeline for future skills/needs and build knowledge within AXA of the effectiveness of LinkedIn as a direct sourcing tool.

MBA Dissertation looking at cultural impacts on innovation in recruitment including resistance to change, weakness of leadership and the conflicting requirements of global brand v local autonomous entities.