Case Study : Mission-Critical Talent Acquisition
problem
Our client, a Fortune 500 insurance company, was struggling to find talent for a mission-critical development initiative. Our client had aggressive timelines and was at risk of failure due to their inability to locate talent. They were frustrated that their staffing suppliers were unable to locate and properly screen candidates prior to submitting them; this created more work for our clients as they were wasting time interviewing too many candidates who weren’t qualified for the job. The deadline for the project was quickly approaching and they didn’t have the staff necessary to screen and interview high volumes of candidates.
Process
Meridian’s solution was to fully dedicate recruiting bandwidth and leverage non-traditional sources to locate passive candidates that couldn’t be found on the job boards. This approach helped us develop a pipeline of talent for our client. Additionally, Meridian leveraged in-house technology experts to properly screen our candidates before submitting them to the client.
Results
After seeing some immediate results from our process, our client engaged Meridian to staff the entire 50-person project. Meridian was able to onboard 50 experienced Ab Initio consultants in less than 30 days. Meridian’s screening process eliminated the time our clients were spending interviewing unqualified candidates; they went from interviewing 10 candidates to make one hire down to one interview to one hire.
Case Study : Finding Qualified .NET Developers
Problem
Our client could not find senior-level .NET developers due to the low supply in the market, and the project was falling behind schedule. Our client was worried that their existing staffing suppliers were submitting the same unqualified candidates that they were all finding from the job boards. They were interviewing 10 candidates to make one hire because the level of talent on the job boards was not high enough for their needs.
Process
Meridian recognized the challenge of finding the level of talent needed for this client on the traditional job boards and we took a very different approach to finding passive candidates who weren’t posting resumés on the boards. We performed a comprehensive market analysis using supply-and-demand data from the U.S. Bureau of Labor and other data sources to identify sources of talent with this specific skill set. Meridian’s national recruiting center used the information from the market analysis to build a pipeline of experienced .NET developers who weren’t posting on the job boards. We qualified those candidates using our team of IT experts, and the result was a pipeline of highly qualified .NET developers that our client hadn’t seen from any other supplier.
Results
The client engaged Meridian to staff all 12 .NET developers. Meridian was able to get the interview-to-hire ratio down to 2:1, which significantly reduced the amount of time our client was spending interviewing developers who were not a fit. Our client was able to fully staff their project in a matter of weeks and went on to successfully deliver the project on time and on budget.
Case Study : Staffing Up On A Tight Deadline
Problem
Our client, one of the largest banks in the U.S., needed to quickly identify, hire and onboard 48 consultants for a high-visibility data-management project with an aggressive deadline. They were challenged with the tight deadline and concerned that there staffing partners would not have the recruiting bandwidth to onboard this many consultants in a 30-day window.
Process
Meridian shifted recruiting bandwidth in our national recruiting center to ensure we had enough recruiters working to staff these positions for our client in a 30-day time frame. Meridian was able to guarantee we could meet the client’s deadline because our national recruiting center model enables us to flex bandwidth up and down based on spikes in our clients contingent labor needs.
Results
Our client’s project sponsor said, “I have never seen this many quality IT consultants onboarded this fast in my entire career at the bank.” Meridian staffed all 48 positions in 30 days, and our client was able to deliver the project on time and on budget
Case Study : A Better Payrolling Solution
Problem
Our client was frustrated with the payrolling provider they selected to manage all of their payrolling business. The provider they selected often dropped the ball when communicating with the consultants; they didn’t have a user friendly onboarding system; and they didn’t provide any ongoing support to the consultant once they were onboarded. This resulted in high attrition for our client, which impacted their ability to execute their business.
Process
Meridian’s solution was to treat the client’s “payrolled” consultants the same way we treat all of Meridian’s W2 consultants. Our client asked us to onboard a few high-level business consultants to see if we could do a better job. Meridian’s team identified the consultants as “high priority,” which meant we would have a senior-level resource facilitate the onboarding process in an effort to eliminate any communication issues. We used our fully automated electronic onboarding process to collect all documents required by the client.
Results
We exceeded our client’s expectations and were asked to manage all future payrolling opportunities. As a result, our client has eliminated the complaints from consultants, and they have seen a significant reduction in attrition.
