Partnering to Build a Standardized Recruitment Process for a $2 Billion Workwear and Textile Service Company

CASE STUDY

  • Challenges
  • Approach
  • Results
Challenges

Hiring Volume: 1,500+ hires/year

Geography: United States

Roles:

Service positions, including route drivers and route managers, customer service representatives; and sales

Specific Challenges:

  • One recruiter for a 13,000+ employee organization
  • No standard recruitment process; self-managed talent acquisition function handled by region/by hiring manager
  • No prior focus on the candidate experience
  • An ATS that was too small for the size of the company, exposing the organization to compliance risks
  • No careers website
  • Poorly written job descriptions; no job posting strategy
  • Overspending on job advertising and third-party agencies
Approach

Solution Type: Enterprise

Delivery Model: End-to-end

Highlighted Strategies:

  • Employer Branding:
    • Redesigned candidate outreach with consistent key messages and optimized job descriptions
  • High-Potential Recruitment and Retention:
    • Partnered to deliver Leadership, Education and Performance (LEAP) program to attract, hire, and retain managers
  • Resource Augmentation:
    • Supplemented the client’s small internal team with skilled resources, as needed; enabled scaling with an acute focus on the candidate and hiring manager experience
  • Process Standardization and Measurement:
    • Defined clear escalation pathways, performance metrics and hiring processes
  • Technology:
    • Implemented a new ATS with an electronic offer and onboarding process
Results
  • Improved average time-to-fill: 30 days for service roles, 44 days for Maintenance
  • Reduced turnover in some areas of the business by up to 10%
  • LEAP program won 2019 Stevie Award for top sales recruitment initiative
  • Significantly reduced the time committed to hiring required by field managers
  • Overall reduction (25+%) in third-party agency usage and spend
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