Group Members

Shahrukh Qayyum
Noman Jelani
INTRODUCTION:

 EVO Group, the largest multi-channel distributor of business supplies and

services in the UK and Ireland, was formed in 2014 following the merger
of Vasanta and office2officeplc (o2o). Since then, EVO have become
one of the country’s top mid-market companies, appearing twice on the
Sunday Times Grant Thornton Top Track 250 list.

 Employing 1,800 people across 34 locations in the UK and Ireland, the

£660m group have a diverse workforce, which includes office and
warehouse-based employees and drivers for their fleet of 320 vans.
BULLETS:
CHALLENGES:
• To make savings across the business.
• To implement better HR System.
• Harmonizing Employees.
• To increase the employee engagement.

SOLUTIONS:
• Introduce to Access HR Software.
• Internal Campaign.
• Held a competition.
• Self Service Portal.
ENGAGEMENT ACTIVITIES:
Ask CHRIS

After attending a conference organized by Access, where the idea that

employees identify better with people than systems was discussed, EVO
Group created their own animated and interactive character, which
employees are able to communicate with through the system. To create a
buzz, they ran a competition asking employees to come up with a name
for the character – and the winning entry was CHRIS (Centralized Human
Resources Information System). The idea was to make self-service more
personal, so Chris was introduced to all employees via the internal
communications channels. By asking questions directly, staff members
receive a quick response to their enquiry and, more importantly, take
ownership of their career developments.
CAMPAIGN:
 WORKING WITH ACCESS BUSINESS SOFTWARE

 Recruitment

 Like many organizations, EVO Group believed they could be doing more to attract and retain the
best candidates. As a new company, they saw a valuable opportunity to create a strong brand
and become an ‘Employer of Choice’ within its industry.

 However, recruitment activity was managed using spreadsheets, which proved slow and
ineffective. Whilst internal candidates could see vacancies via a job board on EVO’s intranet, all
applicants were asked to simply send a CV or email to apply for available roles.

 Without an applicant tracking solution, different departments were unable to share processes
and talent pools and since onboarding for new starters was done manually, this task was time-
consuming and potentially inconsistent.

 All this severely impacted on the candidate experience because the team did not have time to
invest in building the employer brand and engaging with candidates during their journey.

 But since launching Access HR Software, and after developing a strong employer brand, EVO
Group are now able to find and nurture candidates and deliver a positive experience
throughout. The next step is pipelining talent, so departments are able to fill roles when they arise.
RESULTS:
Although still in the early stages, Access HR Software is enabling EVO
Group to integrate and streamline their processes. The competitions
all generated a high number of entries, and employees are happy
and comfortable communicating with CHRIS.

KEY TAKEAWAYS:
 Improves employee adoption rates with the new system as a result.

 Improvement in Employee engagement.