Niche Hiring for Fortune 10 Healthcare Company

CASE STUDY

  • Challenges
  • Approach
  • Results
Challenges

Hiring Volume: 3,000 – 5,000 hires annually

Geography: United States

Roles:

Corporate roles: IT, Digital, Finance, Legal, HR, Audit, Compliance
Specialized roles: Information Security, Cloud Architecture, Data Warehousing, Insurance Investment, Formulary/Rebates, Government Services Medicare Audit, Strategy & Product Development, Industrial Engineering, Marketing

Specific Challenges:

  • Unpredictable hiring volumes
  • Cutting edge technological needs to support diverse customer-base
  • Evolving environment influenced by government regulation, OFCCP compliance
  • Rapid growth via new business acquisitions
  • Changing workforce needs as a result of 2020’s coronavirus pandemic
Approach

Solution Type: Enterprise

Delivery Model: End-to-end

Highlighted Strategies:

  • “Chase the sun” Sourcing:
    • 24-hour ongoing sourcing efforts across the globe for high priority projects and volume spikes
  • Dedicated Client Center of Excellence:
    • Specialized resources aligned by vertical, providing a consultative, white-glove experience for hiring managers
  • Resource Cross-training:
    • Flexibility to reprioritize Sevenstep resources as needed to adapt and scale quickly to client needs
  • Workforce Planning:
    • Consult on new location expansion by providing talent mapping, market research, and candidate attraction strategies across multiple geographies
  • Remote Process Transition:
    • Support the move from traditional onsite recruitment to virtual process, including facilitation of video interviews and onboarding capabilities
  • Remote Workforce Transformation:
    • Create employer value proposition (EVP) messaging to outline the future fluidity of onsite vs remote work, as well as prepare and guide hiring managers and candidates in what to expect future forward
  • Virtual and Onsite Engagement:
    • Full-time support, event management, job fairs, ‘voice of customer’ sessions, open houses, interview days and focus groups
  • Meetups:
    • Regional and functionally focused (e.g. tech) talent community networking events
Results
  • Average time to fill – 48 days
  • Decreased time-to-hire by 25%
  • 95% elimination of agency spend
  • SOW expansion into project engagements, situational offerings to meet evolving needs, Corporate Shared Services
  • Contract renewal – 3rd generation active Sevenstep client
  • Fill positions at scale, on time and with the right talent