Section one: Contracting authority/entity
one.1) Name and addresses
AWE PLC
Room 20,Building F161.2 Atomi, C Weapons Establishment
READING
RG74PR
Contact
Kate Sinclair
Country
United Kingdom
NUTS code
UKJ11 - Berkshire
Justification for not providing organisation identifier
Not on any register
Internet address(es)
Main address
Section two: Object
two.1) Scope of the procurement
two.1.1) Title
Early Careers Recruitment
two.1.2) Main CPV code
- 79600000 - Recruitment services
two.1.3) Type of contract
Services
two.1.4) Short description
AWE require one provider to transform the early careers recruitment strategy to hire candidates for campaigns 2024/25 and 2025/26. The new provider's approach will facilitate the AWE 2-year demand plan and position AWE as an employer of choice in chosen audience markets by 2027.
In 2023, AWE recruited c. 566 into early careers roles and this was largely due to a shift towards using advanced intelligence data to target a British citizen audience with new expertise to streamline efficiency within these talent pools. AWE have seen exceptional results so far with a 127% increase in British citizen applications and a 200% increase in overall expected applications received. AWE want to extend this ambition and deepen the understanding of current and hidden talent pools to uncover new mechanisms to access, inspire, and hire from these highly sought after diverse audiences.
For 2024, campaign planning is underway, which will directly inform procurement requirements. This is expected to complete in April 2024 and be updated on an ongoing basis. The procurement requirements are expected to be in three pillars, broadly covering:
Digital - including website updates, job board posting and management, social media marketing and university career service interaction.
Administration - including the act of administering the virtual assessment centres and providing candidate feedback.
Assessment process - including the design and assurance of the virtual assessment process and the development of the platform and questions used in assessment stages.
Section six. Complementary information
six.6) Original notice reference
Notice number: 2024/S 000-012016
Section seven. Changes
seven.1.2) Text to be corrected in the original notice
Section number
II.1.4
Place of text to be modified
Short description
Instead of
Text
AWE require one provider to transform the early careers recruitment strategy to hire
candidates for campaigns 2024/25 and 2025/26. The new provider's approach will
facilitate the AWE 2-year demand plan and position AWE as an employer of choice in chosen
audience markets by 2027.
In 2023, AWE recruited c. 566 into early careers roles and this was largely due to a shift
towards using advanced intelligence data to target a British citizen audience with new
expertise to streamline efficiency within these talent pools. AWE have seen exceptional
results so far with a 127% increase in British citizen applications and a 200% increase in
overall expected applications received. AWE want to extend this ambition and deepen the
understanding of current and hidden talent pools to uncover new mechanisms to access,
inspire, and hire from these highly sought after diverse audiences.
For 2024, campaign planning is underway, which will directly inform procurement
requirements. This is expected to complete in April 2024 and be updated on an ongoing
basis. The procurement requirements are expected to be in three pillars, broadly covering:
Digital - including website updates, job board posting and management, social media
marketing and university career service interaction.
Administration - including the act of administering the virtual assessment centres and
providing candidate feedback.
Assessment process - including the design and assurance of the virtual assessment process
and the development of the platform and questions used in assessment stages.
Read
Text
Early Careers Attraction Strategy and programme: lead on refreshing and agreeing attraction plans that result in the timely hiring of all annual early careers candidates into AWE across graduates, apprentices, year in industry and the AWE scholarship programme for the 2024/2025 and 2025/2026 campaigns. Strategy needs to deliver to required application volumes, applicant quality/fit, hiring targets and diversity objectives/targets. Strategy should incorporate digital channels and in person and virtual events.
Early Careers website content and imagery: consultancy services to underpin transformative change in the look and appeal of AWE's early careers website pages, visual assets and content narrative in line with AWE brand, to be informative, engaging and award winning with our target audiences.
Assessor resource: scheduling of assessors into Assessment Centres and management of timetables plus provision of Assessment Centre assessors for c.160 assessment centres per campaign (across all Early Careers pathways; Graduates, Apprentices, Year in Industry and Undergraduate Scholarships) for the 2024/2025 and 2025/2026 campaigns
Section number
II.1.5
Place of text to be modified
Estimated total value
Instead of
Text
£1,600,000.
Read
Text
£1,000,000.
Section number
I.3
Place of text to be modified
Communication