Redefining TA for a Fortune 1000 Global Manufacturing Company

CASE STUDY

  • Challenges
  • Approach
  • Results
Challenges

Hiring Volume: 400+ hires annually

Geography: U.S. across 20+ States

Roles:

Corporate roles: IT, Finance, Legal, HR, Customer Service, Sales
Specialized roles: Production, Manufacturing, Engineering, Operations

Specific Challenges:

  • Challenging talent markets in remote geographies
  • Inefficient recruitment process with slow time to fill
  • Outdated employment brand and career web pages
  • Unreliable hiring manager adoption of TA process and mindset
  • Lack of proper reporting and analytics to data-driven decision making
Approach

Solution Type: Enterprise

Delivery Model: End-to-end

Highlighted Strategies:

  • Refreshed/Redesigned Talent Attraction Program:
    • Updated website/career pages for better candidate experience
  • Increased Hiring Manager Compliance:
    • Creative strategies to tie TA behavior to Hiring Manager performance assessments
  • Stakeholder Engagement:
    • Proactive and highly consultative 1:1 approach with hiring managers
  • Productized TA Insight:
    • Custom “Hiring Manager Tool Kit” for hiring managers and HRBPs on candidate expectations and current hiring market conditions
  • Talent Community Development:
    • Targeted social media program to build pipelines and drive employer brand
  • Upgraded Reporting Capabilities:
    • Implementation of Talent AI™ data analytics to create custom reports for HR and senior business leaders
  • Onsite Engagement:
    • Full-time senior resources at client site and assistance with event management and job fairs
Results
  • Decreased time to hire by 33%
  • Hiring Manager Satisfaction rating of 94%
  • Contract renewal – 2nd generation active Sevenstep client