How Michael Page Grew CV Submissions by 15% Through Recruitment Process Outsourcing

Michael Page is a global recruitment consultancy that places professionals in permanent, contract, and temporary roles across six continents. Each placement involves substantial work beyond matching candidates with opportunities. CVs need to meet Michael Page's formatting standard, candidate data must be entered accurately, work rights and compliance requirements need to be checked, and CRM records must stay current.

In each office, this work sat alongside general administrative tasks. Different offices also followed their own CV formatting processes, making consistent output harder to maintain as Michael Page expanded.

As volumes increased, recruiters spent more time on administrative work and less on talent strategy, client relationships, and business development. Michael Page needed a dependable team that could maintain its own standards, retain knowledge over time, and give recruiters more room to focus on recruiting.

The partnership began in July 2016, when Michael Page brought in a team of two to support its Australia and New Zealand business. As the team demonstrated its value, more of Michael Page's offices across Asia Pacific and North America brought their work into the same operation.

Booth brought the infrastructure to support the team:

• Hiring matched to the work: Booth recruits people based on the functions, skills, and support requirements Michael Page needs as its business changes.
  
  
• Employment and people care: Booth manages employment, onboarding, payroll, records, engagement, employee relations, and offboarding, giving team members consistent support throughout their time with Booth.
  
  
• Day-to-day operational management: Booth oversees daily operations and service delivery for the team.
  
  
• Working hours built around recruiters: Booth arranges schedules around a 12-hour time difference so work is ready when recruiters begin their day.
  
  
• Consistent delivery across offices: Booth's operations team maintains quality checks and service targets, helping the team deliver to Michael Page's standards across different markets.
  
  
• Capacity for new responsibilities: Booth can add functions as Michael Page's requirements change, allowing the team to take on more of the work that supports each placement.

What began as support for Michael Page's Australia and New Zealand business now covers seven functions across its wider operations, with more CVs reaching clients and more recruiter time for the work that drives placements.

The partnership has delivered:

• More candidates put forward. CV submissions increased by 15% in North America, while recruiters received twice as many pre-formatted CVs each week.
  
  
• More time for recruitment. With less administrative work competing for their attention, recruiters can spend more time on talent strategy, client relationships, and business development. This has supported higher placement rates.
  
  
• One standard across offices. CV formatting and related administrative work are handled by a team working to Michael Page's standards, reducing the variation that came with separate office processes.
  
  
• Knowledge that stays with the work. A dedicated team builds experience with the processes and requirements it handles, so that knowledge stays with Michael Page's work over time.
  
  
• A partnership that has broadened over time. Since 2016, the team has taken on additional responsibilities, from candidate data and compliance to analytics and leads processing.

Michael Page needed a way to handle the growing volume of work behind each placement without losing the standards its recruiters and clients rely on. Booth built a team around those requirements and took responsibility for the employment and day-to-day management that keep the work moving. For a recruitment firm, that means every CV and candidate record meets the same standard, and recruiters can put more of their time into relationships, candidate quality, and business development.