A little background
A bold business idea – to open Britain’s first new bank in 130 years – required an intrepid staffing approach. So we deployed our Build, Operate and Transfer model and set about attracting and hiring 400 candidates across all 30 banks. The right staff, for a bright new business.
Building a bank everyone believed in
It’s not every day that we get to help set up a new UK bank so we approached this challenge with relish. We deployed our tried and tested Build, Operate and Transfer model. As a starting point, we articulated an accurate, uncompromising Employer Value Proposition (EVP) to attract suitable candidates, which in turn helped build a talent pool. The chosen team would be instrumental in delivering the successful banking licence application. This meant that bringing in the right store staff was a business-critical decision. To support this, we devised and operated tailor-made assessment centres and implemented rigorous selection criteria, job specifications and performance assessments.
So, what happened next?
The licence was granted making Metro Bank the first new high street bank in 130 years. With a bold EVP (that we had developed) in place, our remit was to attract and hire 400 candidates across all 30 branches. We built-out and delivered all HR processes before transitioning it over to their internal resourcing teams three years later. Today, we still support Metro Bank with hard-to-fill recruitment needs and surge projects. It now boasts over 500,000 customer accounts – a fantastic achievement for a start-up.