Shifting Screwfix to a candidate-centric approach to engage and develop talent pools

The Challenge

The Challenge

The business is growing fast – Kingfisher’s success has been born from the fact that saving energy, reconnecting with nature, concerns about living in healthy and toxin-free homes, and smarter consumption were all increasingly top-of-mind for consumers. Combined with a need to change the skill-set of inbound employees, encouraging digital and commercial experts into the business. Retail and HQ roles both require some smart recruiting to develop a talent pipeline which immediately matches to the vacancies available. Yeovil as a destination requires a level of nurturing for candidates who may be unaware of the health benefits of living close to the coast. From Retail’s perspective, Screwfix as a brand isn’t typically the first choice a candidate would select as a commercial career employer.

Screwfix are rigorous in their assessment process, really digging deeply into the capabilities of those candidates who make an application. Great that they complete this due diligence in their matching, BUT the net result – drop out during the selection process which wasn’t through rejection! Matt, Head of Resourcing recognised he needed to engage with candidates throughout the process to reduce this drop out rate.

About the Customer

Client: Screwfix
Kingfisher is a relatively unknown brand, so their specific businesses need to have broad shoulders when it comes to spreading the message about careers within their various organisations. Screwfix is part of Kingfisher plc, the international home improvement company, with over 1,400 stores across 10 countries in Europe, Russia and Turkey, supported by a team of over 80,000 colleagues.

The Solution

Product
Screwfix recognised that they couldn’t follow the same formula used by other employers, who typically engage with candidates only at the point a role/job match has been identified. They knew that they needed to be smart in the way they engaged with talent, built relationships with successful (and unsuccessful) candidates and developed their Talent Pool.

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