Increased talent scalability for global industrial technology leader

Challenges

Scalable talent acquisition

A global industrial technology organization is always looking for the best talent in production roles (machine operators and production leads) and professional roles (sales engineers and analysts) across different markets. Top talent is needed to remain the innovative leader in the industry. In APAC, key markets include China, India, Vietnam, Australia, Singapore, Thailand, Malaysia, Indonesia, Japan and South Korea.

Historically, the company used an incumbent Recruitment Process Outsourcing (RPO) partner in some of these countries. But there wasn't a standardized program, resulting in different processes for each country. This lack of consistency limited innovation and reduced flexibility and talent scalability acquisition function.

As a second-generation RPO buyer, the organization sought a partner that’d solve its global and regional governance challenges. Cielo was selected as its global RPO partner in Q4 2019 to support end-to-end recruitment and implement scalable talent processes for manufacturing, production, engineering and corporate roles. 

Leadership valued the Cielo team’s understanding of the company's industry and culture. Most importantly, as the business was looking to make a switch from its original RPO provider, leaders trusted that Cielo could support the company’s continued innovation to position it as an employer of choice in all markets.

Solutions

Creating a winning global talent acquisition solution

The client and Cielo teams designed a globally-aligned TA model – that's both high-touch and flexible – with APAC delivery teams in key locations like India, China, and Singapore. Cielo’s Manila Delivery Center provided shared support services, including sourcing, coordination, reporting and analytics, market research and talent mapping.

Regional and global leadership ensured a globally consistent and locally nuanced service. Thorough planning and research, like voice of customer and process mapping workshops, allowed the team to align an agile solution to different business units with a high focus on hiring manager and candidate experience. 

The teams worked together to redesign existing recruitment processes in each region to ensure best practices, with a series of candidate attraction activities that amplified the employer brand. 

Cielo used the client's existing candidate relationship management technology along with Cielo proprietary technology for candidate outreach, with branded campaigns and proactive candidate talent pools for the various countries and skill sets.

Strategic partnership and talent consulting

A truly strategic partnership requires flexibility, innovative thinking, and proactive scalability. Cielo implemented a robust governance cadence to ensure regular communication and review with all stakeholders. This includes regular performance reporting through Cielo’s RPO technology platform and monthly/quarterly reviews with HR and business stakeholders.

Cielo’s proprietary tools along with the client's technology ecosystem enable a seamless, real-time flow of data for things like inventory, recruitment ratios, talent pipelines and requisition stages. Cielo also reports on quality parameters like interview-to-offer ratio and acceptance rates – with detailed analysis and insights into HR and the business.

Thanks to the flexibility of the team structure, Cielo successfully supported the business with temporarily reduced recruitment demand due to the COVID-19 global pandemic. At the same time, the team quickly shifted to support increased hiring volume in some markets, like Vietnam.

This flexible and agile approach helped the client’s TA team and Cielo stay aligned with dynamic business needs through the pandemic. The team maintained productivity and high levels of candidate engagement in a virtual world.

Results

The partnership features a relentless focus on enhanced service quality. The results have included improved talent scalability, reduced response times to candidates, increased efficiency through automation, and a high degree of hiring manager and candidate engagement. Highlights from the partnership’s first year include:

• Reduced time to offer from 55 days to 29 days
• Reduced time to submit of first candidate from 15 days to 12 days
• Improved quality of candidates sourced, resulting in the interview to offer ratio of 1.3:1
• Secured high levels of confidence from the HR and business stakeholders