dedicated change management guides a smooth transition
Facing a limited talent supply, a global automotive leader turned to Randstad Sourceright as its recruitment process outsourcing (RPO) partner to provide a new direction for its recruiting strategy. The strategy would involve a transition from a current recruiting partner to the Randstad Sourceright RPO. That transition introduced an updated working model, related technologies and an increased level of collaboration between client and provider. The result is a relationship that is now positioned to carry this global automotive organization’s talent operations into the future.
implementation at a glance
- a global automotive leader with more than 200,000 employees worldwide
- 18 week implementation process
- 3,300 salaried positions in the U.S.
- end-to-end recruiting process (from intake through onboarding, campus recruiting and internship programs) for plan and support, business and technical positions
the RPO implementation team
- Randstad Sourceright — dedicated project manager, delivery director, workstream subject matter experts(SMEs), workstream leads, expertise from the Randstad Sourceright Talent Innovation Center and executive sponsor
- Client – executive sponsor, project manager and SMEs to support keywork streams, such as technology, billing and compliance
- recruiting performance.
The company sought a new approach to improve quality of talent, further reduce cycle times and sustain hiring manager satisfaction.
- team structure.
Adjusting the RPO strategy would require a move from a high-volume, process-driven hiring structure to an enhanced talent advisor approach and a higher recruiter to requisition ratio.
- support from hiring managers and leadership.
A structured implementation plan and dedicated communications effort were required to ensure that stakeholders embraced the new relationship.
keys to success
- detailed methodology.
A five-phase program focused on 10 key workstreams, coordinating transition efforts across a complex organization.
- seamless transition.
Randstad Sourceright and the client worked with the incumbent provider to facilitate knowledge transfer and transition of requisitions to the new RPO, helping to boost continuity in the hiring process.
- process co-ownership.
The new process focused on boosting participation from the client,including established co-ownership and responsibility for key workstreams.
- people and technology.
The new team provided a strong ratio of talent advisors and recruiters per requisition,and improved recruitment marketing,video interviewing and reporting capability.
For a global automotive manufacturing leader, securing critical talent, particularly in facilities located near competitors in the U.S., requires an efficient and effective recruiting capability. The new strategy would move the company’s recruitment operations forward from the high-volume, process driven approach that was in place previously. The goal was to enable continued improvement in time to hire and talent quality.
In 2015, the company engaged Randstad Sourceright to provide a next-generation RPO partnership. This decision was based largely on Randstad Sourceright’s approach to strategic sourcing and recruiting, putting a high emphasis on agility and problem solving, and improving the size of the team and resources related to the requisition workload. Likewise, Randstad Sourceright brought improvements in processes and recruitment technology that would keep the company in front of an evolving and competitive talent marketplace.
To kick off the RPO quickly and effectively, Randstad Sourceright established an implementation plan that focused on improving the global process, gaining buy-in and leveraging a common technology platform globally. Areas of focus included:
- comprehensive five-phase methodology.
A detailed process encompassed all aspects of implementation, including initiation, discovery, planning, installation and transition of processes and technology and operational handover.
- critical workstream structure.
The implementation effort included six primary workstreams (technology, solutions design, reporting, training, delivery and change management). Additional workstreams centered around billing,compliance, strategic sourcing and employer branding.
- dedicated change management resources.
One of the most significant challenges in any RPO transition is the risk that users will not embrace new processes. Randstad Sourceright addressed this challenge by deploying a dedicated communications lead and change coach. This ensured that the communications road map adhered to the unique needs of the organization and helped all stakeholders embrace the new RPO.
- HR technology.
Significant customization was made to the company’s applicant tracking system (ATS). The RPO also incorporates a dedicated recruitment marketing platform, video interviewing tools and advanced reporting and talent analytics through Randstad Sourceright’s TalentRadar platform.
- compliance, military veteran hiring and other expert services.
Looking beyond recruiting, Randstad Sourceright and the client recognized several challenges that would influence talent success. Randstad Sourceright provided resources from its Talent Innovation Center to work directly with client stakeholders in key areas. These included expertise in strategic sourcing,as well as employer branding and military veteran hiring. Additional compliance expertise from Randstad Sourceright played an important role in the transition.
Initial launch of the RPO was followed by major demand fluctuations, from a limited hiring phase to a rapid ramp-up hiring initiative. The new relationship enabled the company to accommodate changing demand, establish a new recruiting process and gain support of stakeholders across the organization. Today, the company continues to stay ahead in a demanding global industry through its RPO relationship with Randstad Sourceright.
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