Slashing time-to-hire with data-informed RPO partnership

This organization, a huge multinational technology company, was struggling to hire talent in such a constrained market. Its internal talent acquisition team lacked bandwidth and resources and needed help filling most of its requisitions. It also suffered with high attrition in sales, which led to reactive hiring.

WilsonHCG began its RPO partnership with the technology company by conducting an in-depth discovery with the in-house team of its business needs and devised key metrics that would show the impact talent acquisition was having on revenue generation. The dedicated team worked with the internal TA members to streamline the hiring process and designed a proactive hiring model. The team created a strategy to optimize recruitment marketing to increase candidate flow in the early stages to capture a wider talent pool. It also worked with the internal talent team to revamp passive sourcing processes and help the organization to differentiate itself in the market and position as an employer of choice.

Additional solutions included implementing a new applicant tracking system (ATS), weekly "one-source-of-truth" reporting to the CEO on sales performance and regular roundtable discussions with our Innovation & Customer Success team to drive strategy and effective market intelligence.

The team implemented a proactive talent acquisition strategy and helped to showcase the impact talent acquisition had on revenue generation. It helped to close aged requisitions and increased outreach by 144% in just one quarter.

Achievements included:

• Reduced time-to-hire by 66%
• 90%+ average offer acceptance rate
• Sales attrition dropped from low 40% to below 30%
• 24% increase in hiring manager (HM) satisfaction scores
  
  

Following this success, the team was asked to expand its RPO partnership by advising on diversity, equity, inclusion and belonging (DEIB) strategic initiatives and recruitment marketing.