Project Boomerang:
Understanding Alumni
Client
One of the world’s largest production and distribution networks
Sector
Consumer Goods
Scope
Understand the sentiments of alumni.
Location
Global
The Challenge
Our client, a global organisation with circa 35,000 employees, was keen to understand the sentiments of previous senior staff members including:
· Their reason(s) for leaving the business.
· Whether they would consider rejoining the business.
· Whether they would recommend the business as a place to work.
The organisation planned to use this insight in order to establish
an Alumni Program, as well as supporting future growth targets
and improving company culture.
Our Solution
Parkhouse Bell approached a significant number of previous employees, all of whom had left the organisation within the last five years. We discussed their perceptions of the organisation and their willingness to return. After outlining the Alumni Program, the sentiments of the ex-employees were captured and measured according to specific criteria agreed in advance with our client.
At the completion of this thorough process, we provided our client with a formal presentation of our findings, along the with a full list of alumni who expressed interest in rejoining the business.
Our findings included:
· A detailed understanding of the reasons alumni had left the organisation, including a top 5 of most commonly cited reasons.
· That 86% of alumni would recommend the organisation as an employer of choice to their network of contacts.
· That 90% of sales department alumni interviewed would like to rejoin the organisation – with 65% open to an immediate return and a further 25% open to returning in future.
The Outcome
Parkhouse Bell’s research provided our client with a comprehensive understanding of the sentiments of alumni, including their reasons for leaving the organisation.
Through the establishment of the Alumni Program, an effective rehiring pipeline of willing talent was created which supports the organisation’s succession planning.
The insight enabled the organisation to incorporate changes within its culture which will make a positive difference to employee satisfaction and reductions in employee turnover.
The organisation now has a pool of high-quality candidates who wish to stay in touch, and it is more aware than ever of how it can retain its current top talent.
The organisation intends to continue the Alumni Program and we are working in partnership on future alumni initiatives.
CASE STUDY
Project Boomerang
Client
One of the world’s largest production and distribution networks
Sector
Consumer Goods
Scope
Understand the sentiments of alumni.
Location
Global
The Challenge
Our client, a global organisation with circa 35,000 employees, was keen to understand the sentiments of previous senior staff members including:
- Their reason(s) for leaving the business.
- Whether they would consider rejoining the business.
- Whether they would recommend the business as a place to work.
The organisation planned to use this insight in order to establish an Alumni Program, as well as supporting future targets and improving company culture.
Our Solution
Parkhouse Bell approached a significant number of previous employees, all of whom had left the organisation within the last five years. We discussed their perceptions of the organisation and their willingness to return.
After outlining the Alumni Program, the sentiments of the ex-employees were captured and measured according to specific criteria agreed in advance with our client.
At the completion of this thorough process, we provided our client with a formal presentation of our findings, along the with a full list of alumni who expressed interest in rejoining the business.
Our findings included:
- A detailed understanding of the reasons alumni had left the organisation, including a top 5 of most commonly cited reasons.
- That 86% of alumni would recommend the organisation as an employer of choice to their network of contacts.
- That 90% of sales department alumni interviewed would like to rejoin the organisation – with 65% open to an immediate return and a further 25% open to returning in future.
The Outcome
Parkhouse Bell’s research provided our client with a comprehensive understanding of the sentiments of alumni, including their reasons for leaving the organisation.
Through the establishment of the Alumni Program, an effective rehiring pipeline of willing talent was created, which supports the organisation’s succession planning.
The insight enabled the organisation to incorporate changes within its culture which will make a positive difference to employee satisfaction and reductions in employee turnover.
The organisation now has a pool of high-quality candidates who wish to stay in touch, and it is more aware than ever of how it can retain its current top talent.
The organisation intends to continue the Alumni Program and we are working in partnership on future alumni initiatives.
