All Case Studies
Enterprise Partner
Building the Tesla’s of the Sky
£
0
k
SAVED IN A 6 MONTH SPRINT
0
hires across all sites
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sites embedded across the UK + europe
locations:
- UK
- Germany
- France
Overview
Building the Tesla’s of the Sky
We are on a flight path with Collins Aerospace to build out a global talent acquisition function from scratch!
With over 70k employees across 300 sites globally, Collins Aerospace has been redefining aerospace for over 100 years. This includes producing the suit that took Neil Armstrong to the moon and transmitting his “one small step for man” line back to Earth with their communications equipment.
Today their advanced aviation equipment, electrical power generation, distribution and control solutions can be found in over 22,000 aircraft. This spans space exploration, military, commercial aircraft and the planes you fly on holiday in.
Collins Germany x Bond:
There’s a common stereotype that suggests cross-continental partnerships don’t work! For various reasons – language barriers, miscommunication, time zones. This was not the case for Bond with Collins Aerospace at their Germany sites.
Despite being a remote & UK-based team we made this dynamic work seamlessly and are embedded across 3 sites and counting in Germany.
Embedded @ 1 German site flourishing to 3:
During Bond’s time at its first German site the team proved just how much of a game changer embedded is and how well we can deliver. This led to us being referred to 2 additional sites.
How we did this:
Our biggest priority was focusing on building strong relationships, communication, and trust. This was ultimately the catalyst for being referred to further sites. Oh, and to kickstart the project we jumped on a plane & onboarded in person!
Bond has a strong history of attracting bi-lingual talent partners and as the demand plans grew and screening calls / interviews stacked up we deployed 2 Germans speaking Talent Partners to complete the team to date.
We conducted our 5-Stage Talent Theory which provided a strategic roadmap for supporting the transformation of the function. By identifying gaps, proposing tailored recommendations, and centralizing processes, we successfully streamlined operations and improved hiring outcomes.
Our voyage together continues.
The challenge:
Collins Aerospace has grown through the mergers and acquisitions of aerospace engineering companies. This has left a legacy of fragmented silos meaning that activities are duplicated, and ways of working differ from site-to-site.
The in-house HR team had been spanning these sites by working with a combination of an RPO and specialist recruitment agencies. We’re here to get a talent acquisition capability off the runway and remove that reliance on 3rd parties.
The Global VP of HR initially tasked Bond with spearheading a 36% headcount increase across the UK-based Power & Controls site by 2024. Additionally supporting a backlog of 80 vacant legacy roles.
The work to date:
Shifting the angle of attack from reactive to proactive has been game-changing.
We have introduced headhunting and proactive sourcing techniques. These are greatly improving the strike rates of suitable candidates and removed the previous burden for hiring managers of sifting through 100s of CVs.
We are joining the dots between sites and creating a collaborative approach, sharing of best practice, that is importantly leveraging networks outside of Collins Aerospace.
How have we done that:
- Introducing an end-to-end data-led approach. From market insights, briefings through to mapping out talent pools.
- Onsite presence and rapidly building relationships across sites, HR teams and networks
- Creative sourcing and market mapping i.e not just looking at talent already in aerospace (Airbus, GE, Boeing)
- Pro-active candidate outreach and selling the business to talent with the right transferable skills
- Creating and socialising comprehensive salary and competitor benchmarking insights
- Providing clarity and transparency through standardising HR process
- Consulting on additional business activities, such as DE&I forums, best practices and recruitment process
- Improving candidate experience through admin support for ATS systems
It’s all about where we can add extra value:
- Creating and implementing design-thinking sessions on site
- Delivering an early carers workshop with placement students who were on site – CV guidance, test interviews, LinkedIn profile advice
- Sitting in and observing interviews to provide feedback on how the process can be improved
- Re-writing job descriptions moving from a list of requirements to a candidate-focused advert i.e tying in EVP
A successful 6-month sprint:
- 71 hires
- Average 13.4 hires per month
- Time to hire 14 days
- £153K cost savings vs agency
The proof of success for the Global VP of HR has been to hear no complaints from the engineering hiring manager team since the change of tactics.
As a result, Bond has been asked to take on responsibility for technical and business function hiring across 3 other business areas.
Connected Aviation Solutions/ Aviation and Inertial Systems
Bond embedded with these business units to deliver a ramp-up in recruitment and enable the business to reduce its dependency on agencies. In addition:
- We delivered 101 offers over a 19-month period, resulting in 57 external hires and 24 internal hires.
- Averaged 2.6 offers per talent partner, per month
- Processed over 6500 external applications (averaging 49 applications per position)
ECMS Solihull
Bond was brought in to deliver on key roles and improve existing processes. In addition:
- We delivered 26 total hires
- Implemented multiple process improvements and 8+ project pieces including hiring manager support, STEM & Early Careers, workshops, and Candidate support/ Insights.
- Hired international talent originating from India. Turkey, Egypt, Pakistan and Brazil by utilising talents pools in the UK and abroad.
HS Marston
Bond was brought in to provide a TA Support Function as the business ramped up recruitment. This included:
- 96 offers over a 12-month period resulting in 74 external hires and 11 internal hires.
- 2 successful assessment centre days with a 51% offer ratio.
- Operations time to hire was reduced by 63% through the implementation of processes and attaining buy-in from the Hiring Managers
Bond’s doing a fantastic job, demonstrating true professionalism leading and driving forward the recruitment strategy for HSM. Bond is a true asset and has helped us achieve unexpected results in a short period. Bond’s approach to relationship management is exceptional and from a customer perspective, going above and beyond to ensure delivery of work is at an exceptional standard. Bond has helped build the confidence of the most challenging hiring managers and has set a very high bar for the new TA model to work towards.
head of hr
I want to thank the whole Bond team for their valuable support over the past 18-months as we have worked to fill our vacancies. Their input has been excellent, we achieved what we set out to do and have built good relationships with my team. This is much appreciated.
Engineering Director
I am writing to wholeheartedly recommend Bond for their exceptional assistance during our recent recruitment process. Bond has significantly contributed to our hiring success. Going above and beyond – keeping me updated, very thorough and organised – I never feel anything is too much. Having a can-do attitude and a hands-on approach.
it site manager
I have extensive experience in both working with recruiters/recruitment agencies and interviewing candidates over the past 20 years. Bond is by some margin the most pro-active, interactive, and competent recruiter I have worked with during this time. Bond’s approach of out-reach to a wide base of candidates, based on the requirements collected from the employer has been beneficial and successful. Bond has been a highly valued embedded member of our business unit.
