The document summarizes the challenges faced by a growing company in recruiting talent and the improvements achieved through implementing a new applicant tracking system. It describes how the company struggled to fill roles as it won major contracts due to lack of automation and custom reporting in its old system. A new cloud-based ATS was selected, saving costs while improving metrics like referrals, retention, and time savings. Key wins included increased referrals, faster hiring, and ability to track sources and ROI through custom reporting.
Almas Fildzah Safira completed an internship at PT Schenker Petrolog Utama from July 2012 to February 2013 in the finance department's tax division. During her internship, she assisted with tasks like inputting tax invoice and VAT data, reconciling monthly VAT payments, and calculating amounts for tax withholding. She also found customer information, input quotations, and analyzed outstanding invoices. The letter's author, Debora A. Marpaung, praised Safira for her reliability, initiative, and ability to get along with coworkers. Marpaung highly recommended Safira for future employment based on her valuable contributions and diligent work during the internship.
Hi
This is Prasad From NetOrbit. We are looking for H1, GC, USC, OPT Consultants on our W2. If you are looking for any new opportunity please share your updated resume to prasad@netorbit.com
Kaloupi Recruitment Solutions provides back office recruitment services for federal contractors to help source qualified candidates quickly. Their experienced recruiters use a complex candidate selection process to find the best match for clients' requirements. Kaloupi understands the need for contractors to supply skilled resources rapidly to meet competitive bidding timelines. They offer contingency resourcing, recruitment as a service, executive search, and recruitment outsourcing to support all of a client's resourcing needs. Kaloupi has developed an innovative multi-step candidate sourcing and screening process through years of experience on large government projects.
We Began Our Service about Decade ago and captivated almost all major customers in the Industry. Our Valuable customers talk about our Timeline, Quality, Commitment, and professionalism.
Shishu Pandey received a "Bravo" award for his outstanding work and professionalism. He successfully worked on multiple critical projects and payment processes, ensuring quality and timely delivery for customers. Shishu was instrumental in implementing behavior-driven development in the billing process and created a supportive environment to facilitate change and new ideas within his team. His manager, Rohit Piparsania, recognized Shishu's dedication and constant efforts to improve in rewarding him.
Delta Placement Consultants is an executive search and placement consultancy that offers recruitment services to organizations. They have a team of consultants with expertise across different functional areas to efficiently recruit candidates that match client needs and culture. Delta Placement Consultants believes in disciplined work ethics and aims to build long-term relationships with clients by ensuring quality, efficient processes and developing their team's skills. They provide end-to-end recruitment lifecycle management from understanding requirements to hiring for both permanent and contract positions.
Alex Correa Executive is a specialist recruitment and HR consultancy that connects experienced management and legal talent with corporations across industries. They have extensive networks developed over four decades of experience. Their approach is straightforward but flexible to help clients achieve results. They aim to make a positive difference for both candidates and clients, having assisted over 1200 professionals since 2010.
Recruiters at Advaita Services believes in providing talents to the organization who can help in boosting the careers of the professionals. Also, our team has hold the hands and committed to minimize the career change complications of the amateurs in their respective sectors.
Almas Fildzah Safira completed an internship at PT Schenker Petrolog Utama from July 2012 to February 2013 in the finance department's tax division. During her internship, she assisted with tasks like inputting tax invoice and VAT data, reconciling monthly VAT payments, and calculating amounts for tax withholding. She also found customer information, input quotations, and analyzed outstanding invoices. The letter's author, Debora A. Marpaung, praised Safira for her reliability, initiative, and ability to get along with coworkers. Marpaung highly recommended Safira for future employment based on her valuable contributions and diligent work during the internship.
Hi
This is Prasad From NetOrbit. We are looking for H1, GC, USC, OPT Consultants on our W2. If you are looking for any new opportunity please share your updated resume to prasad@netorbit.com
Kaloupi Recruitment Solutions provides back office recruitment services for federal contractors to help source qualified candidates quickly. Their experienced recruiters use a complex candidate selection process to find the best match for clients' requirements. Kaloupi understands the need for contractors to supply skilled resources rapidly to meet competitive bidding timelines. They offer contingency resourcing, recruitment as a service, executive search, and recruitment outsourcing to support all of a client's resourcing needs. Kaloupi has developed an innovative multi-step candidate sourcing and screening process through years of experience on large government projects.
We Began Our Service about Decade ago and captivated almost all major customers in the Industry. Our Valuable customers talk about our Timeline, Quality, Commitment, and professionalism.
Shishu Pandey received a "Bravo" award for his outstanding work and professionalism. He successfully worked on multiple critical projects and payment processes, ensuring quality and timely delivery for customers. Shishu was instrumental in implementing behavior-driven development in the billing process and created a supportive environment to facilitate change and new ideas within his team. His manager, Rohit Piparsania, recognized Shishu's dedication and constant efforts to improve in rewarding him.
Delta Placement Consultants is an executive search and placement consultancy that offers recruitment services to organizations. They have a team of consultants with expertise across different functional areas to efficiently recruit candidates that match client needs and culture. Delta Placement Consultants believes in disciplined work ethics and aims to build long-term relationships with clients by ensuring quality, efficient processes and developing their team's skills. They provide end-to-end recruitment lifecycle management from understanding requirements to hiring for both permanent and contract positions.
Alex Correa Executive is a specialist recruitment and HR consultancy that connects experienced management and legal talent with corporations across industries. They have extensive networks developed over four decades of experience. Their approach is straightforward but flexible to help clients achieve results. They aim to make a positive difference for both candidates and clients, having assisted over 1200 professionals since 2010.
Recruiters at Advaita Services believes in providing talents to the organization who can help in boosting the careers of the professionals. Also, our team has hold the hands and committed to minimize the career change complications of the amateurs in their respective sectors.
Santech is a French software company specialized in developing healthcare solutions to prevent chronic diseases and increase autonomy for elderly people. The management team has extensive experience in technology and healthcare companies. Santech's solutions place the user at the center to allow information sharing between users, medical services, and social networks. Milestones include developing prototypes in 2013, industrializing products in 2014-2015, and experimenting with partners like insurance companies and laboratories.
Genius of Social Engagement #GeniusSydney2013 #GeniusMelbAdrian Saunders
The document discusses the Genius Event and raises questions about how businesses can compete long-term in the current digital environment. It notes that anybody can access information anywhere and anytime without limitations. It then poses questions about whether businesses still need websites, what resources may need to be given up, what type of team is required, and how viral and appropriate content can be created within brand guidelines.
The document outlines four stages of business planning: 1) The unplanned stage where the owner focuses on daily operations for survival. 2) The budgeting-system stage where budgets are developed for incomes, expenses, and facilitating operations. 3) The annual planning stage where the owner drafts annual plans using top-down or bottom-up approaches. 4) The strategic planning stage where long-range 3-5 year plans are needed to adjust to changing conditions.
The document describes a recruitment firm called The Coit Group. It provides the following key details:
- The Coit Group has been operating in San Francisco for 18 years and has successfully completed over 5,000 search assignments.
- They take a founder-led, relationship-based approach to recruitment and aim to understand their clients' company cultures.
- One client, Apttus, hired all 100 sales positions they needed in just 8 months with Coit's help, increasing their hiring rate by 900-1150% and reducing time-to-hire by 66%.
- The Coit Group utilizes a dedicated delivery model and the best AI tools to efficiently fill clients' open positions on time and on budget.
Grow your Assets, not Liabilities - “Reaching Perfection is end of Growth.” Business is an ongoing journey which has to be blended with innovation in every aspect. It gives you Goosebumps when growth tickles& No longer the HR is left behind in contributing to that. We are presenting ourselves to share that tickle and make you feel more aggressive in moving ahead. Reach us to discuss the best suited and unique HR solution and give you manpower like never before.
Santech is a French software company specialized in developing healthcare solutions to prevent chronic diseases and increase autonomy for elderly people. The management team has extensive experience in technology and healthcare companies. Santech's solutions place the user at the center to allow information sharing between users, medical services, and social networks. Milestones include developing prototypes in 2013, industrializing products in 2014-2015, and experimenting with partners like insurance companies and laboratories.
Genius of Social Engagement #GeniusSydney2013 #GeniusMelbAdrian Saunders
The document discusses the Genius Event and raises questions about how businesses can compete long-term in the current digital environment. It notes that anybody can access information anywhere and anytime without limitations. It then poses questions about whether businesses still need websites, what resources may need to be given up, what type of team is required, and how viral and appropriate content can be created within brand guidelines.
The document outlines four stages of business planning: 1) The unplanned stage where the owner focuses on daily operations for survival. 2) The budgeting-system stage where budgets are developed for incomes, expenses, and facilitating operations. 3) The annual planning stage where the owner drafts annual plans using top-down or bottom-up approaches. 4) The strategic planning stage where long-range 3-5 year plans are needed to adjust to changing conditions.
The document describes a recruitment firm called The Coit Group. It provides the following key details:
- The Coit Group has been operating in San Francisco for 18 years and has successfully completed over 5,000 search assignments.
- They take a founder-led, relationship-based approach to recruitment and aim to understand their clients' company cultures.
- One client, Apttus, hired all 100 sales positions they needed in just 8 months with Coit's help, increasing their hiring rate by 900-1150% and reducing time-to-hire by 66%.
- The Coit Group utilizes a dedicated delivery model and the best AI tools to efficiently fill clients' open positions on time and on budget.
Grow your Assets, not Liabilities - “Reaching Perfection is end of Growth.” Business is an ongoing journey which has to be blended with innovation in every aspect. It gives you Goosebumps when growth tickles& No longer the HR is left behind in contributing to that. We are presenting ourselves to share that tickle and make you feel more aggressive in moving ahead. Reach us to discuss the best suited and unique HR solution and give you manpower like never before.
Verve Global Services is an India-based staffing company providing recruitment process outsourcing (RPO) services globally since 2009. It has offices in the US, Europe, and Asia-Pacific. Verve provides end-to-end RPO solutions including sourcing, screening, selecting candidates and onboarding. The company aims to build relationships, drive innovation, be global and leverage its strengths. It has grown its turnover steadily since 2013 through strategic execution and operational excellence. Verve works with various job boards and applicant tracking systems to source candidates efficiently for its clients across different industries.
Creative Restaurant Solutions provides various services to restaurants to maximize employee experience and profits. They conduct employee surveys, training completion interviews, training design and facilitation, operations evaluations, and exit interviews to identify issues and opportunities. Their team has extensive experience in diverse restaurant operations roles. Client testimonials praise their ability to get candid feedback and provide impactful insights and recommendations to improve training programs, operations, and employee retention.
The Numbers Game: How to Use Data to Land Top TalentGlassdoor
The Numbers Game: How to Use Data to Land Top Talent
Kirsten Davidson, Head of Employer Brand at Glassdoor
Lauren Ryan, Director of Talent Acquisition at Greenhouse
This document discusses Aspire, a graduate recruitment specialist firm. It summarizes their services which include recruiting entry-level to 2-year experienced candidates for media, digital, and corporate roles. Aspire prides itself on its personalized approach, meeting every candidate before recommending them. It details the sectors and types of clients Aspire works with, as well as recruitment methods like hosted interviews and graduate schemes.
Write Research Company - Technology PracticeRachael Watt
The document provides information about Write Research Company, an expert in executive research and talent acquisition. It discusses Write Research's dedicated technology team, which has over 20 years of experience in the sector. The team has carried out over 150 assignments globally across various technology sub-verticals. Write Research transforms clients' talent strategies through three main services: talent search to fill immediate needs, talent pipelining to build pools of talent, and talent insight to provide real-time market intelligence. The company delivers actionable insights and builds bespoke talent pipelines to help clients source the best talent. It provides two case studies as examples of successfully building a cloud talent pipeline and locating a Global Delivery Director.
This professional search firm provides executive recruitment and staffing services to companies in the Buffalo, NY region. They offer retained, engaged, contingent, and temporary/contract staffing services to fill executive, director, management, and professional roles. They have over 15 years of experience in executive search, have made over 750 permanent placements, and have a 95% fill success rate on engaged and retained searches. Their services span industries like accounting/finance, engineering/operations, IT, sales, marketing, and more. They aim to understand their clients' needs and deliver the right candidates to help organizations grow.
This document provides guidance on developing a successful employee referral program. It discusses increasing quality referrals, engaging current employees, partnering with hiring teams, and implementing the program. Successful programs emphasize modest rewards and recognition over large financial incentives, have a transparent process, and provide educational materials for employees. They also create a branded program with marketing materials and a central information hub for employees. Measuring the number and percentage of referrals hires, time to fill, and retention by source can demonstrate the program's impact on recruiting metrics and success.
Sao Tran was nominated for several awards over a period of years for developing various analytical tools to help optimize business operations and decisions. These included an HR dashboard, sales compensation tool, financial models for modeling compensation changes, and compiling data to support operations partnerships. Sao's work received praise for providing valuable insights and enabling leadership to efficiently evaluate scenarios.
Profit By RPO is an ISO 9001:2008 certified recruitment process outsourcing firm with headquarters in California and an offshore center in India. They offer offshore research specialists, recruitment managers, and recruitment teams to support client recruitment needs. Their specialists and teams help analyze job requirements, research candidates, screen applications, set up interviews, perform reference checks, make job offers, and facilitate new hire onboarding. Using RPO's offshore resources allows clients to enhance their recruitment efforts while reducing costs.
This document provides templates and guidance for writing effective job postings. It includes a job posting template, examples of good job postings, and forms for preparing important details about the position and ideal candidate with hiring managers. The introduction explains that the toolkit aims to help recruiters quickly and smoothly manage the job posting process to write better posts and get back time for other priorities. The document then provides guidance on important prep work like defining the position and candidate before writing the posting, and includes templates to capture this information from initial meetings. It also showcases examples of well-written postings and emphasizes crafting compelling descriptions that attract quality applicants.
Business and IT are faced with disconnected employee experiences across intranet, apps, and backend HR systems. How do you drive a unified experience to keep your workforce engaged, happy, and productive? Join this panel discussion to hear from Intuit's Michael McCreary, VP HR Services, David Reed, Director of Workforce Systems, and Salesforce?s Jeannene Michel, VP of Employee Success Global Operations, who will share best practices, stories, and guidance to get started.
The document discusses Ciel, a talent acquisition company that uses technology and data science to improve hiring. It provides an overview of Ciel's services such as executive search, permanent recruitment, recruitment process outsourcing, staffing, and iBridge - a platform for sharing temporary staff across companies. Ciel aims to enhance hiring accuracy and efficiency through tools like resume relevance algorithms, analytics, and a data-driven approach to make decisions. The document outlines Ciel's methodology and benefits of working with them to find and manage talent through a scientific approach to human resources.
SAGE Publications Ltd is an academic publisher that employs over 1,000 people worldwide. As the company grew rapidly, its HR and payroll processes became more complex and time-consuming. SAGE implemented SnowdropKCS HR and payroll software from Sage to streamline processes, automate tasks, and generate reports more quickly. This reduced the administrative burden on the payroll team by over two hours per day, allowing them to focus on strategic initiatives. The software also helped SAGE successfully transition to new UK payroll reporting requirements with minimal disruption.
This document discusses the challenges of growing a startup from infancy to adolescence and some strategies for human resources to effectively manage rapid growth. It outlines several challenges including always feeling one person short of needed staff, the importance of quality yet speedy hiring, and making a great first impression for new employees. The article then details approaches for addressing these challenges such as thoroughly justifying new roles, emphasizing employee referrals, investing in onboarding, continual skills development, transparent performance conversations, and communicating the company culture and mission. The overarching message is that executing HR best practices well during a period of fast growth is important for building an effective organization, high performance, and employee retention.
iPRO Staffing is a full-service staffing firm that recruits for various industries including call center, administrative, accounting, HR, IT, sales, retail, healthcare and real estate. They have a team of 40 recruiters nationwide with industry experience to quickly assess client needs and identify qualified candidates. Their mission is to build long-term relationships with clients and deliver innovative staffing solutions that provide value. They differentiate themselves from other staffing agencies by performing an exhaustive search for both active and passive candidates through their growing network of over 25 million profiles not listed on job boards.
Apay Technology & Solution Pvt. Ltd. provides recruitment and staffing services including permanent recruitment, temporary staffing, and campus recruitment. They have over 13 years of experience and 6 offices across India. Their services help companies attract and acquire talent more efficiently through leadership searches, managerial hiring, flexible temporary staffing, and campus recruitment programs. Apay aims to deliver high-quality, specialized solutions and long-term value to its clients.
1. IN SIGHTS
“When we were smaller it
was easy to fill these
spots, but as we began to
win major contracts, espe-
cially over the eighteen
months, we knew it would
become more difficult to
continually pull the high
caliber talent to which we
had become accustomed.”
- Brian Lebeau, CEO
Inside
Background / Challenge
As Is Process
Post Implementation
Wins
Current Process
Overview
This past February marked CSA’s 11th anniversary. Starting from a company of two working
out of our homes, growing to over 300 employees by the end of this calendar year and oper-
ating out of four offices across the country has been a challenging and amazing journey. In
the beginning, CSA’s growth relied heavily on employee referrals. When we were smaller it
was easy to fill these spots, but as we began to win major contracts, especially over the
eighteen months, we knew it would become more difficult to continually pull the high caliber
talent to which we had become accustomed. When our HR Director approached me with an
in-depth analysis on a new tool, that not only saved us $9,000 annually, but could also scale
with us as we continue to grow, I knew we had a winner, believing in our recruiting team.
CSA San Diego: Talent Acquisition Case Study
CHALLENGES
Interview Process
Reporting
Ad-hoc paperwork
Document
Storage
RESULTS
Bottom-line Savings
Increased Transpar-
ency
Increased Retention
Faster Processing
SOLUTIONS
Upgrade Software
Suite
Custom workflows
Custom reports
2. Hours spent on Administra ve
Tasks for recrui ng in the San
Diego Office due to a lack of
automa on in FY13 for 70 Hires.
BY THE NUMBERS
Process Item Amount of Time
Interview Processing (per candidate) for FY13 20 Minutes
Weekly time spent transferring information 2 Hours
Weekly time spent Candidate status updates 5 Hours
Time per requisition creation 20 Minutes
Weekly time spent Job Posting/Reporting: 20 Hours
Overall time spent on End of Year Compliance: 160 Hours
Background
CSA San Diego opened its doors in 2004 with a team of one employee; by
fiscal-year-end we had four people, and by the following year we were up
to ten full-time employees. A lot has changed since our humble begin-
nings; the San Diego office is now CSA’s largest office, employing 154
employees out of CSA’s 270 national employees. CSA SD experienced a
major hiring increase during the summer of 2013, with the award of CSA’s
largest contract to date. Our newly implemented recruiting team knew
changes needed to take place in order to establish the proper infrastruc-
ture for a growing company; without losing the foundation that had origi-
nally made us successful, our referrals and grass roots recruiting efforts.
The SD Recruiting Team was (is) a recruiting team of one…
Challenges
CSA was working with a dinosaur of an Applicant Tracking System that could not provide the automated functions nec-
essary for a fast paced workplace. Additionally we lacked the ability to create custom reports for important HR Compli-
ance efforts. More than anything, we had no basis to build an argument to leadership for the importance of an Employ-
ee Referral Program or financial backing for marketing efforts due to an inability track sources and Return on Invest-
ment (ROI).
* Each candidate goes through 3 interviews yielding a total of 4200 minutes for the year. Weekly hours were calculated on 50 hours
in the fiscal year. There were 70 requisitions for the 70 hires in this case study.
** Recruiting salary in FY13 $57,000
3. Post Implementation Wins
CSA prides itself on efficiency, standard/repeatable processes, and a strong desire for continual improvement. These
paramount values were nowhere to be found in the As Is Talent Acquisition Process, so with the coming of FY14 big
changes were underway. A few Innovation Conferences, demonstration calls, and hours of research later the TA Team
was ready to put “their (lack of) money where their mouth was” and implement a new Software as a Service ATS, Jobvi-
te. The SaaS model was conducive for making on-the-fly workflow changes, automated alerts, custom reporting, and so
much more. The end result was… well impressive:
Through revamping our software suite we saved CSA $9,000 in annual reoccurring cost
Increased and began tracking metrics on Employee Referrals by enabling easy job sharing referrals and reporting
capabilities
Employee referrals now account for 30% of CY14 hires and account for nearly 40% of candidates that make it
into the CSA interview process
With rise of referrals, our Retention Rates have gone up as well from 71% to 88%
Interview processing time decreased by 15 minutes per interview. With 540 interviews to date for CY14, we saved
180 man hours (or 10,800 minutes) of processing time
Jobvite is self-service which meant no more time forwarding documentation and transferring date between hiring
managers manually
The automated workflows prompted the next step in the interview process meaning time spent updating candidates
on an ad hoc basis was no longer required!
End of Year report creation decreased to 40 hours
Requisition posting was no longer necessary as the tool took care of it
This allowed a part time employee to be re-deployed onto billable tasks!
Through Jobvite’s built-in job board network, we have received candidates from over 40 different job boards without
having to manually post to them individually, including many boards specializing in diversity.
Requisitions now take under a minute to create (this was actually timed!). For 145 requisi-
tions we saved 48 hours.
From the point of implementation to present, we have seen a huge spike in our brand
awareness via our Glassdoor Employer profile
In October 2013 we had roughly 440 page views as of present we have close to 2000
page views
Making
Moves
Out with the old and in with the
* FY14 Salary = $60K
4. CSA Talent Acquisition Team
Client Solution Architects, LLC
3570 Camino del Rio N/
Suite 305
San Diego, CA 92108
Point of Contact:
Debbie Wittich
Senior Recruiter (Acting TA Team Lead)
(619) 977-7250
dwittich@csaassociates.com
Visit us on the web at www.csaassociates.com
PLACE
STAMP
HERE