In the fast-changing competitive world, and when you’ve got too many balls in the air it’s easy to take your eyes off one. Businesses need to innovate, stay one step ahead, respond to changing market dynamics. Fast. Not get bogged down in the day-to-day yet non-core processes which could mean missing out on opportunities to develop and expand. There’s an easy solution – let us take care of it. By utilising our Recruitment Process Outsourcing services, you can channel your internal resources where you need them most. Then take advantage of our end-to-end process knowledge. We can take charge of entire components or just parts of your value chain. In return, you can expect best-in-class delivery with continuous optimisation and solutions that work whether you employ 5 or 5,000 people.

 

 

Putting Your Context at the Core of Our Design Work

 

• Clarify desired outcomes and define talent requirements (including optimizing labor mix decisions to buy, build, or borrow critical talent)

• Design high-impact marketing strategies and candidate experiences

• Use an agile, open ecosystem to introduce the right digital solutions for the right reasons

• Manage high-potential candidate relationships and select for best fit

• Ensure results achieve expectations—and that innovation carries the program to continued new heights

 

Our industry-credible teams act as extensions of your recruiting teams, offering a centralized model and a single provider for all of their needs—from project-based support to comprehensive end-to-end solutions. With experienced recruiters operating virtually and in critical markets around the world, we deliver global scalability—ensuring we efficiently connect talent to your world of work.

 

An innovative approach to attract the right talent

 

Our client, a fast-growing retail leader, was looking to increase sales and market presence within selected retail chains. Already with strong working relationships with Store Managers and inspiring Point of Sale materials, they now needed the right people in the right places to achieve organizational objectives and gain ROI. We identified that merging the role profiles of Merchandising and Sales Executives would attract a larger and more experienced pool of candidates. People who could step straight into the roles and make impact from the start.

 

The Results

• 30% Cost Savings by merging two profiles into one

• SPOC for Store Manager

• Consistent delivery model and capillarity

• Total visibility for our client thanks to the implementation of a tool for tracking stores’ activity and measuring performances

• Strong pay per performance oriented pricing model