A world leader in Hi-Tech area. This technology company is an innovator in many areas. Whenever you view a web site, click a mouse, make a cell phone call or turn on a TV, you are using their products.
In an acutely candidate-short market, the company faced several problems in recruiting for its manufacturing and sales department in Shanghai, China. The USA-based Global Human Resources Director needed a solution to improve the companys processes, maximise candidate reach and clear up a substantial backlog of unfilled positions.
To Process Outsourcing provided an onsite team to streamline the companys recruitment functions and maximise its ability to attract and source specialist employees directly from the local market.
Delivering 30 - 40 multi-category open job requisitions on a monthly basis through direct to market strategies, as well as managing a panel of preferred vendors and focus on increasing awareness of the companys employment proposition and job opportunities, through a comprehensive sourcing strategy that includes employee referral programmes, online user group forums and industry journals.
Placement of more than 70 hires in six months, significantly reducing the backlog of unfilled positions
60% of hires achieved through direct to market recruitment strategies.
Critical senior positions filled in a short time frame.
A Market Leader of Motor Industry.
When they decided to transfer most of its paper-based motor maintenance records on to a database, it awarded a two-year contract to recruit a large number of database operators.
The project was to be undertaken at 15 locations throughout mainland China. They was impressed with commitment to its field staff, as it believed this would result in good retention throughout the nine-month period; its nationwide and international branch network; and its extensive referencing checking and assessment procedures.
They would check the data as it was inputted, but staff showed such outstanding accuracy in their work that this soon proved unnecessary. Excellent staff retention has also helped to avoid costs associated with training replacements.
A European bank is now one of most respected financial institutions. As part of its rapid global expansion, the bank established an Asian business hub in Shanghai, China.
The bank needed a recruitment partner to provide an integrated solution for setting up its organization in Shanghai, capable of supporting an aggressive growth strategy. The key challenges were:
Building the bank's employer brand, well known in Europe, in a new market with a low level of brand awareness. Recruiting a large number of employees across multiple job functions quickly - in an increasingly skill-short market and in competition with established high profile banks.
Using effective attraction and selection methodologies to recruit employees aligned with the organization's vision and culture Ensuring the same level of organizational capability and success in China as in the bank's other markets. To provide an end-to-end solution, from employment branding through selection methodologies to on-boarding for each of its business units.
China Payroll recruited the bank's sales group through an online and print media sourcing campaign and assessment centre selection methodology. This methodology incorporated a customized assessment process involving group and phone simulations, structured interviews and sophisticated personality and ability based psychometric instruments etc.
Sales group recruited within a four week timeframe, with 97% acceptance of offers. Quality of candidates hired ranking on average within 80th percentile of the equivalent industry norm group. 95% of management and specialist level roles recruited within a four week timeframe 70% of recruitment directs from market.