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guyssttBackground and challenge
Guy's and St Thomas' is one of the largest hospital trusts in the country, with a staff of almost 12,000, a turnover of around a £1 billion and a million patient contacts a year.

Recruiting the head of building maintenance and improvements in the past has proved a challenge. The previous post holder had taken a role closer to home and the position had been vacant for six months.

Having advertised the position on a variety of Health Service job sites, through Building Magazine and the Trust’s website, Guy’s and St Thomas’ was still unable to find the right candidate. Although the volume of responses was high, having shortlisted and interviewed the Trust felt unable to appoint, due to not sourcing a candidate with the relevant skills and experience.

After this initial recruitment campaign it was decided that it would be prudent to open the role to a wider audience than the Health Service industry.

Hays developed a campaign to help reach the wider audience of job seekers to help fill the vacancy. Hays suggested a dedicated microsite to be supported by a multipost campaign to help drive traffic to the site where the role was being advertised. Hays posted branded adverts on sites including; Building for Jobs, Building for Design and Property for Jobs.

In addition to this online solution, the Hays database was carefully segmented and used to search suitable candidates from a wider industry base. The client was shown a number of candidates as a result of this activity.

Hays also set up four key criteria questions that applicants had to answer upon application:

  • Do you have a RICS or CIOB qualification?
  • Do you have experience of managing a large directly employed labour force?
  • Do you have any modernisation of buildings maintenance practices and listed building experience?
  • Do you have recent experience of managing multi-million pound reactive and planned maintenance budgets and programmes?

Candidates were only long listed if they hit 100% of the above criteria

The result
Hays set up and operated a recruiter dashboard to handle responses. This resulted in a total of 142 advert responses from the range of job boards we advertised on.

Of this, a total of 12 candidates were chosen and invited in for assessment days and written, numerical and psychometric testing were carried out to help determine suitability.

A shortlist of six candidates was presented to the client, of which three were interviewed. A candidate has been offered the position and will start in the role on 30th April 2012, following his three month notice period.