The Corban Group

A Leader in Executive Search, Recruiting Solutions
& Recruitment Process Outsourcing (RPO)
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RPO Case Study

The Challenge

A leader in the medical real estate office building development, acquisition and management industry was experiencing several challenges in recruitment. The Director of Human Resources and COO were faced with doubling the size of the company within 18 months and lacked a defined hiring process with a centralized recruitment function. This created a significant barrier for building the human capital bench strength necessary to effectively grow.

Additionally, their parent company which had previously provided ancillary recruitment support unexpectedly withdrew their services. This detachment further burdened the already over extended Human Resource department so the responsibility of recruitment was distributed to the hiring managers and a local independent Recruiter.

The hiring managers took a traditional approach to sourcing and selection.

  

The results of this traditional approach generated traditional results.

  • Place a help wanted ad in the local newspaper
  • Quickly screen all the resumes (qualified and not qualified) to build a pool of 3-4 candidates from which they would select the new employee
  • The limited sourcing exposure produced unqualified candidates
  • Turnover increased in key departments and offices
  • The hiring managers quickly realized many of the employees hired would not “fit” into the company’s culture
  • The hiring managers found the administrative burden of the sourcing and selection process tedious
  • Outwardly they were invested in hiring the right employee, but job duties and time constraints routinely compromised the process
  • The decentralization of the recruitment function and lack of a defined systematic process wasn’t building a foundation for the future
  • The company lacked an efficient resume collection tool

The independent Recruiter relieved some of the corporate recruitment burden from the HR staff, but many times the recommended candidate would fall short of the 90 day employment guarantee creating a revolving door for some positions. Seemingly, the Recruiter lacked skills or experience to place candidates nationwide, which provided no relief to the hiring managers in the field. Enlisting the assistance of staffing agencies yielded similar results. Meanwhile at the corporate office, the external recruitment strategies were having an adverse impact on the corporate Accounting department which was burdened by high turnover.

Though the HR Staff was able to implement minor changes to help with sourcing additional candidates, the overall recruitment function still lacked strategy and a proven methodology which:

  • Follows a consistent, predictable process…a systematic approach rather than ad hoc
  • Provides applicant tracking compliant to governmental standards
  • Uses a variety of sources that casts a wider applicant net thereby attracting better candidates
  • Utilizes job descriptions as a tool to match applicant competency to job requirements
  • Is flexible enough to ramp up or scale down depending on hiring needs
  • Limits HR staff and hiring manager’s involvement in recruitment so they remained focused on employee initiatives and performance of their job duties

The Solution

The Corban Group built a customized, turnkey Recruitment Process Management solution for the client that allowed the company to utilize TCG’s staff and experience to manage the recruitment process from position requisition to on-boarding. The solution included:

  • A customized applicant tracking system that exceeds governmental requirements
  • Over 1,250 passive candidate resumes added to their database within the first 6 months
  • Dozens of hires have been sourced through employee referral, electronic job boards, niche job sites and networking
  • A dramatic increase in qualified candidates (10 to 15 for each position)
  • A comprehensive two-step behavioral interviewing process was implemented to screen all candidates before being presented to the hiring manager and HR for final interviewing and approval
  • The entire administrative burden including resume screening, advertising, application, reference checks and new hire paperwork is administered by TCG
  • Average time to hire has been dramatically decreased to 30 days (exceeding client expectations)

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