Synthesizing a Total Talent Workforce Approach for National Construction Equipment Firm

Case Study

Challenges

Hiring Volume: 800 FTE and ~200 contract hires annually
Roles: Sales professionals, service technicians and corporate roles (finance, IT, marketing, etc.)
Geography: US and Canada
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 decentralized to centralized TA process a big sift affecting all hiring workflows
  • Heavy reliance on effective change management to walk people through the transition
  • On-demand nature of contingent workforce needs required fast response and success rates
  • Employment brand was undeveloped

Approach

Solution Type: Blended
Delivery Model: End-to-end
Highlighted Strategies:

  • 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
  • Evergreen Requisition Programs: Ongoing sourcing and talent attraction campaigns for high demand job profiles

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 single point of contact for total talent needs
  • Leveraged Talent AI® 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 Sevenstep client