PrincetonOne Executes Recruitment Process Outsourcing Solution for Company's National Expansion
The Client
With headquarters in San Diego, California, the client has over 400 employees nationwide.
The Challenge
The client was looking to expand one of its divisions to include an additional 58 new hires within three-and-a-half months. With the strict timeline in place, the company knew it needed assistance with the nationwide project.
The Solution
The client partnered with PrincetonOne to manage all aspects of the recruitment process during the expansion. The objectives of the program were clearly defined to ensure PrincetonOne was able to meet the client’s expectations. PrincetonOne provided the company with the following:
| • | An effective and expanded sourcing campaign to attract qualified candidates in varying locations around the United States |
| • | Seamless integration with current, key client sourcing efforts |
| • | Efficient applicant management |
| • | A consistent and thorough assessment and phone interview process customized to meet specific client standards and culture |
| • | Greater efficiencies during sourcing, screening and interviewing activities to achieve the desired timelines |
| • | Accurate applicant tracking and relevant reporting |
| • | Proper Department of Labor compliancy and documentation |
| • | Management of sourcing and administrative activities |
| • | Hiring manager interview coordination |
| • | Implementation of an ongoing corporate branding program to enhance the position of the client as a premier career opportunity and employer of choice |
In addition to managing the recruitment process, PrincetonOne also conversed with the client on a continual basis to provide expert consulting services and best practices.
During the project, there were some initial challenges that arose, including a few positions with a low flow of candidates. To overcome this obstacle, PrincetonOne worked closely with its sourcing team to increase the number of qualified candidates in those areas by utilizing unique sourcing methods. Some of these methods included:
| • | Obtaining referrals through networking with individuals, in hard-to-fill areas, that are currently working in the industry |
| • | Calling directly to businesses to gain references of top performing individuals living in designated areas |
| • | Using the Internet as a tool to find individuals connected with industry associations around the nation |
| • | Using the Internet to mine niche resume databases within specific geographic locations |
Measurable Results
The program was extremely successful, completing under budget and a week ahead of schedule. PrincetonOne provided the client with more than 8 qualified candidates per position, which was 220 percent above the original goal (4 qualified candidates per position).
Due to the success attained from the expansion, PrincetonOne was awarded full responsibility for the client’s attrition. The program’s structure allows for immediate transition into the attrition program and future expansions by the client without significant ramp-up time. To date, the partnership has been nothing but successful.
Performance Metrics Summary
Project Statistics:
| • | Number of positions: 58 |
| • | Number of positions filled: 56 |
| • | Fill rate: 97% |
| • | Applications/candidates: 2,783 |
| • | Qualified candidates: 2,037 |
| • | Ethnically diverse/female: 16%/46% |
Ongoing Attrition Statistics:
| • | Number of positions: 40 |
| • | Number of positions filled: 40 |
| • | Fill rate: 100% |
| • | Time to submit candidates: 7 days |
| • | Time to fill positions: 40 days |
For further information, please contact:
Ryan Hoffman
Director of Business Development, PrincetonOne HirePursuit
(317) 352-3111
Ryan.Hoffman@PrincetonOne.com
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