Beauty Behind The Beast: RPO For A U.S. Conglomerate 

ROI Facts

  • 10 compliance audits per month 
  • Cross trained teams across 5 business units  
  • 13,000 offers per year 
  • 20,000 vacancies posted per year 
  • 4 innovation teams built per year 
  • 5% increase in e-offers 
  • 5,000 external background checks per year 
business documents on office table with smart phone and digital tablet and stylus and two colleagues discussing data in the background

What DZX Brought To The Table

  • Recruitment Process Outsourcing
  • Highly-skilled talent

Degree of Difficulty

  • 9/10
  • Tens of thousands of positions needed to be filled per year
  • Need for greater spend insight

The Dilemma

A multinational conglomerate involved in many different industries across the globe was having trouble identifying and attracting top talent to work at their organization. As a global leader who researches efficiency, it was ironic that their internal talent acquisition processes were not being executed efficiently. This company needed immediate assistance attracting a high volume of talented individuals, so they called on DZConneX's (DZX's) experts to overcome their talent acquisition challenges. 


The Strategy

For a project of this size, DZX's team of about a dozen recruiting experts decided that a full Recruitment Process Outsourcing (RPO) program would be the best solution for our client. Our dedicated teams used their extensive experience and expertise to push out up to 13,000 job offers and 20,000 job postings per year as their RPO provider. 10 compliance audits are conducted each month to ensure every step of the process is compliant with all client needs. Using DZX’s ingenuity combined with our high-touch, personalized approach, the team never failed to meet expectations and adapted to changes in market factors at a moment’s notice.


The Impact

DZX was able to seamlessly deliver scalable hiring efficiencies to a company whose specialty lies in the development of efficient products. By assembling a team of total talent professionals capable of diverse, high-volume candidate identification and acquisition, the client remains focused on its customers while DZX remains focused on hiring. Some of our notable accomplishments serving this client include a 5% increase in e-offers, 5,000 external background checks executed per year, and 4 innovation teams built per year. With a DZX team capable of scaling up or down by thousands of job postings and offers means there’s never a question regarding whether or not our client will be able to meet their talent acquisition needs.


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Our client, a multinational conglomerate, was operating in many different industries and working on a seemingly infinite number of future-focused initiatives, high-demand projects and everyday tasks critical to maintaining their customers’ status quo. With all of these responsibilities to handle, it’s understandable that some aspects of business could get lost in the shuffle. For a company such as this – one with a tremendous amount of research shoveled into efficiency, maximizing output and minimizing input – it’s somewhat ironic that it needed help to make one of the most important aspects of its business – identifying, retaining and paying the people who work for it – more efficient.

While attracting top tier talent was never and would never be an issue for a company with eyes set so far into the future and hands touching more lives than nearly any other corporation, it can still be difficult to create an internal team as skilled at finding the best talent available as this organization needed. And recruiting teams must do more than just find talent, they must attract them to the company and close the deal with an employment offer.

It’s certainly possible that a company with arms in energy, transportation, aviation, financial services, global R&D, healthcare, and everyday personal needs would be able to recruit quality talent on its own, but it's unlikely they would have the tools and experience necessary to do so consistently and efficiently. That’s why these experts in nearly all else, turned to the experts at DZX to handle what DZX excels at – the talent acquisition process.


Delivering Efficiency With RPO

A full Recruitment Process Outsourcing program requires more than just average recruiters; it requires recruiters with diverse skillsets and expertise recruiting in the variety of industries they’re looking to find potential employees. They need to be able to identify, attract and retain diverse talent across many different positional needs. Additionally, these specialists needed to fill these roles quickly, sometimes in as little as 24 hours or less, increase the quality of the candidate pool, provide insightful metrics and reduce client costs.

With a talent acquisition team that ranged from 11 to 17 experts depending on client needs, team turnover (many younger recruiters worked their way up the ladder quickly or went to work for the client directly) and breadth of the job, DZX’s recruiting team makes an average of 13,000 job offers per year to candidates in the aviation, transportation, oil and gas, energy management, and power and water industries. That equates to a little over 1,000 job offers per month for a team of about 15 individuals to fill. Additionally, for about 5,000 of those 13,000 offers, DZX also handles the external background checks necessary to ensure the client’s qualifications are fully met.

For a client as massive as this one, more than 20,000 job vacancies need to be posted per year in order to fill all of those positions. Up to 85-95 job offers or 150-200 job postings per individual recruiter each month may be a lot to handle, but it’s a challenge that DZX willingly takes on and executes efficiently.

Each step along the way, DZX leaders worked to streamline the process and discover efficiencies wherever possible. Operating in tandem with the client, DZX delivered our personalized, high-touch approach even despite the tremendous quantity of positions that need filling. In addition, each of DZX’s recruiters for this client is cross trained on all of the business lines DZX supports, not only the one they may be supporting at any given time. This prevents the client from ever feeling the negative effect of a DZX recruiter being unavailable for more than a few hours.

Through its partnership with DZX, the company was able to extract the most out of every one of its labor budgets while concurrently increasing the employee skill level of every business segment to which DZX provided support. Because of DZX’s unique access to highly sought-after, hard-to-find talent, new talent was more qualified, more productive and more aligned with company culture and style than ever before. Our client could trust DZX to not only find a candidate, but to find the right candidate for any and all jobs.

Furthermore, if an aspect of the talent acquisition process requires a change to make it run smoother, easier to navigate or more transparent – even if that change is necessitated by the experience of just a single recruit – DZX will work with our client to make the talent acquisition method a perfect one. One of DZX's top priorities is to acknowledge and take action on any comment received from the client, ensuring client satisfaction.


Innovations And Savings

As a company whose engineers, developers and leaders are constantly looking for ways to use their ingenuity to make life better, the client needed innovations from its recruiting teams as well. Over the course of a year, DZX develops four innovation teams for the client tasked with discovering new advancements and improvements in the way they perform everyday tasks.

With employees all across the globe whose responsibilities require regular travel across borders and overseas, the client required a process for efficiently placing talent from one country at a facility or workplace in another country. Together with the client, DZX’s innovation team developed a process to manage these employees and the hiring process safely and effectively without burdening the client with too many tedious details. With the insight only DZX can provide, the transient talent acquisition processes changed from cumbersome to convenient.

DZX's experts also conduct 10 compliance audits per month to ensure each step of the process is compliant with all client needs. As there are 7 different state compliances that need to be considered in addition to the client’s specific requirements in Executive Credit Checks Audits, Offers Compliant Audit and Hiring from the Government Audit, constant updates are critical. These audits are reported to the client on a quarterly basis with a consistent success rate of at least 95%.

Additionally, DZX has brought the entirety of the client’s talent acquisition process into the digital age by transitioning it to a completely electronic process. While the client’s previous filing system required that an entire physical paper folder be created for every candidate receiving an offer, DZX’s innovation team saved space,  time and costs, eliminating nearly $30,000 per year in office supplies. These newly digital processes strived for  efficiency and protecting the environment. 

Throughout this long relationship, DZX has been a trusted partner to the client, consistently delivering on all recruiting fronts and providing the company with new efficiencies and innovations along the way. It’s a relationship that continues to grow and prosper as DZX remains their go-to talent acquisition expert.


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