Jump Starting Talent Initiatives: RPO Solutions For A Tier 3 Defense Contractor That Supplies The Aerospace Industry

ROI Facts

  • 300 to 800 North American Annual Hires
  • Improved Time-to-Submit Qualified Candidates
  • Improved Interview-to-Hire Ratio & Reduced Time-to-Fill
  • Reduced Client's Loss of Productivity from Unfilled Jobs by 1.4 Million During a 2 Year Period

What DZX Brought To The Table

  • Effective Full-Talent Life Cycle, End-to-End Recruitment Process Outsourcing Solution
  • Consultative, problem solving, high-touch approach
  • Talent Acquisition Expertise
  • Dedicated recruitment team with functional and industry experience
  • Effective Transition Process that Facilitated Shift from Incumbent RPO Provider
  • Proprietary Technology Stack with Artificial Intelligence and Machine Learning
  • ATS Optimization
  • OFCCP Compliance through Effective Technology

Degree of Difficulty

  • Difficult-to-fill technical positions with detailed job requirements and a limited qualified talent pool in a defined market
  • Compensation packages were on the low end competitive
  • Lacked an employment brand
  • Inefficient recruitment process

The Dilemma

An electronics/semi-conductor manufacturer with more than 10 locations supporting the aerospace and defense industry was facing several challenges. Those challenges included filling very specific technical roles, a lack of reporting capabilities, a poor employer brand and more.


One of the key challenges was filling highly complex roles in hard-to-fill markets where qualified candidates were limited. Some of these positions included radio frequency engineers, technicians and assemblers, as well as corporate roles from marketing to finance. Sourcing qualified talent was difficult since the client preferred candidates who had industry experience and those who did not require relocation assistance.


The client’s employer brand was poor which hampered candidate marketing and messaging campaigns. Their existing salary ranges were lower than competitors and there was an inefficient, poorly defined talent acquisition process in place. The process was negatively effected by lengthy decision timelines and process inconsistencies, all of which increased compliance risk.


There was no formalized sourcing strategy to engage talent. Plus, the client lost their Taleo ATS once the incumbent RPO provider was removed, which meant all historic recruitment data was lost. The replacement ATS was not configured to support a fluid, candidate friendly hiring process. Finally, reporting and business analytics to monitor overall program performance were limited which resulted in a lack of insight into program activity and results. All of these factors created a talent acquisition environment plagued with long lead times, high costs and frustrated managers and candidates.


The Strategy

To address these challenges, DZConneX (DZX) immediately instituted a multi-faceted transition plan that included a dedicated Recruitment Sourcing Team.


Our recruitment team focused on identifying qualified passive candidates who weren’t applying to traditional job postings. We swiftly embedded some of the delivery team “in market” at high-volume locations to better service the client and engage local talent. We took over the responsibility of creating requisitions, posting positions, generating leads, interviewing candidates, scheduling and managing client interviews.

Our overarching sourcing strategy was tailored to each individual requisition and focused on enhancing the employer brand. We initiated a market analysis to determine the appropriate strategy, leveraged artificial intelligence and targeted advertising, and applied intensive direct passive sourcing techniques when necessary. DZX developed a lead generation program targeting passive talent and leveraging competitors, associations and specialty groups in order to create specialized talent pools.


In addition to targeted sourcing, the team focused on building relationships and brand recognition by increasing our involvement in the community. We held hiring events and jobs fairs, both on-site and virtually, and developed a talent pipeline for higher volume, repeatable skill sets. Through specialized sourcing tools, we also developed a formalized Veteran Recruitment Program.


DZX conducted focus groups with candidates, new hires and employees validating the client’s EVP and brand. The validated EVP and brand were redeployed to engage candidates and to demonstrate to new hires why they should select our client as their employer of choice. DZX collaborated with the client's marketing team to refresh the brand and repurpose existing marketing materials to be better utilized in the talent engagement process.


Additionally, DZX created detailed reports that drove ongoing client visibility and communication related to source of talent, fill rates and other total talent analytics. The reports also showcased trends, successes and opportunities. This consultative approach helped transform the talent acquisition process. The approach also included strategy discussions during the intake calls with hiring managers where we reviewed alternatives, such as engaging candidates with differing levels of experience and potentially increasing compensation based on the market analysis. In the end, DZX was providing ongoing consultative support, improving compliance and enhancing the entire talent program.


The Impact

As a result of DZX’s customized Full-Talent Life Cycle solution, our client benefited in many ways. First, there was a significant improvement in time savings – time-to-fill was reduced by 30%. The client had developed an internal measure estimating a total cost of vacancy to the organization associated with an unfilled position.

Based on their own estimates, improvement driven by the DZX program equated to $1.4 million of savings during the first 2 years. The implementation of a defined and consistent talent acquisition process led to additional improvements as well. Qualitative measures such as submit-to-interview and interview-to-hire ratios improved by 65% and 45% respectively. Cost-per-hire for the client was reduced by more than 50%. For the first time, an optimized process was being consistently applied across the organization, helping the client meet their compliance objectives.

Industry Fast Facts

Average industry growth 2015 to 2020: 0.6%

Market Size: 73 Billion

Industry Employment: 1.9 Million


Current Spending amounts to about 3.5% of Gross Domestic Product

TOP IT contractors generated most of their income from defense contracts

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