Because client renewals were coming up, Adam was determined to get the right employees as soon as possible and therefore, he agreed to follow our process.
GROWING COMPANY IN THE TECH SECTOR
20 - 99 EMPLOYEES
7 FIGURES IN REVENUE
By Carine Lacroix
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We had two working sessions: 1)To understand WOW’s vision, mission and objectives and how they relate with the workforce dynamic; 2)To confirm the need to hire for the roles and understand the responsibilities and tasks that will be attached to the roles as well as the potential impacts of the roles in the organization.
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We reviewed current job descriptions for the roles to determine alignment with what was discussed with Adam during our working sessions.
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We reviewed market data to determine competitive rewards for the roles (compensation, health and dental coverage, vacation, etc.)
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We agreed on a range of base pay for each role and maximum vacation entitlement per hire. As well as other potential perks.
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We designed and created new appealing job descriptions and started sourcing candidates.
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We conducted prescreening interviews to determine skill-fit, organization-fit, culture-fit, compensation-fit and most importantly the candidate’s passion for the role.
The outcome of our approach was very refreshing for our client.
1. In a very short period (3-4 weeks), we were able to introduce to WOW a handful of qualified candidates
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WOW was more than impressed by most of them and moved the majority to the next round of the interview process.
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They were such a good fit that our client never stopped praising about how good they were.
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2/3 of these candidates have been in the company for more than a year now and that was a first for WOW. Before working with Reneshone, the average job tenure of employees coming from a recruitment agency was between 3-6 months whereas our candidates have both been there more than and a year and counting. In addition, the only one employee that we brought who left, did so due to personal circumstances not related to a lack of “know-how” or chemistry with the team.
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The recruitment firm that they were working with was charging them a percentage of the base pay per hire. We don’t charge our client based on that formula.
Adam has been so satisfied by our service that a year after this mandate, he contacted us again to help him with a new role. We were able to source him a new exceptional employee in a monthand this is what he said to us 3 months after the onboarding of that new hire: “Mike is doing exceedingly well. He is ahead of plan with his onboarding and is actively contributing to our efforts. Another A+ candidate. You’re magic!”
This case illustrates the strategic and tactical approach we take to transform your workplace, so you optimize your ability to attract, retain and engage great talent in a competitive marketplace within your budgetary constraints.