National Housing Association Case Study

The Challenge:

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The housing association required a sophisticated recruitment partner capable of navigating a significant structural shift. The partnership needed to balance business-as-usual hiring with a high-intensity period of organisational change.

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Target Operating Model (TOM) Shift
The need to pivot from general hiring to an intensive, two-year recruitment surge to staff a completely new organisational structure.
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Compliance & Safeguarding
The critical requirement for rigorous vetting and DBS processing to meet strict regulatory and security standards within the sector.
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Employer Brand Visibility
The necessity of building a cohesive employer brand from the ground up to attract high-quality, diverse talent in a competitive market.

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The Solution:

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G‑NIUS implemented a multi-pillared RPO strategy, evolving from a standard talent function into a comprehensive HR, compliance, and advisory service.

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Adaptive Recruitment Scaling

Successfully transitioned from general hiring (Years 1 - 2) to intensive implementation (Years 3 - 4), providing the agility needed to staff the new operating model before returning to steady-state recruitment.
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End-to-End Compliance & Vetting

Established a robust verification engine managing right-to-work, professional qualifications, and a tiered DBS processing system.

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Employer Brand & Digital Footprint

Executed a total overhaul of the candidate experience, including Glassdoor reputation management, social media optimisation, and the creation of bespoke content.
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Inclusion & Specialised Sourcing

Deployed data-driven insights to reach underrepresented demographics through specialised job boards and targeted diversity outreach.
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The Result:

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Over the six-year partnership, the collaboration has transformed the workforce capability, moving beyond simple vacancy filling to strategic talent management.

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High-Volume Talent Acquisition‍

Managed a massive candidate funnel of over 12,500 applications, resulting in 273 strategic hires, with a peak performance of 86 placements in 2023 alone.
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Operational Rigour‍

Maintained 100% compliance transparency for 229 fully vetted candidates, ensuring organisational safety and regulatory adherence throughout the expansion.

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Market Positioning‍

Successfully established the organisation as an employer of choice through a multi-channel digital presence across LinkedIn, Glassdoor, and enhanced career web pages.

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‍Sustainable Efficiency‍

Optimised the recruitment lifecycle to ensure consistent delivery, successfully identifying and converting top talent through robust screening even during peak periods of growth.

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Finding Your RPO Solution

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Full RPO

With our fully embedded recruitment function, we place our people on site to own every stage of the hiring lifecycle and design the processes that power it. Even when specialist areas sit out of scope, you benefit from a seamless, end-to-end model that feels, and performs, like an extension of your in-house team.

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Project RPO

This solution provides high-impact support for time-bound or volume-driven hiring needs, delivering defined outcomes such as “X roles by Y date.” Designed for agility in unpredictable markets, it offers a strategic entry point into RPO with the option to layer in additional services, from technology to employer branding, where needed.

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Hybrid RPO

Hybrid RPO delivers the depth and rigour of full RPO without the on-site embedding, offering continuous outsourced recruitment delivered remotely. This model provides your business with long-term, exclusive support that operates like an internal function by building knowledge, improving consistency, and maintaining quality, all without physical presence.

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