talentRISE

• Build Talent Pipelines of  Management Consulting Talent -  For the fastest growing practice of a global consulting firm, engaged as an “on-demand” resource to provide outsourced talent sourcing of highly specialized technology and business  consultants in the education, healthcare and non-profit industries. Filled over 20 positions in 6 months at the Associate, Manager and Director Levels at a cost savings of 20% less than the client's former use of contingency search vendors.
• M&A – Retail Store Expansion Management Recruitment – for the market leader in quick service paycheck lending and check cashing services, engaged to provide and manage a team of 3 contract recruiters to support a highly  confidential, pre-acquisition recruitment initiative to hire 25 retail store managers and 10 regional district managers in 8 markets across the  U.S in 60 days. Eexceeded hiring goals by 25% within the desired timeline at a 30% lower cost than using contingency search vendors.
• Contract Recruiting Interim Solution - Engineers:  For a premiere Motorcycle manufacturer and retailer, provided a team of recruiters to support all corporate and field manufacturing operations recruitment for a 6 month interim period while awaiting a transition to a full RPO outsourcing vendor solution. Streamlined end to end hiring process, optimized technology platform and filled over 60 positions up to VP level across multiple business units were filled.
• Automated New Hire On-Boarding System – Lead the selection and integration of a new automated on-boarding system for a wireless  telecommunications company. Developed strategy and executed online migration initiatives. Lead program team including business, technology, and advertising agency vendors involving conflict resolution and collaboration to result in successful launch including substantial improvement in recruiter efficiency and candidate satisfaction.
• Employee Referral Program Automation / Internal Career Center – Established enterprise-wide automated employee referral program and internal applicant process. Developed internal policies and strategy for design, communication and execution. Liaison between business, technology, and marketing / advertising agency vendors.
• Design and Implement a New Recruiting Model: For a startup technology solutions consulting firm, engaged to create a “talent engine” designed to build ongoing talent  pipelines of top technology consulting professionals through  implementation of: Targeted social networking, employment branding, applicant tracking, metrics, interviewing and selection practices. Implemented HireDesk ATS.
• Transformation to a Centralized Recruitment Model: For a global retail banking and financial services  firm, performed a recruitment optimization facilitated workshop that resulted in a strategic decision to move from a  decentralized HR generalist recruiting model to a centralized sourcing center hybrid recruiting model using an RPO provider. Provided change  management coaching to the client’s new talent acquisition leader as well as ongoing mentoring and coaching related to the transformation.
• RPO Outsourcing Decision Support: For a global consumer products company, conducted US feasibility study to support a recommendation to outsource professional recruiting to an RPO vendor. Lead the RPO vendor needs analysis, selection review and recommendation process. Facilitated vendor contract negotiations and implementation strategy to ensure optimum benefit for the client. Advised on pre-vendor implementation change considerations and facilitated key executive stakeholder decisions on key decision points.
• Global Expansion – Recruitment Optimization Assessment: For a global luxury hotel expanding aggressively into Asia and Eastern Europe, engaged by the SVP of HR to perform a global talent acquisition / expansion readiness study to identify gaps in their ability to support the planned future talent acquisition needs of the planned expansion into Asia, Eastern Europe and the Middle East.
• Leadership Succession & Talent Management Diagnostic: For a global Nuclear Energy provider, performed a comprehensive analysis of the organizations leadership succession and talent management practices, systems and processes. Assessed succession pool readiness and health as well as determined critical role skill gaps in the organization that need to be addressed due to aging workforce issues.

talentRISE Survey

talentRISE has launched a survey on where and how businesses need to invest today so they have the STRATEGY, TECHNOLOGY & TOOLS, PROCESS and PEOPLE to successfully recruit top talent.  At the heart of the survey are questions such as: Why are … Continue reading →

talentRISE is pleased to announce that:

Mr. Whit Allen  has joined PRGX as Vice President of Business Development effective April 8, 2013.  He reports jointly to Mr. Michael Jefvert, Managing Director for the Chicago Region and to Mr. Michael Taylor, Vice President, Sales.  Most recently, Whit was a founding partner at Brawerman Marsh, … Continue reading →

Spotlight on Recruiting: The Myth and the Reality of Cultural Fit

talentRISE Partner J. James O’Malley was recently featured in Consulting Magazine, which reaches over 35,000 consulting professionals.  To read the article, please click here 

Use These 8 Lessons to Make the Right Technology Decisions

A study by Deloitte estimates that companies will spend more than $4 billion annually on talent management technology this year. Because the HR technology industry is … Dominated by a handful of large players such as Taleo/Oracle, Kenexa/IBM, and Success … Continue reading →

Patience, Patience: There Are No Shortcuts to Building Talent Communities

While most everyone agrees that on-line talent communities are a good idea to build robust pipelines of passive candidates, few recruiting organizations are really and truly taking advantage of them. Why not? It takes time AND it means radically changing … Continue reading →

talentRISE Survey

talentRISE has launched a survey on where and how businesses need to invest today so they have the STRATEGY, TECHNOLOGY & TOOLS, PROCESS and PEOPLE to successfully recruit top talent.  At the heart of the survey are questions such as: Why are … Continue reading →