Case study
Roche: transforming recruitment into an internal talent consultancy
Roche
Our partnership with Roche, a global pioneer in pharmaceuticals and diagnostics, underscores our dedication to advancing leadership and organisational excellence for industry trailblazers in the healthcare sector.
Getting the right people through the door is one of the most undervalued areas in HR. Without the gatekeepers of the organisation bringing in good people, an organisation will go nowhere. Guard your front door well and you solve a lot of problems about performance, talent and engagement; do it poorly and you’re storing up problems down the line, ending in underperformance, grievances, and a convoluted and inefficient talent pipeline. Good talent acquisition is also the key to getting diversity right – without diversity, an enterprise will stagnate. Abandon the cookie-cutter ‘like-me’ approach and seed in a range of talent, and you can mitigate bias, as well as giving the organisation the agility to shift with the current climate of disruption.
The client
Roche, the third-largest pharmaceutical company in the world, employs over 94,000 people globally. Roche is known for its pioneering work in healthcare and has a vision for transforming talent acquisition into an internal consultancy that drives strategic growth.
The brief
Roche aimed to shift its talent acquisition function from a transactional, numbers-focused model to a more consultative approach. The goal was to equip the recruitment team to act as internal talent consultants, who could influence hiring decisions by identifying and bringing in diverse talent aligned with the company’s long-term strategic goals.
Improving the candidate experience was also a priority, ensuring that candidates felt valued, regardless of the outcome.
What we did
Investigation and individual development
Using ig’s Insights Coaching approach and psychometrics, we guided Roche’s recruitment team through a process of self-reflection, helping each member better understand their personal capabilities and how these would influence their role in talent acquisition. This stage was critical in building confidence and improving decision-making skills.
Data aggregation and gap analysis
We conducted a thorough evaluation of the team’s current capabilities, culture, and management practices. This analysis juxtaposed the present state (“As Is”) with the desired future (“To Be”) and identified areas for improvement, including enhancing people judgement skills and strengthening stakeholder management.
Action planning and implementation
The final phase involved bringing the team together to translate the insights and analysis into concrete actions. We facilitated discussions that helped bridge the gap between the current state and the future vision, creating a roadmap for change and growth within the talent acquisition function.
The results
Transformed team dynamics
The recruitment team became more self-aware, cohesive, and aligned with the company’s strategic goals, creating stronger relationships within the organisation.
Improved people judgement and stakeholder management
The team developed enhanced skills in assessing candidates more objectively and managing internal relationships, resulting in more strategic hiring decisions and better feedback on candidate experiences.
Enhanced recruitment
Roche’s talent acquisition team began functioning more effectively as internal consultants, adding greater value to the organisation by influencing hiring decisions and prioritising diversity.
What our client had to say
ig helped me step into the dynamic of bold decision-making with greater confidence. The work has reduced miscommunication and aligned our energy in the same direction.
Andrew Armes
Head of Recruitment
The process helped me recognise my own brilliance and move from ordinary to extraordinary.
Tracey Anderson
Global Resourcing Specialist
ig’s coaching brought clarity to my career aspirations and challenged my misperceptions about myself.
Andrew Nelson
Interim Consultant (Interim Consultant)
In summary
ig’s collaboration with Roche transformed their recruitment function into a strategic, internal talent consultancy. Through a focus on self-insight, data-driven analysis, and actionable planning, the team emerged more cohesive, self-aware, and capable of influencing hiring practices to support Roche’s long-term strategic goals.
