A global healthcare client was in need of a specialized, enterprise Recruitment Process Outsourcing (RPO) partner to provide innovation and hiring best practices as they continued to expand their global operations.
The business needed an RPO partner with experience delivering a high volume of niche and highly specialized talent who could effectively partner with the business to achieve aggressive growth plans. Learn how Sevenstep grew alongside this healthcare organization to expand delivery of a nimble enterprise RPO program for skilled positions in a diverse and growing portfolio.
Challenges
Hiring Volume: 18,000 – 10,000 hires annually
Geography: North America, EMEA, APAC
Roles: Pharmacy, Technology, Network Management, Behavioral, Marketing & Communications, Compliance, Legal, Sales, Nursing, Healthcare Delivery, Medical & Clinical Operations.
Specific Challenges:
- Scalability:
- M&A activity created fluctuating volumes; this, coupled with a growing and diversifying business intensified the need for a scalable dual-provider RPO solution.
- Diversified hiring:
- Challenged with short deadlines to fill a variety of positions across a global portfolio that range from general to highly specialized and include both high- and low-volume job families.
- Internal mobility:
- Executive-level initiatives focused on employee mobility; a lack of internal skills mapping functionality created the need to advance an internal mobility program with best-in-class solutioning.
- Virtual solutions:
- With pandemic restrictions, previous face-to-face solutions needed to quickly be replaced with innovative virtual solutions.
- Innovation imperatives:
- In addition to general process recommendations and optimizations, there was an increased need for providing creative, innovative ideas in a systematic way to meet the growing needs of the business.
- Healthcare hiring:
- Limited and highly competitive talent pool for licensed healthcare professionals; volume demand spikes due to the global COVID-19 pandemic.
- Speed:
- Rapidly evolving business needs due to acquisitions and extreme growth were compounded when COVID-19 added an additional layer of complexity and compressed timelines. Delivery became even more timebound with critical projects tied to COVID-19 testing readiness, vaccine distribution, and other global healthcare needs.
Approach
Solution type: Enterprise RPO
Delivery Model: End-to-end
Highlighted Strategies:
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- Developed continuous, collaborative feedback loops to ensure alignment on marketing strategy, hiring priorities, and optimization opportunities.
- Stakeholder engagement:
- Aligned with leaders at all levels of the organization to ensure streamlined, responsive communication.
- Communication & reporting:
- Structured review cadence, including daily, weekly, monthly, and quarterly checkpoints for all levels of stakeholder groups.
- Disciplined, custom quality assurance:
- 7 SLAs and 19 KPIs, including compliance, candidate care, requisition management, and innovation.
- Agile recruitment strategies:
- Virtual and on-site career fairs to deliver on all job families and hiring needs.
- Community engagement:
- Pipeline talent ahead of demand by building relationships with local schools and workforce centers.
- Proactive pipelining:
- “Chase the sun” sourcing with 24-hour efforts across the globe for high-priority projects and volume spikes.
- Employee referral program (ERP):
- Leveraged a designed employee referral program to contribute to a robust talent pipeline ahead of demand.
- Held virtual rallies to educate employees on the importance of the ERP, how to refer friends and family, and what to expect upon submitting a referral.
- Internal talent mobility:
- Prioritized the sourcing of internal candidates and developed internal marketing materials to educate hiring managers on the “internals first” initiative and how to post and advertise jobs for internal audiences.
Results
Year 1 of Global Engagement
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- 5:1 ratio of hiring manager interviews to offers accepted is now 3:1.
- Reduced aged requisition percentage from 28% to 16% can be “28% to 12%.
- Replaced 64% quarterly volume stat with 81% annualized volume growth over a three-year period.
- Replace 20% quarterly class hiring growth with a 98% fill rate for class-based hiring training cohorts across diverse areas (pharmacy, telesales, shared services).
- Replace 5 scope expansions with 8 major scope expansions within the first 3 years of program launch.
Looking to solve complex talent challenges? Contact KellyOCG® to learn how our outsourcing and advisory solutions can help your organization build a stronger, more agile workforce.
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.
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