Supporting supply chain and eCommerce for a luxury fashion leader
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15 placements in 18 months
With a strong blend of gender and ethnic diversity, unique perspectives and broad experience brings fresh new thinking and innovative ideas to the company. -
CVs supplied within 48 hours
Talent supplies CVs to Ralph Lauren within 48 hours of receiving job specifications. -
Niche skills
Retail talent with tech and digital skills can be hard to find – they need to understand the systems and nuances of the industry.
London was calling for Ralph Lauren
Towards the end of 2020, Ralph Lauren made some organisational structure changes that resulted in new job opportunities opening in their London offices. With much of their management team based in Switzerland, they didn’t have a strong enough connection to the UK candidate market to successfully engage with talent.
To keep a prestigious brand like Ralph Lauren ahead of the game, they needed highly experienced tech and digital people with a strong understanding of the global retail industry. The business analysts and project managers would be covering the whole of Europe which meant they would need to understand different languages, unique markets and varying cultures.
To add to the challenge, the hiring managers are stretched thin and have very little time to navigate the global recruitment processes Ralph Lauren has in place.
Cutting out the Recruitment admin is key for Hiring Managers
Talent has developed a range of deployment strategies to help with this, speeding up the time to hire and also improving the candidate experience.
In the case of Ralph Lauren this included consulting on the recruitment process, best practice and onboarding support. We also created an onboarding checklist to help internal stakeholders keep on top of everything involved in the process of getting candidates started.
Retail talent with tech and digital skills can be hard to find – they need to understand the systems, the fast-paced digitalisation of retail services and the nuances of the industry.
Working with such a prestigious brand, the candidates would also need to be extremely quality driven and able to handle unique projects with care and clever prioritisation.
On top of this, Ralph Lauren has a powerful vision for their global team – their values for respect, individuality and possibility mean that new talent needs to be collaborative, innovative and work well within their diverse culture.
To find and attract the people Ralph Lauren needed, we wanted our candidate attraction approach to be selective, yet inclusive. To ensure they got the best attention, an account manager with over 15 years of experience in tech and digital transformation in the retail sector headed up the project, supported by select members from our global Talent Squad to ensure no stone was left unturned in the search for experienced candidates.
Over the years, they have helped clients across the retail sector hire tech and digital experts for all sorts of BAU and project roles. Because of this, they have built a powerful and diverse community of talent.
This is where they source the people Ralph Lauren is looking for, using market mapping, targeted campaigns and headhunting techniques to identify, shortlist and attract the right candidates.
Helping with the hiring process
With so much on their plate, the hiring managers at Ralph Lauren have very little time to manage all of the admin involved in a recruitment process.
We designed some quick fix strategies to help with this, speeding up the time to hire and improving the candidate experience. This included consulting on the recruitment process, best practice and onboarding support. We also created an onboarding checklist to help internal stakeholders keep on top of everything involved in the process of getting candidates started.
To ensure shortlisted candidates have the right skills, personality and approach to work that Ralph Lauren need, a robust screening process was developed to identify who would align with the client’s ethos and quality driven approach.
This helps the team shortlist only those who they are certain will thrive at the company, and ensured that every candidate presented suitable for interview. CVs were presented within 48 hours of receiving a request and we created an easy to manage process where calls were scheduled in advance to review and make decisions on CVs.
