RPO Case Studies

The following represents our experience with our larger more complex RPO engagements. The minimum requisitions for hire for the engagements below were in excess of 250 hires. We have operated in a number of organizational environments - ones that have centralized recruiting resources, de-centralized recruiting resources and blended staffing organizations that utilize contract resources or third party recruitment firms. Although we customize our solutions and resource support based on our clients’ unique needs and business processes, there is a baseline structure of resources that are consistent and required to handle large complex RPO engagements.  In each of the client engagements below, the following structure was implemented:

1) Executive Sponsor that manages the overall solution and approach, project implementation, client partnership, metric development and reporting and resource allocation.

2) Dedicated project team working both on and off site who manages the sourcing plan implementation and candidate development process. This dedicated team becomes an extended part of the client’s recruiting organization and we partner with our clients to elevate our teams’ understanding of the following: the branding and positioning of the client organization, the organization’s employee and company value propositions, the organization’s recruitment process and an orientation to the organization’s applicant tracking system.

3) Dedicated sourcing resources whose focus is to ensure the talent market place is appropriately sourced and qualified candidates are being driven to the client’s employment web site for further evaluation and qualification. Our project team staffing and resource allocation depends on the quantity of positions, position complexity and project completion timeline. Our experience on these types of projects usually requires 1 FTE for every 25 openings. We have offered our clients’ best practice support in the areas of national based sourcing plan development, metric development, talent acquisition process re-engineering, candidate development process throughput and the candidate on boarding process.

Insurance Client

A well known recognizable F500 insurance company retained us to assist them in the screening process for potential candidates across all business lines. At the time of retention, their team consisted of contract and permanent recruiters. This team was charged with the recruitment function for the entire organization which included screening all candidates that came through the corporate website in addition to all of the other avenues of recruitment. Historically, they had tremendous brand recognition and substantial responses to their corporate employment portal. They expressed two concerns: 1) Increased the quality and speed of full life cycle recruitment on multiple re-occurring positions 2) Qualifying the substantial candidate flow in their employment database by using our collective process to ensure these candidates are “interview ready” for planned and unplanned openings. They outsourced the national sourcing component of their recruiting process to us. Our partnership developed a customized sourcing and candidate development process based on their business needs and requirements. An onsite and offsite team was created up for sourcing and prescreening of qualified candidates. A process was established that allowed our team to conduct the initial screening on potential candidates and management the candidate development process. The real value to the organization was the matriculation of these sourced candidates to interview ready candidates for the Allstate hiring teams. By utilizing the our resources of in an enterprise wide sourcing and candidate development capacity, the they were able to create value out of their sourcing database and provide their hiring teams with qualified “interview ready” candidates for current staffing needs and a pipeline for anticipated workforce planning needs.

Consumer Products / Food and Beverage Client

A large consumer products food and beverage company retained us when they were acquired by a larger F500 company that inject capital to allow them to grow substantially. During this time, they were trying to resolve a major issue; their internal recruiting organization was comprised of contract recruiters supporting their existing internal resources with very little experience dealing with national sourcing efforts, specialized talent acquisition and time sensitive requisition completion. We created an internal resource team at their company to support the diverse needs to the business. This team absorbed 60-70% of the open positions in a very short period of time with the support of our national research team. Due to the breadth and depth of our national research team, we were able to fill positions across all functional areas. The scope of this engagement was national and encompassed full life cycle talent acquisition across all functional areas we shouldered the accountability for the hiring and recruiting process and substantially raised the caliber of new hires and created a cost-effective, efficient process.

Utility Client

The largest non-regulated utility servicing a southwest consumer base retained us. Their business issue was twofold: 1) their workforce planning efforts identified a disproportionate number of experienced senior talent were eligible for retirement which if not addressed would result in an organization wide competency deficiency. 2) They were expanding and growing their core business which would result in the addition of up to 500 additional FTE’s across all functions. We were selected and retained to nationally source and develop candidates for this expansion. Our approach to this engagement was to establish a dedicated onsite and offsite team to develop and deploy a national sourcing plan, review and enhancement of their internal recruitment tools and the development of talent acquisition metrics and milestones.

Publishing Client

We were retained by a large F500 publishing company with a leading advertising sales organization that hired approximately 2000 Sales Professionals each year. This monumental task historically had been handled by the individual Sales Managers within each territory. In addition to the recruitment, the Sales Managers were responsible for meeting their monthly sales quotas, training and retention of their sales employees. We customized a solution where we would handle all of the recruitment and educate all of the potential candidates within a given territory. After a two week recruitment period, we would hold an “on-site” event (similar to a job fair) and invite pre-screened, qualified, and interested candidates to interview with the Hiring Manager. We would host these events at field locations across the country. This solution allowed the sales management team to shift its focus from sourcing and pre-screening sales candidates to focusing their recruitment time on pre-screened and interview ready candidates. With this solution, they were able to improve the retention of their sales force, reduce their cost per hire, and meet their challenging hiring quotas.