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Industry: Financial
Value Proposition: Cost Savings and Productivity Increase
Situation / Challenge
This Fortune 10 company failed to meet corporate sales objectives using an outsourced sales vendor.
The vendor failed to hire and retain employees qualified to service the targeted demographic customer.
The vendor lacked quality recruiting and training processes, employee benefits and a site management structure.
Proposed Solution / Expected Results
Institution of a targeted, specific recruitment model to locate better quality candidates.
Creation of a custom training program to better train and equip sales staff.
Implementation of a production-driven workforce model.
Creation of competition-based incentive package to recognize top achievers and motivate staff.
Restructure employee package to provide more stability and retain quality employees, including paid time off, healthcare benefits and a 401K plan.
Provide a dedicated management structure.
Actual Results / Client Benefits
Saved $500,000 in direct costs.
Increased productivity by 5 percent in the first year.
Improved customer satisfaction, the program's overall image and the qualifications of a staff, now better equipped to reach the target demographic.
Industry: Energy
Value Proposition: Cost Savings and Productivity Increase
Situation / Challenge
Time-pressed execs scramble to keep up during plans to double their workforce and build a new facility.
Managers were concerned with their ability to attract and acquire desirable talent.
A lengthy and low-tech hiring process created high costs.
Key managers' time leveraged against recruiting.
Proposed Solution / Expected Results
Position company as an industry-leading employer.
Build high-functioning applicant tracking technology.
Open pipeline to target better qualified candidates.
Reduce costs and shorten the hiring cycle.
Meet hiring objectives.
Actual Results / Client Benefits
The first 45 days brought in 21 new hires out of 37 interviews (57 percent).
Operating costs were reduced with a $195,000 annual savings in overtime.
Productivity increased. Labor costs shrank. The company's new state-of-the art career website includes customized candidate reporting and tracking.
With regular updates of active job seekers, managers recouped the time and money they spent dealing with unqualified applicants.
Industry: Utilities
Value Proposition: Cost Savings and Efficiency Gains
Situation / Challenge
Using a national staffing firm, this young, unknown company was unable to penetrate new markets and meet its hiring needs.
Pre-qualified candidates in the industry were scarce.
A poor career website did not allow tracking of applicants, EEO data or the company's 65 percent turnover rate.
Without a centralized or standardized process, costs grew and hiring needs were unfulfilled.
Proposed Solution / Expected Results
Centralize and standardize the hiring process.
Increase speed-to-fill positions.
Reduce management time spent on hiring process.
Build high-quality, consistent pipeline of talent.
Increase brand visibility as preferred employer of choice.
Meet hiring objectives.
Actual Results / Client Benefits
Reduced cost-to-hire by 50 percent.
Provided over 200 employees within 60 days in a new market.
Hired over 700 employees in the first year - a $560,000 cost savings.
Saved $80,000 for every 100 employees hired.
Reduced 90-day turnover rate by 20 percent.
Enabled company to successfully compete in new markets.
Automated EEO tracking.
Industry: Government
Value Proposition: Cost Savings and Efficiency Gains
Situation / Challenge
Hiring managers for this County government faced strong competition, a record-low unemployment and 65 percent of its workforce approaching retirement age.
Job seekers trying to use an outdated careers website were lost.
High first-year employee expenditures made hiring costs balloon.
The County's labor-intensive recruitment process and an insufficient pipeline of qualified candidates kept its hiring goals out of reach.
Proposed Solution / Expected Results
Build brand perception for the County as a top-employer.
Regularly bring in qualified, active job seekers.
Implement effective, customized applicant tracking technology.
Provide an on-site, dedicated program manager and recruitment team focused on reducing the hiring cycle.
Reduce overall cost.
Actual Results / Client Benefits
Saved taxpayers $200,000+ annually. Reduced HR overtime by 30 percent.
Improved the County’s brand visibility as an employer of choice. Grew pipeline of active job seekers by 65 percent.
Shortened hiring cycle from 90 days to 3 days.
Created state-of-the art career website with customized reporting and tracking (including OFCCP and EEOC).
Increased diversity hiring by 30 percent.
Industry: Health Care
Value Proposition: Cost Savings and Efficiency Gains
Situation / Challenge
One of the largest healthcare insurers in the country wanted to reduce expenses and deliver better services to their employees. One of the ways they intended to accomplish this was through a transformation of their entire human resources department. Their plan was to have all HR policy questions that were traditionally handled by HR generalists, to be answered and resolved through a contact center with telephonic and online response capabilities.
They would reduce their HR staff from more than 400 to 200 employees.
They were concerned about losing key contributors. Other staff that may be targeted for transfer or termination might leave too soon.
Remaining HR employees would need help transitioning into new roles. Training programs need to be developed and implemented for this group.
Executive change could create uncertainty and stress within their department.
Proposed Solution / Expected Results
Professional Alternatives (a division of Source2) was contacted to help on a number of fronts.
A cadre of HR contractors with a variety of disciplines were made ready to fill in for any key employees who exited early.
Professional Alternatives augmented the company’s outplacement services by providing other opportunities for Human Resource professionals who were exiting the company.
Organizational development and training consultants were engaged to implement training programs and help transition internal staff into new roles.
Actual Results / Client Benefits
Over the next 18 months, the firm cut its HR department in half, substantially reducing costs, while becoming a more strategic partner within the firm.
Delivery of benefits to the employee population improved in speed and ease of access.
Industry: Health Care
Value Proposition: Increased Productivity
Situation / Challenge
A Medical Center in the Southwest was challenged with high turnover and poor performance.
The top human resource executive position was vacant and hiring initiatives lacked direction.
High-level management positions needed to be filled.
Over 200 nursing jobs were unfilled.
The HRIS applicant tracking system was inadequate.
Proposed Solution / Expected Results
Professional Alternatives (a division of Source2) tackled the challenge with a multifaceted strategy.
A bold recruiting campaign to hire nurses was implemented, combining on-site contract nurse recruiters, backed by sourcing specialists at the main office.
At the same time, two human resource consultants worked on-site to address departmental needs. One consultant focused on developing and implementing strategies for internal recruiting and staffing. The other consultant brought the HRIS project back on track.
Simultaneously, our executive search team recruited candidates to fill the management and HR positions.
Actual Results / Client Benefits
Within six months, all key roles were filled.
Nursing vacancies dropped significantly.
Their applicant tracking system was up and running.
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