Recruit, Train, Deploy
The Recruit, Train, Deploy (RTD) service line has been gaining popularity as a strategic recruitment solution that allows customers to design and build their future permanent workforce in predominantly skills shortage areas, over the medium to long term, whilst also supporting Diversity, Equity and Inclusion (DE&I) and social mobility initiatives.
How does it work?
PSR will work with our customers to identify a preferred RTD Supplier partner, via either a direct award or mini-competition.
The RTD supplier will then identify individuals who have the right attitude, aptitude and potential for a career in the public sector. The candidates are then trained in line with the learning pathway and expectations of the customer.
Once training is complete, candidates are deployed to customer sites on a contract basis with the potential to convert permanently after the initial 18-24 month assignment. Throughout the duration of their assignment, the RTD supplier will provide candidates with a high level of pastoral care as well as any ongoing or additional training.
Benefits
A medium to long-term strategy to overcome the skills gap by investing in future talent pipeline
Supports customers DE&I and social mobility agenda
A CCS approved, compliant route to market
A commercially viable, cost-effective route to market
Ongoing training and pastoral candidate care provided by the specialist RTD suppliers
IR35 compliant resource
A route to hire candidates for niche skillsets in remote locations
Recruit
We recruit untapped talent from diverse backgrounds who demonstrate aptitude and high potential.
Train
Our market leading RTD suppliers ensure candidates are trained to a consistently high standard with the skills needed to ensure a successful deployment.
Deploy
Following training, the worker will be deployed onto a long-term assignment with the aim of converting into permanent employment upon completion of the initial assignment. To note, there is no obligation for customers to retain the candidates on a permanent basis post-assignment, all workers are employed permanently by their specialist supplier, and will retain this status and will be placed into another if a perm conversion is not possible.
Case Studies
Office for National Statistics
The Office for National Statistics (ONS) needed to hire 12 python developers – and knew they could rely on PSR for a rigorous selection process to meet their high standards.
Read the case study
HMRC
HMRC needed to hire experienced candidates in the Technology & Digital space to support their growing Customer Strategy and Tax Design Department. Our RTD service was an excellent fit to suit their high-level needs.
Read the case studyWe are delighted at the success of the RTD service line, it has not only addressed some much needed skill shortages in our business, but it has provided a launchpad into a career in the public sector for people that are often overlooked via traditional routes to talent.
Jessica Ellis | Talent Acquisition Lead | Specialist Contingent Labour at HMRC
Frequently Asked Questions
At the end of the deployment period, the department may want to offer the RTD worker a permanent role to join the department and become a civil servant. The Civil Service Commission has confirmed that the department must still follow open and fair competition guidelines for RTD workers which means externally advertising and interviewing for the role before offering the role to the successful applicant. However, if they wanted to offer the RTD worker a FTC for up to 2 years they could do this without having to advertise the role using exception 1 (stating urgent need) or exception 4 (stating highly specialised skills).
If there is a RTD worker that drops out then the supplier is typically given a set period of time of time to replace the worker free of charge. This is changeable depending on the hiring managers priorities and is typically agreed on a case-by-case basis between the supplier and the customer.
The training period is free of charge; the customer only pays for the days that the worker is on site and submitting timesheets.
Many of the suppliers will create a bespoke training pathway suited to your needs. Alternatively depending on the skills required one of our suppliers may have training pathway already created and may even have regular academy intakes happening throughout the year. This is certainly the case for many tech and digital skills pathways.
If the customer wants to cancel the RTD cohort intake then they need to provide 4 weeks' notice unless stated otherwise in the RTD Req form.
RTD is designed to support your permanent recruitment pipeline, however there is no obligation for the customer to offer a permanent role.
Our suppliers have access to diverse talent pools from under-represented areas. They typically hire based on attitude and aptitude for learning and are passionate about supporting their customers in driving their DEI and Social Value agenda.
Speak to the team
For more information about how PSR can help you deliver commercial value through our RTD service, contact our RTD Client Service Managers.