A Fortune 10 Healthcare enterprise faced significant talent acquisition (TA) demands as it set out to open a pharmacy distribution facility. The market for talent was highly competitive. The timeline was critical. The C-suite was watching, and the enterprise could not accommodate disruption to its ongoing business and TA activity.
Navigating the high-priority demands required an RPO partner that could develop and execute a broad hiring effort, including an enhanced event strategy that operated seamlessly as part of a broader global TA program.
Challenges
Geography: U.S. Arizona
Roles: Pharmacy Technicians, Pharmacy Clerks (Warehouse Associates), Pharmacists, and Pharmacy Supervisors.
Specific Challenges:
- High-volume talent demand in a competitive market
- Time to fill +13 days above national average for similar profiles, with hiring difficulty of 8 out of 10 (TalentNeuron).
- Fluctuating event timeline & hiring volume due to shifting business needs
- +400% increase in registration volume one week prior to the event.
- Evolving talent landscape requiring expanded reach to talent sources
- Critical need for business continuity—zero disruptions to TA or business function before, during, and after a central hiring event.
Approach
Highlighted Strategies:
The hiring effort centered around a hybrid in-person and virtual event strategy to reach talent “where they are,” regardless of access or logistics demands. Tight collaboration with TA partners and organizations, expanded advertising and awareness, enhanced promotional planning, and detailed market intelligence provided a path to a high-impact onsite career fair and site launch at the new facility.
- Large-scale Facility Launch Hiring Event
- Allowed a mix of pre-scheduled interviews and walk-up attendees
- Showcased a new facility with keynote speakers and site tours
- Personalized 1X1 interviews
- Strategy & Logistics Management
- Consulted with the business and talent marketing team on setup, leveraging proven best practices and expertise across our portfolio
- Actioned and/or collaborated on pre-event marketing tactics
- Organized day-of event flow to drive positive attendee experience
- Participated in weekly project calls to facilitate awareness and collaboration
- Talent Engagement
- Provided market intelligence to guide all planning strategies
- Managed pre-event pipeline: multi-channel outreach to drive attendance
- 40% of day-of interviews were pre-scheduled
- Collaborated with local workforce, education, and diversity organizations to cultivate brand awareness (including mayoral offices and local Chambers of Commerce)
- Leveraged existing advertising tactics to maximize awareness, including but not limited to physical & virtual flyers, the Indeed & JobCase campaign, employee referral rallies, and internal talent mobility channels
Results
- ALL hires identified for upcoming site launch training classes
- 100+ recruiter & hiring leader interviews completed
- 120+ walk-up attendees greeted with an optimized event workflow
- Best practices & lessons learned cascaded to inform evolving global hybrid event strategy
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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