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Case Study: RPO For A Chemical Manufacturer

Ashley Keaveney
Case Study: RPO For A Chemical Manufacturer

Science graphic against chemists in protective suits workingThe $801 billion chemical industry is responsible for providing the chemicals used in many of the products we use everyday, whether we realize it or not.  This essential industry employs more than 800,000 people in the U.S., but the availability of qualified talent to fill open positions is scarce. Not just anyone is fit to work in this complex industry, so many of these niche positions can be difficult to fill. 

One of DZConneX's (DZX's) clients, an international chemical manufacturer, was facing this talent acquisition challenge. The positions they needed to fill were high-paying; 80% of their open positions offered an annual salary of at least $100,000. Considering our client's open positions would pay well, there should be a talent pool eager to work for them. They just needed help from a talent expert, DZX, to identify and attract the best talent to meet their needs. 

 

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The Dilemma 

DZX was tasked with finding qualified talent in the marketing, sales and regulatory fields for our client. It was common for jobs in this industry to be difficult to fill, and our client set strict budgetary parameters for us to engage in talent acquisition which made the already difficult process even more challenging. Additionally, our client's previous talent partner had an inefficient Recruitment Process Outsourcing (RPO) program in place, proving detrimental to talent acquisition and the overall structure of the client's organization. DZX's experts needed to provide a complete overhaul of their talent acquisition and management processes in order to lead our client to success. 

 

The Strategy 

Our talent experts immediately pinpointed the previous RPO provider's inefficiencies and introduced our unique RPO solution to meet their total talent needs that the last provider was missing. Our plan focused on engaging with qualified passive candidates which our client had been previously overlooking. It was paramount to transform how our client engaged with talent to showcase the company's most attractive features. We also provided rigorous training to our client so they could easily adapt to the newly-implemented program moving forward. Outstanding specialized recruiters with chemical industry knowledge were also brought into their company to attract the best talent in the industry. The recruiters experience in this complex field was a catalyst to our talent acquisition success. 

 

The Impact 

With our new program in place, our client saw a near-perfect offer acceptance rate for candidates who were offered a position. Job acceptance rates soared to 98% almost immediately with the implementation of a standardized job offer process and an employment value proposition plan. One of the keys to our success was introducing cost-effective practices that eliminated a dependency on expensive agency hires. Our unique solution improved our client's business model, capitalized on efficiencies, and cut costs while still striving toward optimization. Instead of waiting for top talent to find their company, DZX transformed how they attracted talent by accelerating their engagement efforts to find active and passive candidates alike. 

 

To read more about how this successful partnership has grown and continues to flourish today, check out the full case study here. 

 

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