Unified & localized talent acquisition strategies produce results for technology company

Challenges

Finding local talent in Mexico

A leading company in smart home technology aimed to increase brand awareness across Mexico. To establish the organization as an employer of choice, creating a strong talent acquisition strategy was crucial to finding the top talent needed to build and accurately represent the new brand.

With six locations across Mexico – Tijuana, Ciudad Juarez, San Luis Potosi, Monterrey, Ciudad de Mexico and Chihuahua – the organization relied on top talent in multiple, key roles to help the business grow. A truly customized approach to talent acquisition was necessary due to the company’s new independence from a larger organization and the vastly different talent pools in each location.

During the launch of the new brand, Mexico locations required upward of 350 annual hires total. These new hires fill roles across IT, accounting, finance, engineering, procurement, sales, customer service and HR. With the head of talent acquisition looking to increase innovation while lowering expenses and complications, the company decided to build its function with Cielo as its Recruitment Process Outsourcing (RPO) partnership.

Solutions

New talent acquisition strategy for a new company identity

The new Cielo team started with a level of comfort and mutual understanding thanks to previous experience with the client’s former parent company. This allowed the partnership to start with a unified mentality right out of the gate.

Providing Enterprise RPO solutions for all six locations in Mexico, Cielo developed a plan based on the individual hiring needs for each unique site. The team also worked closely with hiring managers to ensure understanding of each job and its requirements.

The team also focused on separating the new brand from its former parent company. Cielo’s true partnership approach helped recruiters get into the client service mindset and work as a team to be successful under the new company’s identity. Recruiters also developed hiring roadmaps for hiring managers, so they better understood the hiring process and their role in it.

Additionally, the team focused significantly on recruiting recent graduates from key universities in Mexico. This allowed the client to build its brand and appeal to a local talent pool that was unfamiliar with the organization’s name while connecting with key talent to fill roles. Cielo recruiters regularly attended university hiring events – including a virtual career fair that targeted firmware engineers for the Chihuahua location.

Other tactics include:

• Virtual job fairs for customer service roles
• Sponsoring robotic tournaments
• Judging engineering student competitions
• Hiring different roles and job types for different locations and markets
• Partnering with local job boards to implement multichannel branding and targeted recruitment marketing

Throughout the new talent acquisition strategy’s execution, recruiters closely collaborated with HR managers at each location. This made for a well-consolidated program, giving HR managers and hiring managers the confidence in the quality of service they’d receive from recruiters in the hiring process.

Results

Inspiring better talent acquisition – together

After 18 months into the partnership, a culture of continuous improvement was established on the talent acquisition team. New best practices were successfully implemented. The unified mentality shines through, with every member of the team embodying the brand.

Cielo’s deep understanding of the client’s history, challenges and future trajectory have been key to the TA success so far. Anticipating growth and evolution, the Cielo team is working hard to build even greater flexibility and resilience into the client’s talent acquisition strategy – allowing them to adapt and succeed in any talent market.