Understanding that every candidate is a potential customer and influencer of the purchasing decisions of others, one Fortune 500 consumer products company identified the need for an experienced talent acquisition partner. Specifically, the U.S.-based corporation sought a partner that would maximize efficiency in pipelining top candidates, become a steward of their employer brand and provide a consistent candidate experience, regardless of intent to hire.
CREATING THE SOLUTION
The organization selected an end-to-end Recruitment Process Outsourcing (RPO) solution from Cielo. Continuous innovation and process improvement are embedded in a Cielo partnership, and these traits became integral to the long-standing relationship. Addressing specific challenges, Cielo has championed the following initiatives on behalf of the Fortune 500 company’s talent acquisition transformation:
- Optimizing exit interviews. By applying extensive and precise analytics during exit interviews, Cielo identified trends and counseled internal leadership on hiring and leadership process improvements to drive future talent acquisition efforts, engagement and retention results; leadership has gained valuable information in all aspects of the work environment including: culture, management style, workplace ethics, employer brand and employee morale.
- Building rapport with hiring managers. Cielo’s dedicated team has built numerous touch points and personal communications with hiring managers—developing standard operating procedures (SOPs) to ensure each national region of the company understands precisely where all components of the hiring process stand, at all times. If questions, concerns or needs arise, the organization has personal and timely points of contact always a phone call away.
- Fostering a partnership of communication and transparency. Cultivated through the strategies noted in the previous bullet point, the dedicated recruitment team reports on a monthly and quarterly basis regarding service level agreements (SLAs), filled positions, openings, interviews scheduled and held, among numerous other status updates. Further, the Applicant Tracking System (ATS) provides an in-depth, clear picture of the hiring process as well as the candidate pipeline. Partnership is performance-based, ensuring the dedicated recruitment team is wholly accountable, transparent and rooted in integrity for all services they provide.
- Highly-targeted, strategic screening and interview process. Cielo developed a strategic screening and interviewing mechanism to identify the best talent before candidates are flown in for interviews. The dedicated recruitment team narrows the funnel of candidates and makes certain only best-fit talent reaches hiring managers. As a result, the consumer products company has instituted a more efficient scheduling process, increased timeliness, flexibility and scalability, as well as streamlined the regional panel interview process.