O&G Recruitment Services

A kick-off meeting took place between Orion and the client, where the Orion transition team and the client's HR and Contracts teams met to discuss a transition plan, and as a result, the following steps were agreed:

• Transition Timeline was agreed.
• Key Orion and client focal points were appointed.
• Communication roll-out plan for all parties concerned containing key project milestones and dates were agreed.
• Communications were issued to the de-selected provider informing them of the agreed timelines and next steps.
• Local Orion MSP Account Manager appointed to act as an onsite focal point.
• Second Tier providers engaged in order to ensure there was sufficient coverage across all the agreed job families
• Technology platform meetings kicked off in order to ensure the timely rollout of a Timesheet and Expense management system.
• Orion Transition information pack was developed and subsequently issued to the client focal point for on passing to all transferring contractors.
• Upon receipt of each completed information pack, the Orion focal point called each individual contractor to run through any queries they may have surrounding the transfer prior to the relevant contract documentation being raised and issued by Orion.
• Contracts were issued to all transferring workers go-live date.
• Weekly meetings with the client focal point were scheduled to ensure that all contractors were provided with localised support by Orion.

These steps formed the basis of how all concerned parties would work together during the people-focused transition, where the priorities were: clear ownership, transparent communication, and minimal disruption for workers and suppliers.

While ongoing, the project has:

• Successfully transitioned the contingent workforce and third-party supplier base while maintaining business continuity.
• Coordinated a range of integrated MSP activities including:
  • vacancy management
  • third-party supplier administration
  • contractor time-writing and expense processing
  • candidate coordination
  • and workforce reporting.
• The MSP model was delivered at pace, resulting in swift and effective mobilisation to support business continuity and ongoing recruitment requirements.

Due to the tight deadlines and accelerated time scales (circa 6-8 weeks), a robust communication plan and subsequent roll out was a key element to the success of this large transition exercise. 

As a result, a lot of time was spent ensuring that all of the client parties involved were fully aware of what key events were happening and when. This guaranteed that all communication lines were clear and concise in order to avoid any confusion which could have had a direct impact on the overall transition timeline.