The Situation

A highly specialized global manufacturer recognized the challenges in sourcing new talent. Many of their expert knowledge workers and long-time professionals were retiring. They were concerned with losing intellectual capital without bench strength to backfill the talent required. The company engaged inTalent Consulting Group to identify the talent deficits, develop a global sourcing strategy, and build a tactical plan for developing an external talent pipeline.

The Challenges

Given its global reach, the company’s personnel demographics and staffing requirements were exceedingly diverse. Entry-level positions required different approaches and strategies than executive and middle management roles. The understanding of those nuances was critical to the overall approach to sourcing and its ultimate success.

The inTalent Solution

Since positions within the company were highly technical, the inTalent team conducted leadership interviews, reviewed job descriptions and postings, assessed past and current open requisitions, and reviewed previous sourcing tactics.

Through the interview process, we became familiar with the specific manufacturing environment/industry, the specific job functions, organizational structure, and required competencies. We provided a summary of specialty skills and experience required.

Deliverables included a report with sourcing strategies and tactical plans for each R&D position from entry-level to senior management and research on the company’s competitors recruiting strategies. We provided a comprehensive sourcing strategy as well as an annual plan for sourcing execution.

The result: due to inTalent’s creative sourcing strategies, the executive sponsor became aware of and educated on the external talent marketplace, and developed an appetite for topgrading.

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