Creating TA Strategy for Fortune 100 Transportation & Business Services Company

As one of the most globally recognized brands in the world, this client had challenges within one of its biggest hiring profit centers in Sales. Their prior decentralized Talent Acquisition structure placed a heavy staffing burden on line managers who struggled to get the hiring results and achieve a balance between staffing and their functional business responsibilities. This combination of missed hires and lost productivity time from line leadership put revenue at risk. In 2013, this client turned to Sevenstep to drive a laser-focused TA strategy for this high impact hiring area. Learn more about how Sevenstep’s innovative sourcing and sales-driven recruitment approach secured the target hires while bringing back critical productivity efficiencies to the hiring manager population…

Challenges:

Hiring Volume: 500 FTEs

Roles: Inside and Outside Sales, Sales Support, Sales Management

Geography: U.S. in all 50 States

Specific Challenges:

  • Highly competitive job market for sales people
  • Limited employment brand value proposition for this specific hiring area
  • Lack of dedicated TA support for Hiring Managers leading to subjective and disparate hiring practices
  • Lack of reporting and analytics or any collective way to identify and share best practices
  • Outdated job descriptions and advertising strategies
  • Lost productivity and sales revenue|

Approaches:

Solution Type: Enterprise

Delivery Model: End-to-end

Highlighted Strategies:

  • Research & Standardization of Best Practices: Extensive collaboration with senior management to create unified job profiles and hiring practices
  • Process Improvement Sprint: 100 process changes in first 90 days
  • Accountability Measures: Socialized requirements followed up with operational check points and target departmental reporting for client senior management to monitor hiring manager adoption
  • Stakeholder Unity: Strong engagement and partnership with client senior management to unify commitment to change
  • Elevated Employer Branding: New campaigns and outreach programs for generation of target sales Talent Communities
  • Tools Consultation: Elimination of Kenexa Assessment tool to broaden target funnel stages and recommendation of video interview screens

 Results:

  • Exceeded hiring volumes to achieve 750 hires (external and internal)
  • Reduced hiring time by 63% yielding 20 hours a month time savings for line hiring managers
  • Average time to offer – 28 days
  • Average time to fill reduced by 10 days – 36% decrease
  • Reduced submit to hire ratio from 6.2:1 to 3.1:1
  • Increased Hiring Manager satisfaction by 10%
  • Filled 88% of jobs in first interview round
  • Lowered interview cancellations by 8%
  • SOW expansion into new Customer Service line
  • Two contract renewals – 3rd generation active Sevenstep client

The Business Transformation Network have shared this article in partnership with Sevenstep