Severn Trent Water, the 4th largest privately-owned water company in the world, needed to recruit graduates for its leadership program starting in October 2012 but did not begin the process until June, leaving a short timeline. PPS Works designed a tailored recruitment process for Severn Trent Water that included an online application, screening questions to assess candidates, telephone interviews, ability testing, and assessment centers. This resulted in 675 applications in 2 weeks, with 98% of invited candidates attending assessment centers. Of those assessed, 61% were found to be a good fit for Severn Trent Water, either for the graduate program or other roles. Severn Trent Water praised PPS Works for providing a consistent, high-quality candidate experience that

1. Client Name
Severn Trent Water
Challenge Severn Trent Water was looking to recruit Graduates for Severn Trent Water is the world's fourth largest
their new Leadership Programme, to start in October 2012. privately-owned water company. They have over
The Graduate scheme was initiated quite late in the eight million customers.
graduate recruitment year (June) so a fast and effective
solution was required. They provide clean drinking water to 7.7 million
people, and sewerage services to 8.7 million people
Through research into the available candidate pool, we in an area covering 21,000 sq km across the Midlands
and mid-Wales. Severn Trent Water employs over
were confident that there were good graduates left in the
5,500 people from a wide range of backgrounds
market for us to target. During the two-week advertising
including scientists, maintenance workers, business
window we received 675 completed applications. support and contact centre staff, administrators and
engineers.
Solution A branded application was created and embedded into the Severn Trent Water (STW) website. This meant that each
applicant received a consistent and timely response which was representative of the STW brand. Candidates were
able to find out information on the programme by looking at the website, or calling the dedicated team at PPS who
acted on behalf of STW.
The introduction of “killer questions” meant that the key criteria for candidates were established from the outset. A
total of 240 candidates were regretted through the use of ‘Killer Questions’, saving both STW and PPS valuable time in
screening unsuitable applications, and saving candidates time in completing a full application form
The advertising was arranged swiftly with a focus on encouraging diversity through a wide range of applications from
varied backgrounds. For example, we were conscious to target candidates who are traditionally under-represented in
Engineering and used specific advertising sources to pro-actively reach these.
Using the STW criteria, all applicants were screened in a consistent and timely manner. Successful candidates were
progressed to a full competency based telephone interview and again, they were screened using the STW indicators.
Ability testing (verbal and numeric) was conducted with those successfully completing this stage being selected to
attend an assessment centre. On analysis of results from those who secured offers we have now set the benchmark
levels at each stage for the STW 2013 campaign
PPS spent time at STW to assess the culture and framework of the company. Through this research, we were clear on
STW’s brand and recruitment and future leadership needs, thus allowing us to offer STW a tailor-made process.
From this research we were able to draw up effective Assessment Centre content to comply with STW’s requirements.
Prior to the Assessment Centre, we held an Assessor Training day. A range of assessors from within the STW business,
attended the training ensuring consistency in candidate scoring across all Assessment Centres held.
Severn Trent Water received a total of 675 completed applications in a two week period. The attendance rate at
Assessment Centre was particularly high due to the rigorous candidate management process PPS put in place, with
98% of those invited, attending.
PPS also helped to ensure that each and every one of our applicants received a consistent, fair and streamlined
recruitment experience.
Results Of the 44 candidates who attended assessment day, 61% were found to be a fit for STW - 13 for the Graduate
programme itself and a further 14 being sourced as potentials for other roles within the business. This impressive
conversion rate also demonstrated the value added by the meticulous screening processes PPS put in place.
Testimonial

2. “Severn Trent Water were in need of an outsourced recruitment partner who could promptly set up and handle large response using
experienced recruiters to help us screen excellent graduates on a very tight deadline for our 2012 Graduate programme.
PPS Works took on the challenge in June 2012 and Deborah Edmondson spent quality time to fully understand the graduate schemes,
our culture and the type of graduate we wanted.
After compiling her research, Deborah then went on to design our unique screening questions, telephone interview forms and
assessment centre material – as well as setting up the online capability we needed in order for candidates to apply and be administered
through the process. Through PPS’, we saved valuable company time. Their administration was first class; using PPS meant that each of
our candidates got a consistent and fair recruitment experience, which was presented positively in the candidate feedback we received.
I had immediate access to ‘live time’ management information which meant we were fully informed of progress at all times and I was
able to provide accurate, up to date MI to our management teams.
Over 60% of all candidates that attended the assessment day were found to be right for our company, either for the Graduate scheme
or other roles. That statistic fully recognises the tailor made process PPS gave us and how highly PPS hold brand values and individual
needs. I would recommend PPS Works for graduate recruitment in the future!”
- Michelle Prior, Severn Trent Water.