British International Investment
Case Study

Creating an Engaging and Inclusive Process for BII


The Background

British International Investment (BII) is the UK’s development finance institution. They work across multiple geographies with vastly diverse cultures and communities, and understand that ED&I is at the heart of building sustainable and inclusive.

The intention for the BII programme, launched in 2022, was to become the primary entry point for all our Associate hires.

Our Objective

With ED&I at their core, BII wanted to create an entry point into their careers for those with limited experience, and build a brand with Gen Z, the latest generation to enter the workforce.

With the aim of increasing the percentage of females joining the workforce by 40%, as well as increasing the number of Black, and Asian hires, BII also wanted to create an inclusive and valuable assessment process.


Our Solution

Together we utilised a university targeting matrix, including both Russell Group and Non-Russell Group universities. Delivering both bespoke careers events and attending careers fairs to ensure an appeal to differing student preferences, we helped BII select media using Bright Network, LinkedIn, and the Careers Service, to deliver the proposition to a broad audience whilst providing detailed information to enable potential candidates to make the right decision.

As an extension of the attraction campaign, the assessment process was designed with ED&I at its heart. In-depth Job Analysis was carried out with business visionaries, SMEs, and incumbents, before designing the final solution. Assessment exercises were designed and put through a rigorous trial before going live, and small tweaks and adjustments were made following these trials to remove any adverse impact that had been identified.

Support was provided to candidates throughout this process, in the form of coaching calls and a group session prior to final-round assessment centres. Assessments were built using a model for identifying potential, rather than past experience, which ensured there were no barriers to entry. With a solution to promote inclusivity, diversity improved as candidates went through the process.

The Impact

Amberjack and BII’s partnership achieved significant progress against the original objectives and success criteria.

Creating an entry point for those with no experience resulted in an 85% offer acceptance rate and 3 successful campaigns hiring a total of 28 graduates.

Building BII’s brand with this population, and Gen Z as a whole, achieved an amazing 128% increase in application numbers in comparison to their previous campaign, with a 12% improvement in the number of eligible applications.

128% increase in application numbers

36% of female offers accepted

NPS score of +54 (versus the industry average +24)

85% offer acceptance rate

63% of ethnic minority offers accepted

ED&I, at the core of BII’s goals, also saw marked success. In order to create an inclusive, valuable, and educational assessment process for candidates, a new 3-stage process was introduced, and no adverse impact was found at any stage of the process. Not only this, but with an industry average time-to-hire of 85 days, BII’s reduced time-to-hire of 53 days, and NPS score of +54 (versus the industry average +24) is evidence of the hard work and meaningful progress made.

This is also shown in the progress made with diverse hires joining the workforce. With 36% of female offers accepted, a 9% increase on the previous campaign; 63% of ethnic minority offers accepted, a 22% increase; and 18% of Black heritage offers accepted, an increase of 10%, it’s clear that the dedicated work across all stages of the programme paid off.


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