Challenge:

A leading manufacturing company faced significant challenges with its existing workforce management strategy - a nationally recognized staffing agency - resulting in:

• High turnover rates: Frequent employee turnover led to disruptions in production, increased training costs, and decreased overall productivity.
• Inconsistent quality: The fluctuating quality of contract labor impacted product quality and customer satisfaction.
• Limited data insights: Lack of real-time data on workforce performance hindered proactive decision-making and strategic planning.
• Dependence on external providers: Reliance on a third-party agency limited the company's control over workforce management and increased operational costs.

Solution:

The company decided to restructure its recruitment operations and transition away from the national staffing agency. A dedicated in-house team was established, led by a seasoned market leader and recruitment professional. This team:

• Oversaw the management of 50+ contractors across production, logistics, quality assurance, and engineering departments operating on a 24/7 schedule.
• Collaborated closely with C-suite executives to understand critical business objectives and align recruitment strategies with overall company goals.
• Implemented innovative strategies to improve employee attendance, performance, and retention, including:Targeted recruitment campaigns: Attracting qualified candidates with specific skills and experience relevant to the company's needs.
  Enhanced onboarding and training programs: Improving employee engagement and reducing early attrition.
  Performance-based incentives: Motivating employees and rewarding high performance.
  
• Leveraged data analytics:Developed robust data tracking systems to monitor key performance indicators (KPIs) such as employee turnover, attendance rates, and productivity.
  Utilized data analysis to identify trends, predict future workforce needs, and make data-driven decisions to optimize staffing levels.
  
• Built strong relationships with local community colleges and vocational schools to develop a pipeline of skilled talent.

Results:

• Significantly reduced employee turnover: By focusing on quality of hire and employee engagement, the company achieved a substantial reduction in employee turnover rates, leading to increased stability and productivity.
• Improved workforce quality: The focus on rigorous screening and selection processes resulted in a higher quality of contract labor, leading to improved product quality and customer satisfaction.
• Enhanced operational efficiency: Streamlined recruitment processes and improved data analysis enabled the company to optimize staffing levels and reduce operational costs.
• Increased control and agility: By taking control of its own workforce management, the company gained greater flexibility and responsiveness to changing business needs.
• Reduced reliance on external providers: Successfully transitioning away from the national staffing agency resulted in significant cost savings and increased control over workforce management.

Conclusion:

By implementing a data-driven approach to recruitment and focusing on building a high-performing workforce, the company achieved significant improvements in its operational efficiency, employee retention, and overall business performance. 

Executive Summary

A recent acquisition left a plastic, packaging, and container manufacturing company lacking internal hiring resources. The company needed to hire a new HR manager, network engineer, business system analyst, and temporary AR staff quickly. They turned to Allium's virtual hiring team for help.

Background

The company is a leading manufacturer of plastic, packaging, and containers. They have five (5) locations in the United States and employ over 200 people with annual revenues of $131 million. In 2022, they were acquired by a larger company.

As part of the acquisition, they needed to rightsize their IT department and strengthen their Security Operations Center. They also wanted to convert their paper-based processes to digital.

Problem or Issue

The company did not have the internal resources to handle all of its hiring needs. They needed to find a way to hire four new employees quickly and efficiently.

Findings

Allium's virtual hiring team was able to help the company hire four new employees within three weeks; two focused on Technology, one in Accounting, and an HR Leader. Using Allium's services, the company saved over $20,000 in hiring costs. It was more cost-effective than hiring an Internal Recruiter with a salary and benefits.

Conclusion

Allium's virtual hiring team was a valuable resource for the company. They were able to help the company quickly hire four new employees and are now the premier recruiting service they partner with as their growth continues.

Recommendations

“From an employer standpoint, Allium acted as an extension of our team for recruiting. They are the best at capturing and understanding the roles we are trying to fill and putting those qualified candidates before us.”

Executive Summary

A global management platform company that helps manage risk entered into a new business venture requiring them to build their first mobile application.

Allium was selected as an approved staffing partner to assist with building out their first mobile engineering team and fill key leadership roles for the Products Team, who would support this new mobile application.

Background

The company is a leading provider of data-driven products and services that help manage risk. They have 500+ employees and an annual revenue of $750 million. They were recently named Top Workplaces USA 2023.

Problem or Issue

The company needed to quickly build out the new teams, both leadership and engineering positions. They turned to Allium's virtual hiring team for help.

Findings

Allium's virtual hiring team identified and placed qualified candidates within two weeks. This rapid turnaround minimized project delays and maximized valuable production time.

Conclusion

Allium's virtual hiring team proved to be a valuable asset for the company. By efficiently filling critical leadership and engineering roles, Allium enabled the company to swiftly launch their mobile application development initiative. Impressed with the results, the company now relies on Allium to fill open IT positions on an ongoing basis.

Candidate Experience

One of the candidates who was hired through Allium's virtual hiring team shared their experience:

"I can't say enough about Allium and my experience with Chris in finding a job. I was dealing with my team and myself being laid off, and Chris reached out to me purely by chance, and the timing couldn't have been more perfect.

I had never used a recruiter before in my life. But I had a gut feeling that Chris (and Allium) was different. Not only was he genuinely concerned about my situation, he took the time to understand my role and what I was looking for.

I was informed throughout the entire process, starting with how they work and do business, and received regular check-ins at key moments during the interview process. I even recommended them to my co-workers affected by layoffs and other friends looking for jobs."