Part of Prêt a Manger’s success has been due to the fact that although it has expanded rapidly, it has never moved away from its original belief that hard working people make the difference.

§         To ensure customers satisfaction is maintained and kept to a high standard

§         To remain the market leader in the sandwich industry

§         To keep up with market changes and maintain and improve upon their market share in the fast food industry

§         Recruitment and development of employees that will be able to meet customer demands

§         To value the importance of employees at the company and to promote a “community-like” feel to the organization

§         Enhance employee motivation and self fulfillment during the course of their career

§         To promote their corporate effectively in terms of passion for customers and employees, professionalism and quality

Offering fast and effective service, online recruitment was an appealing solution and we were keen to explore what may be on offer. Although most online recruitment companies offer you the facility to plough through their database of candidates, this did not solve our immediate recruitment requirements. PeopleBank however did provide us with the answer.

We decided early on that the most appropriate service available to us was PeopleBank Select. The PeopleBank technology is harnessed on to our own website, effectively enabling us to have our own recruitment website and giving us control over the way we view potential candidates. We have the facility to quickly sort and sift through CVs to establish suitability, and also have access to PeopleBank’s own database of candidates to search for possible employees. As well as the technology to publish vacancies on our own website, we are also able to publish branded vacancy adverts across the Internet through PeopleBank and their media partners, which include the Daily Mail, Carlton Communications, EMAP and United News. This service provides us with a much larger media reach than would normally have been available to us. Adverts can be updated or changed as regularly as we like and should we wish to analyze the response to an advert, we now have the technology to do so in seconds.

By using this method of recruitment, we have speeded up our recruitment process, can still recruit hardworking and enthusiastic candidates, whilst saving time and money. We also have complete control over the recruitment process and the look of our recruitment website. For Prêt, going online, as a complement to the more traditional routes was the right choice, and I am sure many other companies will find they will eventually take the same path.

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