Global Talent Acquisition

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Global BPO organization, with corporate offices in Los Angeles, with their main centers, in Makati, Cebu, Davao, Philippines and Costa Rica. Organization had large weekly hiring targets of 300 to 350 per week.
Recruiting team was unable to fulfill their hiring targets and was working 6-7 days per week.

THE ANALYSIS:
Reviewed current candidate workflows
Interviewed recruiting team leadership
Met with Key Operational Leaders; Finance, Training, Workforce Planning and Operations

THE DISCOVERY:
The current model was rotating the team through each key recruiting team every 90-days, creating a lack of "expertise" in any core recruiting function.

Language Assessment were being delivered in the middle of the candidate recruitment workflow.

Team was using inaccurate data to manage pull thru ratios for each key phase of the candidate recruitment workflow, resulting in candidate deficient at each stage.

THE SOLUTION:
Created team leaders for each core recruitment function to build expertise. Stabilized internal movement to twice a year, rather than every 90-days. Built success metrics and messaged building true expertise and competency in core recruiting functions.

Moved Language Assessment to the second phase of the candidate recruitment workflow.

THE RESULTS:
Within 90-days recruiting team started to achieve weekly hiring targets of 300-350 per week.

Team moved to a 5-day, 6 day a week rotating scheduled with no need for overtime.

Team started to exceed hiring targets and was filling classes 3+ weeks in advance.

Sales and Operations Leadership were able to bring on more clients increasing new clients sales by 72% in 12-months.




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