Offers in-house recruitment the same level of support used by top search and RPO firms, but at much lower cost. Engaging this Recruiting Process Support model results in greatly improved efficiency and productivity. And, unlike the RPO model, it assures core competencies and process ownership remain in-house.
Bill is an experienced recruiter for a large manufacturer of medical diagnostic equipment. He is responsible for recruiting technical and sales talent for their main production facility.
In early November of last year Bill was given an assignment to fill 18 Medical Engineer positions. This, in itself, wasn't huge undertaking for him except for the fact that he had 35 other positions he was managing and family obligations prevented him from working on these positions afterhours (by the way, he was already working about a 60 hours workweek).
Bill had successfully used KGTiger in the past for research to help him fill several new executive positions.
He decided to call KG for help by reviewing resumes and prescreening matching candidates for these Medical Engineering positions.
Bill forwarded the position requirements to KG
KG reviewed the requirements and replied with clarifying questions, suggestions for screening questions, and source for candidates
After incorporating KG input, Bill sent the approved changes to KG
Bill posted the requisition and had all incoming resumes directed to a common mailbox shared with KG
Later that day KG forwarded four (4) calibration resumes to assure a thorough understanding of requirements and clarity of expectations
Over the next several weeks KG prescreened all applicant resumes on a daily basis and regularly updated Bill with status and intelligence
KG updated the company's ATS marking all screened and qualified candidates accordingly
Bill's interview appointments were coordinated by KG
KG delivered a daily update report listing all screened candidates, status, and pertinent information
CASE STUDY - Name Generation
Receipt of Assignment
The following work order was received from Robin, a recruiter with a company in the broadcasting industry...
"I now support our Digital Production team and they usually have openings that require a technology called "Vizrt" (pronounced Viz -r -t). Check out the attached resume of someone who has it. It's a good example of the type of candidates we're looking for. The positions are CA based, but we will relocate someone with the right profile so location for the search is wide open. We know there aren't many of these people on job boards, so you probably have to find the passive ones. Let's see what you can generate in 10 hours and then we'll decide how many total hours to invest."
After a brief conversation with Robin, the research began based on the following specification:
Possesses skills in "Vizrt" (pronounced Viz -r -t) technology for a studio environment
Application Developer, Designer, Ul/Graphics Developer, Front End Developer, etc.
CNN, NFL, Fox Sports, Fox News, Al Jazeera America, Univision/Cablevision, CBS, ESPN, KFMB, NFL, RT News Channel, Fusion Network, QVC, KTLA, WFSB, WTVG, Music Choice
CASE STUDY - HR Generalist
Debbie has Master's degree in HRM.She works for a rehabilitation hospital located in southern California as an HR Generalist supporting between 65-75 doctors and related professionals.
As an HR professionals,she pride herself on being highly effective at her key HR responsibilities such as developing and implementing personnel policies,handbook management,comp programs,benefits,and the like.She especially enjoys being available and delivering excellent and timely services to her clients.
Part of her overall responsibilities include supporting the recruitment efforts for all personnel,students,and temporary employees.Having to sacrifice aspects of other HR duties because of the tremendous amount of time and labor recruiting demands really troubles her.
There were numerous ways Debbie searched for candidates including postings,checking her database,asking for referrals,job boards and more.Regardless of the means,building a slate just took much of her valuable time.
When Debbie learned abouts KG,she was hopeful.After manager approval and short trial,she now depends on KG support for all the positions.With KG doing the heavy lifting,much of Debbie's time is freed for her to move on with her HR agenda.
CASE STUDY - High Efficiency User
Donald is a Recruiting Manager for a professional services consulting company located in New Jersey. Even as a manager, he carries a large req load, so he's always looking for opportunities to save time.
Looking to maximize his productivity, Donald saw KG as an opportunity to delegate his "busy" work so he could focus his time on tasks of greatest impact. He started with some research assignments, but quickly expanded to other areas. Within about 6 months he was using KG as his virtual partner.
Donald delegates practically all tasks that he considers generic work("non -core"). This includes activities such as appointment making, interview scheduling, candidate follow-up, job ad posting, applicant screening, acknowledgment and support of internal referrals, and more. Donald even has KG preparing his monthly statistical reports which includes a Powerpoint presentation.
Recruiting and hiring workflow support capabilities