Zebra People were approached by the John Lewis & Partners’ talent manager to help with an exciting new recruitment campaign; part of an ambitious restructuring of the John Lewis & Partners’ business.
They needed talent to expand their digital, virtual and delivery services, they had an ambition to recruit young people coming out of the care system, and they had pledged to get to net zero carbon in the UK by 2035. This meant a big team overhaul, with specific roles in UI, UX and Researcher spaces and an ongoing partnership.
As with all of Zebra People’s clients, the priority was to achieve a thorough understanding of John Lewis & Partners as an entity and dig into the finer details of the roles. This research-heavy approach drives Zebra’s quality over quantity ethos and helps maintain our 2:1 CV to interview and 3:1 interview to placement ratios. We also considered John Lewis & Partners’ diversity and cultural requirements. From there, we created a list of key roles to focus on, and mapped the talent market accordingly. We created a candidate information pack to share with the prospective talent – providing job specs, meeting notes, organisational structure information, and benefits (explaining all of the engaging and exciting things about working for John Lewis & Partners). We engaged in weekly calls with hiring managers to update on progress and provide detailed written reports, and streamlined the interview process – changing the pre-task from an at-home assignment to a whiteboard exercise on the day of the interview, and speeding up the entire interview process.
Zebra People placed eight candidates with John Lewis & Partners, including a new Head of Design – who we’re engaged in building a team for. Zebra People have been retained by the business to work on more key positions.