Opportunity
LS is a significant , special consulting & engineering firm with revenues >$15 Million. At the point of our engagement, the company had just exceeded the 50 employee mark. That threshold triggered the need to comply with multiple, additional regulations , a challenge exacerbated by limited internal HR and recruiting resources. Moreover, the firm faced fierce competition for a very limited pool of candidates qualified to meet the special skill sets required to excel in their specific industry. In addition, the company faced unique challenges to retain and support valued aliens, who were employed with the restrictions of various work visas. Their local market enjoyed one of the highest employment rates in the US.
Action
Our charter was to identify, attract and recruit an additional 20 professional consultants in one calendar year and develop a comprehensive strategy to facilitate the anticipated, continuous growth in headcount moving forward. We engaged in a one year consulting contract, were temporarily integrated in the corporate operations, and conducted or participated in various trade shows.
Result:
At the conclusion of the project, the recruiting objectives were met and headcount was increased by 20 professional engineers. The previous hiring policies were reviewed, evaluated and revised. Legal counsel was engaged to review new hiring processes, and “best recruiting practices” were identified and incorporated (e.g. exit interviews, pre/post trade show marketing, ongoing communication program with potential candidates, Social Media connection to potential candidates, revision of reference/background-check timelines, etc.). We implemented internal networking with the current consultant base.
We devised a series of marketing communication tools (e.g., revision of corporate website; that is being updated regularly; a mobile version of the website was launched; collateral targeted to specific candidate groups, etc.). A “boot camp” to train internally developed consultants is scheduled to take place semiannually, and finally, a full-time, on-site corporate recruiter was hired.
We would be glad to share details of our work without identifying the client’s name or specifics which would allow identification of the company or its competitors.
