Challenges
Hiring Volume: 800 FTE and ~200 contract hires annually
Geography: US and Canada
Roles: Sales professionals, service technicians, and corporate roles (finance, IT, marketing, etc.)
Specific Challenges:
- Highly competitive job market for sales roles and specialized mechanical and light industrial workers
- Challenging geographies within the US and Canada in remote, low population locales
- Move from a decentralized to a centralized TA process, a big shift affecting all hiring workflows
- Heavy competitor landscape for target talent, making job postings less effective
- The on-demand nature of the contingent workforce requires fast response and success rates
- Employment brand was undeveloped
Approach
Solution Type: RPO
Delivery Model: End-to-end
Highlighted Strategies:
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- Streamlined POC Strategy:
- One, consistent hiring manager relationship owner for both permanent and contract needs
- In-depth Market Research:
- Competitive intelligence to develop targeted, regional sourcing strategies for contingent labor
- Talent Community Development:
- Targeted social media and email campaigns for both contingent and permanent roles
- Advertising Optimization:
- SEO-enhanced job descriptions specific to vertical and workforce pool
Results
- FTE Interview to hire ratio—3:1
- Annual agency savings—$1.2M
- Time to fill for contingent roles – 14 days
- Hiring Manager Satisfaction – 91%
- Reduction of hiring compliance concerns with centralized program
- Delivered hiring manager time savings through a single point of contact for total talent needs
- Leveraged Sevayo® Insights data analytics tools to create customized reports for HR and senior business leaders to standardize all workflows
- SOW expansion into contingent labor—1st generation active client
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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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