Top Client Recruitment Challenges:
Our client is a top 5 software vendor in Asset, Automotive, Consumer, Fleet, and Wholesale Finance, with over 300 global deployments and an impressive roster of respected brand clients.
Resilient Management Solutions was engaged to assess the overall performance and stability of their in-house Project and Programme Management team, assist with strategic and critical hires, and deliver innovative talent solutions.
Client Talent Challenges:
Challenge 1
Keep up with the latest advancements
Finding industry professional with the required skillset to deliver
Cultural alignment
PSL Challenges
Business historically partnered with IT Agencies which delivered loosely aligned candidates connected to the required vertical.
How We Solved It
We implemented a targeted recruitment strategy, focusing on sourcing candidates with up-to-date industry knowledge and the necessary skillsets. We utilised our extensive network and '60 point search process' to identify and attract professionals who not only met the technical requirements but also fit the cultural ethos of the organisation. Additionally, we re-evaluated the Preferred Supplier List (PSL) to partner with agencies specialising in the required verticals, ensuring better alignment of candidate profiles.
Challenge 2
Ensure a smooth transition and foster a collaborative work environment
Building trust and rapport between new hires and existing team members can take time
Compensation & Benefits
HR team were over hiring contractors to meet the business demands & budgets were extremely high.
How We Solved It
We facilitated a structured onboarding process to ensure a smooth transition for new hires, focusing on open communication and team-building activities to foster collaboration and trust. By conducting a thorough analysis of compensation and benefits, we developed a balanced hiring strategy that optimised the mix of permanent employees and contractors, reducing costs while maintaining high-quality talent.
Challenge 3
Compensation & Benefits alignment
Team acceptance & delegation
Market Visibility
Existing Agency proved challenging, reactive and with repetitive candidate pools. Roles remaining open indefinitely, causing significant business challenges.
How We Solved It
We aligned compensation and benefits with market standards to attract and retain top talent. We worked closely with the client to improve team acceptance and delegation through targeted training and development programs.
To enhance market visibility and candidate quality, we expanded our sourcing channels and employed proactive recruitment strategies, ensuring a diverse and fresh pool of candidates.
Outcome
Our comprehensive approach addressed all three challenges effectively. By keeping up with industry advancements and ensuring cultural alignment, we provided the client with highly skilled professionals. The structured onboarding and balanced hiring strategy fostered a collaborative work environment and reduced costs.
Aligning compensation and benefits with market standards and improving market visibility resulted in a more efficient recruitment process, filling roles promptly and enhancing overall team performance.
This holistic strategy led to significant business improvements and sustained growth for our client.
Our Approach
To attract and secure the most qualified individuals, we use a multifaceted approach that combines industry knowledge, an extensive network, and tailored sourcing strategies. Our deep understanding of the industry allows us to identify and engage top software vendor professionals with the necessary technical expertise, experience, and cultural fit.
Through rigorous screening and evaluation, we assess candidates' skills, qualifications, and compatibility with our clients' needs. Our talent acquisition specialists collaborate with clients to develop comprehensive strategies that align with their organisational goals.
This approach consistently sources and secures the best software vendor talent, driving the success and growth of our clients' businesses in this competitive industry.
Market Visibility
Previous agency's focus was only on job boards, resulting in limited reach and reduced candidate pool.
Increasing Competition
Candidates were competing for multiple roles simultaneously instead of being specifically headhunted for unique positions.
Relocation
Prior agency neglected to consider candidates willing to relocate, missing out on potentially ideal fits for roles.