Biffa case study: diversifying recruitment methods

Biffa is a waste management company based in High Wycombe. Serving 95% of UK postcodes and touting a 28% reduction in CO2 emissions since 2019, the company is looking to strengthen its collective talent base through a smarter, more inclusive recruitment process.

The need for change

Biffa faced significant challenges in recruiting Maintenance Engineering Technician apprentices. The previous approach, where individual sites managed recruitment, led to inconsistent outcomes, fragmented processes, and minimal focus on equity, diversity, and inclusion (ED&I). Additionally, the engineering sector’s historic gender imbalance meant Biffa struggled to attract a diverse range of candidates, particularly women. Recognising the need for change, Biffa set out to centralise its recruitment efforts to ensure a consistent and inclusive approach that aligned with its values while addressing these long-standing barriers.

To transform its recruitment strategy, Biffa implemented several key measures:

What they did

Centralised Recruitment Campaign

Biffa launched its first centralised campaign, using training providers and online platforms such as Indeed and LinkedIn to reach a wide audience. This strategy generated over 400 applications for just 10 apprenticeship positions.

Branding and Communication

Recruitment materials emphasised Biffa’s identity and commitment to sustainability—a value appealing to young candidates.

The website highlighted employee perks, an inclusive culture, and the company’s commitment to diversity, making Biffa an attractive option for candidates from all backgrounds, especially women.

Inclusive Selection Process

Biffa held selection days across eight locations, featuring a diverse panel that included the Engineering Director, Training Academy Manager, women team members, and site representatives.

Team exercises and interviews encouraged candidates to share their experiences and strengths in a relaxed and supportive environment.

From 400 applicants, 100 were shortlisted (10% women), and 10 were ultimately offered positions.

Onboarding and Induction

Successful candidates received personalised welcome packs tailored to their sites and training providers.

An induction week in Leicester allowed apprentices to connect with peers, meet senior directors, and hear from a women role model within the business.

Implement support systems

Apprentice buddies, regular cohort events, and internal networks were introduced to foster community and support.

During their first year, apprentices reported to the Training Academy Manager to ensure consistent mentorship and guidance.

What they learned

The revamped apprenticeship programme delivered significant insights and positive outcomes:

Diversity and Engagement: The centralised campaign attracted a larger and more diverse talent pool, with 10% of shortlisted candidates being women—a notable achievement in a traditionally male-dominated field.
Positive Candidate Experience: A transparent and supportive selection process ensured a positive experience for applicants, enhancing Biffa’s employer brand.
Success Stories: One young woman apprentice became a standout example, thriving in the programme and even featuring in a promotional video for National Engineering Day.
Foundations for Growth: The success of the first cohort established a strong foundation for future expansion, with apprentices playing a key role in school outreach to inspire future engineers.

By centralising recruitment, prioritising ED&I, and providing robust support, Biffa transformed its apprenticeship programme. The initiative not only fills critical roles but also fosters a diverse talent pipeline, supports employee wellbeing, and shows that engineering careers can contribute to sustainability and societal impact. This approach positions Biffa as a leader in creating a more inclusive and equitable engineering workforce.

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