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Camden Council

camdenBackground and challenge
Following the Government’s comprehensive spending review of 20 October 2010, the London Borough of Camden faced the challenge of reducing its workforce while maintaining exceptional standards of front line services. Under a three-year change programme the council must make £83 million of savings.

As an “investor in people”, Camden selected Hays Career Transition Services to provide expert support to those affected by the restructure. Hays was tasked with ensuring employees remained motivated, were supported and obtained the requisite skills to secure their future employment either within the council or externally.

Solution
Transition support

Hays worked closely with Camden’s human resoucres team to design a transition programme that would be tailored to the employees affected and deliver positive outcomes while also achieving value for money.

Training

  • Hays created a series of job skills workshops for the employees affected, including CV-writing support and career coaching.
  • Hays designed a unique London Borough of Camden-branded online training programme to assist employees in making the transition to their next role.
  • The online suite of support tools included training in negotiating job offers, writing a good cover letter and networking.


Boosting interview skills
All employees affected by the restructure of their service were able to attend an interview skills workshop to prepare them for internal interviews. This workshop has been tailored to reflect the Camden Behaviours, which play a key role in selection and assessment.

Cost effectiveness
Hays was able to produce solutions cost-effectively through online delivery, by delivering a number of training sessions on a single day and by increasing the trainer to employee ratio.

The result
There were high levels of take-up of the support systems Hays created. For example, 85% of the employees affected took part in the CV-writing workshop. Equally successfully, as of October 2011, 25% of the staff members facing compulsory redundancy were redeployed within the council, which saved significant redundancy and recruitment costs.