Introducing our brand-new blog series, Avencia Asks.
We want you to get a feel for what we do here at Avencia so that you can get to know us a little better. You'll meet a different member of the team in each post, starting with our Lead Recruitment Business Partner, Jodi Steenaart.
Jodi, how long have you been working in RPO?
A long time! Around 7-9 years. I’ve worked in-house too, but personally I find that that RPO is more exciting because you get a lot more of a variety. Over the course of my RPO career I’ve worked on-site at a housing association, on-site at a general insurer and on-site at consultancy firms, so it’s a really broad level of experience.
What attracted you about Avencia?
The opportunity to work for a start-up was really appealing. I saw it as a really exciting opportunity to join something that’s new and has so much potential to grow.
Can you describe your role in a little more detail?
Under the direction of the client’s internal recruitment lead, I’m responsible for heading up the permanent recruitment lifecycle for our client, Markel. I offer hiring managers support throughout the whole end-to-end recruitment process.
And how does your role at Markel tie into your role at Avencia?
I am there to provide consultancy on behalf of Avencia, so we are really integrated into Markel’s HR team, which is great. My role is to make sure that we provide excellent service: overseeing what the direct resourcing team do and making sure they have all the necessary tools to deliver that excellence. I also create opportunities for the Avencia brand; any value-add initiatives outside of the BAU recruitment function.
What is the best thing about the Avencia/Markel partnership?
The feedback we receive from the HR team at Markel. For example, Avencia was recently called out for being a ‘game changer’ for the recruitment function. It’s been really rewarding to be able to help with the capability and transformation of the recruitment process – and it’s great to feel appreciated and that you’re adding value for your client.
What does a typical week look like for you?
Lots of hiring manager meetings and briefings, update meetings to review shortlists and any existing process. I make sure all of the HR business partners are up to date with the recruitment activity in their areas, as well as having weekly meetings with the Avencia delivery team so we’re able to provide constant updates on what’s new and what’s coming up.
What do you think is the most important thing happening in HR at the moment?
I think we can add more value to things like diversity and inclusion; such as removing bias and making sure we have the best-quality job descriptions to bring value-add to Markel.
And how do you think you achieve that goal?
Things like looking at languages and making sure job ads are writing as inclusively as possible. Encouraging the right behaviours with delivery teams, agencies and hiring managers to make sure they’re challenging their views and looking at the right mix of candidates. But also, looking at technology such as TalentLink and WorkDay and how they can capture things like candidate disclosures and how we can track data – and how we report on that data for Markel to show the impact overtime.
If you could describe the part you play in the recruitment process in a sentence, what would it be?
Driving the best practice and quality of hire through close stakeholder management, delivery and the right output.
To find out more about how Avencia can assist you, drop us an email at email@example.com