Increasing Competition Demands Broadened Approaches to Recruiting

• Industrial Manufacturing Clients

  Client:

  Global Mining Equipment Manufacturer Solves Difficult Recruitment Projects With GMW’s RPO Services

  Situation:

  GMW’s client, a global manufacturer of capital equipment used in surface and underground mining, relocated its corporate headquarters to Pittsburgh from another region which necessitated recruitment for a range of positions. Historically, the company’s upper management decision makers had engaged multiple recruiting firms for interview and selection services.

  Problem:

  The company felt that a lack of standardization in identifying, selecting, interviewing and hiring correct candidates was resulting in disconnected and chaotic processes, protracted time-to-hire and diminished productivity. In addition, they knew their lengthy interviewing processes was proving to be cumbersome for highly qualified candidates and allowing competing companies to recruit them before they completed their own interview process. Months were added to hiring time as a result of overlap of candidate referrals from multiple sources, duplicated processes and inaccurate comparisons. Division managers’ ownership of recruiting processes resulted in more time spent bridging organizational gaps including handling daily interruptions from an assortment of third party recruiters, reviewing or interviewing unqualified candidates, coordinating processes and other administrative tasks.  With the absence of single-source recruiting accountability, all these challenges proved to be distractions that reduced division efficiency.  Short term, managers needed to fill vacancies expeditiously due to the relocation.  Long term, a streamlined process was needed to manage processes for recruitment of viable professionals from the limited pool of qualified candidates in the region.

  Solution:

  The clients engaged with GMW to develop and implement a comprehensive outsourced recruiting and hiring process that was completely transparent to applicants and individual hiring managers, but with standardized process across all divisions and US locations.  Company executives also requested that GMW create a Vendor Management System to manage all/any other outside recruiting providers, which brought standardized delivery of candidates by using uniform checklists and assessments. As GMW took on the non-core functions associated with hiring, the client’s executive team was free to focus on more value added activities.

  Results:

  The client was able minimize time spent reviewing submitted candidates since GMW summarized each candidate’s education, work experience and overall fit for the position for hiring managers.  By delegating recruitment process to GMW the company saw improvements in all key areas compared to the previous hiring process, including savings realized through reduced time to fill and . As a respected partner, GMW proved its ability to deliver the right professional, with the right qualifications at the right time.

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  Client:

  Global Industrial Manufacturer Based in Europe.

  Situation:
  A European manufacturer with the largest market share in Europe in its category and with facilities in UK, Spain, Italy, France, Germany and Asia wanted to broaden its footprint in North and Central America. Being headquartered in Europe and having limited resources for recruitment management in the United States necessitated exploring domestic options. North American headquarters is in southwestern Pennsylvania.

  Problem:
  With a need to spearhead a more aggressive sales expansion into North America and Central America the client needed to establish a top-down sales hierarchy. Even with a successful relationship with a recruiting firm located in Europe and offices in the United States, the client (with a facility in SW Pennsylvania) felt it needed a recruiting firm that had intimate ties to the SW PA region to represent them. A Director of Sales and a Director of Marketing were needed to create the foundation for an initiative in North America. With location as the primary consideration, The GMW Group and two other firms with experience in the manufacturing and industrial space were interviewed as possible providers to compete with the European based firm. Because of its history of accomplishment with executive level projects, The GMW Group was awarded the collaboration.

  Solution:
  The GMW Group’s Senior Developers acted cohesively, with individual associates each being responsible for specific segments of the Sales and Marketing candidates identification and qualifying. By merging its ever-expanding network of professionals with pure recruiting via discipline-specific talent communities, social networks and profession-based communities, recruitment was initiated. GMW engaged with professionals from various geographic areas, industrial categories and professional disciplines and through a highly personal campaign began building awareness for a company who previously was “unknown” even though they had been in the region since 2000.

  Results:
  With its primary vertical being Sales and Marketing in the Industrial, Engineering and Business categories The GMW Group successfully managed the recruitment processes for both the Director of Sales and the Director of Marketing, within defined and confining time parameters, and within the allocated budget.

• Engineering Clients

  Client:

  100+ year old Industrial Design Engineering Firm.

  Situation:
  Remarkably, an engineering firm with more than 100 years of history in Pittsburgh and only one of a few in a narrow vertical needed help building awareness about its recruiting program. Not being ranked in the top 25 engineering firms according to size resulted in talent being recruited to larger organizations.

  Problem:
  The client was having issues with vendors presenting duplicate resumes, receiving low quality candidates, experiencing high turnover and non-competitive fee structuring. The company was engaging the services of engineers in Pittsburgh primarily through temp providers on a project/contract basis which was resulting in exorbitant staffing costs. Helping the company build awareness about its brand or career offerings in talent communities was not important to the staffing providers. The company needed a business ally in the form of a direct hire recruiting advocate that could reduce costs and build awareness.

  Solution:
  The Vice President of the company was referred to The GMW Group through a professional relationship. Representatives of GMW – a Client Development Representative, a Senior Recruiter, and a GMW Executive, met with principals of the engineering firm. Reducing the costs associated with recruiting and building awareness for the company and its direct hire opportunities were the two primary objectives. Creating a recruitment process that focused on building awareness for the company, its vertical, its reputation and its brand in a highly technical industry yielded an increase in the interest of high quality candidates for the client’s positions, and freed the client’s resources to focus on strategic business initiatives other than recruitment. Developing clear candidate profiles and then merging contemporary, generational recruiting methods with proven conventional recruiting skills improved the quality of the candidates, but more so the number of candidates, in its talent pool and brand awareness among candidates in discipline specific groups.

  Result:
  The GMW Group routinely decreased average time-to-fill for niche positions. The client was able to recruit with more efficiency than their previous efforts and methodologies yielded. Candidate satisfaction increased and hiring manager satisfaction lead to GMW’s partnership growing to include additional projects in additional business units such as Sales, Finance and “C” Suite positions. Additionally, because of the client’s willingness to ensure continuity of projects and exclusivity, The GMW Group offered a decreasing fee structure which enabled significant savings over temp/contract methods. Brand awareness and direct hire fostered dedication among recruits which has resulted in turnover being practically non-existent.

• Business Products and Services Clients

  Client:

  New, Recent Success Stories Forthcoming Shortly!

  Situation:

  Problem:

  Solution:

  Results

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