RPO case study: speed talent screening with a shared services model.
With more scalable, automated screening, a leading technology manufacturer now reviews qualified talent a week faster, on average.
| 2 min read |
increased competition drives need for new screening process
As a manufacturer of numerous consumer and commercial technology products, this multinational company relies on teams of engineers and manufacturing specialists to drive innovation. With such specialized STEM talent in greater demand, a fast and efficient screening process is critical to hiring qualified candidates in a competitive landscape.
Working with its recruitment process outsourcing (RPO) partner, Randstad Sourceright, the two organizations explored creative methods for bringing greater speed, agility and scalability to their screening process. Ultimately, this would help the employer gain a competitive recruiting advantage.
turning to a shared services model
While previously candidate screening was handled by a few local screeners, the company now taps expert resources from Randstad Sourceright’s specialized recruitment centers in Hyderabad, India.
Through this shared services approach, the technology manufacturer benefits from greater scalability. Working with just a handful of resources, could potentially slow down the process in periods of heavy hiring. Using the recruitment centers, the company is supported by as many or as few experts as needed, based on current demand.
Using Randstad Sourceright’s recruitment centers also allows the company to implement smart recruitment technologies that automate elements of the process. This further speeds candidate review and frees recruiters to focus on relationship development with talent and hiring managers.
For example, high-touch phone screening is still primarily used for engineering roles. However, new solutions like text and chat-based software support automated screening for manufacturing positions.
The company and Randstad Sourceright continually work side-by-side to identify new opportunities to deliver an efficient recruitment process and positively impact candidate quality.
faster screening for hiring success
With these improvements, the company’s recruiting team can take a more consultative approach rather than getting bogged down in repetitive administrative tasks. And with robust talent analytics, the company benefits from market insights that help talent leaders focus on strategic initiatives, such as diversity hiring strategy.
Under the improved model, candidates are submitted for review 7 days faster than before, at just 23 days on average. And hiring managers are able to review candidates faster, reducing this part of the process from 3 to 1.75 days.
Overall, the company is able to screen its manufacturing and engineering candidates much faster, putting it in a better position to compete for top STEM talent.