Challenges
Hiring Volume: 100-500 hires
Geography: United States
Roles: Business Operations, including Marketing, PR, Content Creation, and Advertising
Specific Challenges:
- Newly created brand with little to no consumer or employer brand awareness
- A true entrepreneurial effort, complete with all new systems, offices, and hiring managers; from the initial announcement to the first event, everything needed to be set up within 12 months
- Delays in senior-level divisional hiring pushed out the timeline for local market hiring; with a finite go-live date, this meant compressing an already tight hiring timeline
- The marketing positions were critically important to the go-live of the program; until these hires were made, it was necessary for executives to stretch down to deliver on the objectives until the roles were filled
- Hiring within a highly competitive talent market and segment, e.g., the entertainment industry in the Greater New York City Area
Approach
Solution Type: RPO
Delivery Model: End-to-end
Highlighted Strategies:
- Sevenstep helped the client set up a new applicant tracking system (ATS), complete with Sevayo® Insights for actionable talent and business intelligence as well as reporting capabilities; implemented a new talent acquisition workflow for delivery
- White glove, high-touch approach, including customized landing pages to greet/tailor the messaging to individual talent types
- Codified best practices for knowledge sharing across hiring markets and locations to optimize processes, create efficiencies, and share lessons learned
- Talent pipelining through active LinkedIn outreach and networking within ancillary programs and similar organizations
- Developed compelling video job descriptions showcasing the culture of the newly created brand
- In-depth talent mapping for all 9 markets (8 team cities + corporate headquarters)
- Extensive competitor research and analysis
Results
- Delivered 100% of hires in the original scope, on time
- 28% of total hires came from direct, passive sourcing efforts as a result of extensive talent mapping and competitor analysis
- Maintained a 1.6:1 present-to-interview ratio and a 3.7:1 interview-to-offer ratio
- Scope expansion to include shared services hiring, including in IT
- Generated a future roadmap for talent mining, including creating a talent community for future recruiting efforts
- Increased/established the organization’s go-to-market employer brand
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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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