A leading supplier and manufacturer of uniforms with a rich, family-centric history had a suboptimal talent acquisition function, including no oversight on advertising spend or job posting strategy.
With over 250 managers across the country making their own hires, the company needed a process and a strategy that complemented its family-first culture while instilling rigor and consistency. Learn how Sevenstep cut this company’s vacancy percentage in half by designing a program built for efficiency and measurability, while focusing on delivering an outstanding hiring manager and candidate experience.
Challenges
Hiring Volume: 1,500+ hires/year
Geography: United States
Roles: Service positions, including route drivers and route managers; customer service representatives; and sales
Specific Challenges:
- One recruiter for a 13,000+ employee organization
- No standard recruitment process; self-managed talent acquisition function handled by region/by hiring manager
- No prior focus on the candidate experience
- An ATS that was too small for the size of the company, exposing the organization to compliance risks
- No careers website
- Poorly written job descriptions; no job posting strategy
- Overspending on job advertising and third-party agencies
Approach
Solution type: Enterprise
Delivery Model: End-to-end
Highlighted Strategies:
- Employer Branding:
- Redesigned candidate outreach with consistent key messages and optimized job descriptions
- High-Potential Recruitment and Retention:
- Partnered to deliver Leadership, Education, and Performance (LEAP) program to attract, hire, and retain managers
- Resource Augmentation:
- Supplemented the client’s small internal team with skilled resources, as needed; enabled scaling with an acute focus on the candidate and hiring manager experience
- Process Standardization and Measurement:
- Defined clear escalation pathways, performance metrics, and hiring processes
- Technology:
- Implemented a new ATS with an electronic offer and onboarding process
Results
- Improved average time-to-fill: 30 days for service roles, 44 days for maintenance
- Reduced turnover in some areas of the business by up to 10%
- LEAP program won the 2019 Stevie Award for the top sales recruitment initiative
- Significantly reduced the time committed to hiring required by field managers
- Overall reduction (25+%) in third-party agency usage and spend
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.
Sevenstep® is a registered trademark of Kelly Services, Inc. in the United States. All other uses are under common law trademark rights.