Coles Group Case Study
Illustrates Fusions capability to scale our Methodology to successfully deliver large programs (over 100 hires) and for a variety of departments and business functions, whilst
delivering on diversity targets.
Overview
Fusion has partnered with Coles since 2020
to design and implement an award-winning
program of 130+ roles across their Store
Support Centre Graduate Program, and
Operations Graduate Program.
The objective was to secure talent in two very distinct campaigns, seeking graduates across a breadth of disciplines, skills, and previous experience, with motivations aligned to over 20 diverse success profiles.
The objective was to secure talent in two very distinct campaigns, seeking graduates across a breadth of disciplines, skills, and previous experience, with motivations aligned to over 20 diverse success profiles.
Our Objective
Coles outlined several elements that were critical to the success of the program:
- As a customer facing business, Coles was adamant that all candidates have a positive experience, regardless of application outcome.
- Aligning to the Coles strategy, the emerging talent team had a target to reach 3% Aboriginal and Torres Strait Islander representation in the offer pool.
- Coles identified that gender diversity was not equitable across the organisation, The emerging talent team had a target to reach 60% female representation in the graduate offer pool to combat this broader misrepresentation.
- Recruit 130+ graduates across 20 + Store Support Centre (SSC) functions, and 4 Operations streams that identified individual success profiles equating to over 20 diverse role types.
Our Solution
A positive candidate experience was critical for Coles. To deliver on this objective, Fusion partnered with Coles to co-design a process underpinned by the theme of “Discovery”. At each stage of the process, Coles now focuses on giving back to candidates by ensuring they discover more about themselves, achieved through reflection and feedback.
To gain insight into the candidate experience, a Net Promotor Score (NPS) rating was implemented at each stage of the process. This survey is issued before candidates receive an outcome on their application status to allow for gathering real-time, authentic responses. In 2022, Coles had an NPS of +52 demonstrating an excellent NPS score. This survey also allows candidates to share qualitative feedback do that Fusion is able to continuously improve the recruitment process.
To gain insight into the candidate experience, a Net Promotor Score (NPS) rating was implemented at each stage of the process. This survey is issued before candidates receive an outcome on their application status to allow for gathering real-time, authentic responses. In 2022, Coles had an NPS of +52 demonstrating an excellent NPS score. This survey also allows candidates to share qualitative feedback do that Fusion is able to continuously improve the recruitment process.
Candidates that identified as Aboriginal and Torres Strait Islander were supported throughout the process by the inclusion and diversity team who were able to engage with each candidate and alleviate an concerns throughout the process. There was also the decision to invite all candidates that identified as Aboriginal and Torres Strait Islander to the Discovery Centre (final stage) to ascertain all assessments before making final decisions on their status. As a result, in 2022 there was a 3% Aboriginal and Torres Strait Islander representation in the offer pool.
To achieve increased female representation in accordance with the direction of Coles, Fusion gender parity in attendance at the Discovery Centre (final stage). As a result of this, in 2022 Coles made 65% females offers across their graduate program functions.
Fusion designed, alongside Coles, two distinct propositions that ensured when going out to market, the opportunities were clearly directed to the desired potential talent. It ensured that the targeted marketing campaign was direct an accurately articulated.
Fusion designed, alongside Coles, two distinct propositions that ensured when going out to market, the opportunities were clearly directed to the desired potential talent. It ensured that the targeted marketing campaign was direct an accurately articulated.
Key Metrics
65%
Female representation
in offer pool
3%
Aboriginal or Torres Strait Islander
representation in offer pool
+52
Net Promotor
Score
Results
As a result of the exemplary experience provided to candidates, and the presence of close brand in the graduate market, they were recognised as graduate employers of choice in the industry and finalist across Australian Association of Graduate Employers (AAGE) awards.
