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Standardizing Recruitment & Enhancing Employer Brand across Multiple Locations:
Becoming an Employer of Choice

The case study highlights the ability to deliver comprehensive RPO and employer branding services that not only standardize recruitment processes across multiple locations but also enhance an organization’s employer brand in challenging markets. The success of this project demonstrates PRODENSA’s expertise in developing flexible, data-driven recruitment strategies tailored to the specific needs of each site, ensuring high-quality hires and efficient recruitment processes.

Table of contents

Overview

The CLIENT, a major player in the Aerospace and Building Automation industries based in the U.S., sought to standardize their recruitment process across multiple sites in North America. They required a flexible recruitment model adaptable to the unique demands of each site while also aiming to promote their employer brand in key cities where they were not well‑known as an Employer of Choice. The goal was to improve the quality and speed of the CLIENT’s recruitment processes, particularly for operative and technical staff, while enhancing their presence and reputation in targeted labor markets.

Project Stages

Analysis

PRODENSA began the project with a comprehensive analysis of the CLIENT’s existing recruitment processes and labor market conditions in each of the key cities. This stage involved gathering insights through market intelligence research and understanding the unique requirements and challenges faced by each site. The analysis provided a foundation for developing a tailored recruitment and employer branding strategy.

Kick‑Off

With a clear strategy in place, PRODENSA initiated the full‑scale Recruitment Process Outsourcing (RPO) across 11 sites. A central project management structure was established to oversee the recruitment efforts, ensuring consistency and quality across all locations. A unique labor task force was assigned to each operative region, comprising a talent acquisition specialist, a selection and evaluation specialist, and a back‑office team focused on market intelligence and employer branding.

Hyper‑Care Period

Following the kick‑off, a hyper‑care period was implemented to monitor and fine‑tune the recruitment processes. During this phase, PRODENSA closely tracked the effectiveness of the recruitment strategy, adjusted the approach as needed, and ensured that the CLIENT’s expectations were met in terms of speed, quality, and Brand promotion.

Challenges & Solutions

  • Lack of Labor Market Understanding: The CLIENT faced challenges in understanding the labor market dynamics in different cities and how to approach recruitment strategically.
  • Solution: PRODENSA addressed this by producing a series of detailed market intelligence reports, providing the CLIENT with the necessary data to make informed decisions. Additionally, an operative structure was defined to cater to each site’s unique needs, ensuring that recruitment strategies were tailored to the local context.
  • Standardizing Recruitment Across Diverse Sites: Implementing a standardized recruitment process that could adapt to the varying needs of multiple sites was a complex task.
  • Solution: PRODENSA developed a flexible operative team model that could adapt to the specific demands of the industry and the company. This model was supported by data‑driven decision‑making, allowing for real‑time adjustments based on market trends and site‑specific requirements.

Project Outcome

The collaboration resulted in a successful full‑scale RPO implementation across 11 sites in North America, with each site receiving tailored support from a dedicated talent acquisition team. PRODENSA’s approach led to the hiring of over 4,000 technicians, with an impressive Time to Fill (TTF) of just 5 labor days. The quality of hires was consistently rated 4+ out of 5, and the diversity ratio within the workforce improved, contributing to a more inclusive work environment.

The employer branding efforts also paid off, significantly enhancing the CLIENT’s reputation in key labor markets, making them a more attractive employer for operative and technical staff. The CLIENT provided very positive feedback on the project’s outcomes, particularly noting the adaptability and effectiveness of PRODENSA’s recruitment strategy. The project has been ongoing for five years.