Why they needed Precipio: A division of a major financial services software company was spending a lot of money on outside fees for their recruitment and not seeing the results they wanted. They asked us to help them develop a better way of recruiting.

What we did: The first thing we did was interview the company’s staff about their current process and how they felt it was working. Then we benchmarked their process by comparing it to industry “best practices” and metrics. From this data, we were able to identify gaps in their process and areas where they needed to improve. We created a strategy to improve their process and staff levels to meet their recruitment needs.

The results: Based on our recommendations, the director hired additional recruitment staff and brought more of the recruitment process in-house. They also made other additional changes to their recruitment process according to the strategy we had created for them. The changes resulted in a reduced cost per hire and increased candidate quality.

Why they needed Precipio: A global consulting firm was in a rapid growth phases at its Huntsville, AL office. Though the firm had been in the area for many years, it had not experienced such a rapid growth plan and needed additional recruiting support.

What we did: We helped institute the firm’s already strong recruiting process and worked with the hiring managers and recruitment leadership to identify the correct skills and staff levels needed to support the business. Working with the client's recruiting team we assisted in establishing and implementing an office recruiting strategy consistent with the firm’s recruitment goals. We provided an in-house contract recruiter to conduct the recruiting for the firm.

The results: This resulted in the office growing from approximately 55 employees to over 200 in less than four years.

Why they needed Precipio: A chamber of commerce organization knew that in order to be prepared for the influx of new jobs coming to the area through a Base Realignment and Closure (BRAC) decision, they would need to create a workforce recruiting strategy to attract skilled workers from other areas of the country.

What we did: We developed a BRAC Workforce Recruitment Plan for the chamber that helped outline what skill sets were needed, what types of people to recruit, and where the chamber should focus their efforts. By analyzing demographics, unemployment rates, and other data, we were able to identify skill clusters around the country. These skill clusters were cities that had a high concentration of workers whose skill sets matched those needed to support future BRAC-related jobs. We then created an actionable workforce recruitment plan for the community to use to attract the targeted candidates to the area.

The Results: As part of the workforce recruitment plan, the Chamber has hired employees to directly handle the recruitment process, has begun marketing the region to the target areas, and has engaged college and universities to recruit future workers.