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Proving the Power and Value of Good Employer Branding

Once considered the world’s leading biopharmaceutical organisation, Wyeth’s changing and evolving business encompasses research, development and marketing of prescription drugs. Within the pharmaceuticals division, areas include prescription products, biotech, vaccines, and nutritionals.

This diversity makes for numerous objectives for outsourced contingent labour sourcing and management.

In this case, Opus set out to achieve both cost-savings and fulfil the needs of the recruitment programme by creating a direct attraction recruitment strategy across the range of contract and permanent opportunities.

The Challenge

Our brief was to devise an effective, efficient project recruitment programme for the supply of 28 permanent and 12 Fixed Term Contract First line, Second Line and Premier Support Technicians.

While the company has an exceptional reputation in the marketplace, this did not necessarily translate into the recruitment market. Opus set out to maximise visibility of the Wyeth employer brand in a way that also kept account of spend, headcount and cost throughout.

We also had the additional challenges of ensuring fiscal and legislative compliance in all of the territories in which Wyeth operates, building comprehensive Management Information and creating a reliably consistent hiring process for both managers and candidates.

The Solution

We were successful in the competitive tendering process, quickly rising to the challenges of our initial remit to implement an end-to-end sourcing programme over a 12 month period.

Our success led to the contract being extended for an additional 12 months, with the addition of an Executive Search project which consisted of key hires such as the UK Managing Director and Head of DC Pensions.

Key to meeting our client’s challenges was our development of a solution that enabled an onsite and offsite delivery model. The solution incorporated:

  • Further cost efficiencies and enhanced hire quality, achieved by an offsite, country bases delivery model to drive direct hiring
  • On-boarding and management team for all pre-employment screening
  • Consolidated billing
  • Technology solution deployment to drive compliance, visibility and security through real time information
  • New pre-assignment screening model deployment to cover all global mobility and compliance checks
  • Enhanced reporting of all market trends
  • Enhanced MI reporting on spend, cost savings, sourcing strategy

The Results

Opus achieved:

  • Cost savings of around £250,000 across total headcount
  • Reduced supplier margins as part of the rationalisation programme
  • Comprehensive management information, driving continuous improvement, with enhanced process efficiency and visibility through self-service, end-to-end talent acquisition technology
  • Improved compliance, monitored by independent auditors, with changes to the on-boarding and pre-employment screening process

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