Project Summary: Interim Recruiting Professional
 

The Client Profile

• A global leader in investment services with over $115 billion in managed assets
• Initiated layoffs in HR and recruiting to reduce overhead in response to the industry meltdown in the fall of 2008
• Needed to consolidate operations at headquarters but unexpectedly found themselves short of nearly 30 positions that could not be relocated

The Client's Issue

During the recent financial crisis, our client made dramatic cuts in both its Human Resources and Recruiting functions. Several months later, while consolidating a trading services division into its Chicago headquarters, the HR team managing the transition process realized that there was no one left to recruit and backfill nearly thirty critical positions that could not be relocated to headquarters.

The talentRISE approach

We assigned a seasoned interim recruiting professional with extensive industry contacts in the local market to quickly source, screen and present qualified candidates for these newly created positions. The talentRISE interim recruiter was tasked with:

• Leading a recruiting effort scaled initially from less than10 hours/week to over 40 hours/week when hiring needs accelerated as the consolidation neared completion
• Tracking and reporting key metrics which were critical in managing the project and the client’s hiring expectations
• Developing customized screening questions to accurately assess talent quality for each role
• Managing the expectations of hiring managers who were initially resistant to working with an outside vendor and within a structured process. Our consultant’s sense of urgency, enthusiasm and positive attitude helped overcome these challenges
• Communicating openly and frequently during weekly status meetings and after interview feedback sessions with hiring managers
   

The Results

• Over 30 critical positions were a filled on time (within four months) and within budget
• Significant improvements were made in the screening and selection process
• No third party search firms were used, saving the client over 50%
• The bar was raised on candidate quality for select entry level roles
• Applicant tracking technology needs and compliance risks were identified and shared with HR to consider for future improvement