The challenge: tight deadlines, inefficiencies, and a lack of data.
A Fortune 10 health services leader urgently needed specialized talent — including counselors, leadership, and operational personnel — to support its employer assistance program (EAP) launch in Dublin, Ireland.
As their recruitment process outsourcing (RPO) provider, we aimed to streamline their permanent hiring, reduce time-to-fill, and proactively meet immediate and long-term talent needs through data-driven strategies. Several challenges stood in the way:
- New market entry: Recruiting for these roles in a new location pressured the client to understand the market and create a competitive hiring strategy quickly.
- Slow, legacy processes: Outdated recruiting methods delayed the client's ability to fill critical positions, risking project timelines.
- Insufficient recruiting for different roles: An imbalance in recruiter focus limited the client's ability to efficiently tackle accredited roles in a niche industry (e.g., counselors, leadership, and operational personnel), resulting in suboptimal strategies and related hiring outcomes.
- Reactive hiring: A lack of predictive tools prevented the client from accurately forecasting staffing needs, leading to reactive hiring practices and missed opportunities for strategic talent planning.
The solution: Predictive data and flexible strategy yield on-time results.
We used a data-driven approach, integrating internal client data with external market intelligence via our proprietary Sevayo® talent data integration platform. Through machine learning-powered predictive analytics, we optimized requisition management, prioritized critical openings, and built a sustainable talent pipeline to meet short- and long-term growth objectives. Key initiatives included:
- Predicting high-risk requisitions: AI-driven, multi-factor analysis identified requisitions (reqs) at risk of aging and labeled them with a "specialty" status. We supported these reqs with enhanced automated sourcing technology, advanced strategies (e.g., programmatic advertising, events, paid media, etc.) and targeted recruiter engagement to accelerate fulfillment.
- Implementing a total talent approach: We blended contingent labor and permanent hiring approaches to accelerate the client's EAP operations. By forecasting hiring needs through Sevayo and adopting a total talent strategy, we quickly filled immediate roles with skilled contingent workers while simultaneously sourcing permanent hires to meet long-term needs.
- Enhancing recruiter efficiency: Leveraging predictive data, we targeted high-demand areas to optimize resource allocation, focusing recruiter efforts where they were most impactful. This streamlined recruitment workflows, reduced time-to-fill and prioritized critical roles, driving productivity gains and improving candidate satisfaction.
- Elevating the candidate experience: Tailored communications, a seamless interview process and a data-driven approach enhanced candidate satisfaction, strengthened the employer brand and increased referral applications by 15%.
The results: enhanced speed and high satisfaction.
- Rapid contingent workforce deployment: onboarded 20 contingent workers in 19 days, ensuring the Dublin EAP center opened on time.
- Accelerated permanent hiring process: completed permanent hires with an average time-to-fill of 60 days over four months, 20% faster than industry standard.
- 40% faster time-to-fill for "specialty" roles: reduced fill times for challenging roles using the Sevayo flagging system, triggering targeted resources and customized strategies.
- 100% offer acceptance rate: demonstrated strong candidate engagement and alignment with organizational values, achieving a perfect offer acceptance rate.
- High project satisfaction: earned a net promoter score (NPS) of 76 for the EAP project, well above the EMEA client average and the common "good" benchmark of 30-50 in the region, with NPS measuring a client's likelihood to recommend our solution.
- Improved predictive model: boosted algorithm accuracy from 87% to 95%, enhancing hiring and workforce planning outcomes.
This content was originally published by Sevenstep. Kelly® acquired Motion Recruitment Partners, including its talent acquisition brand Sevenstep, and integrated Sevenstep within its KellyOCG® business.