Here are a few examples of how Ledgent can bring positive changes to your own organization, and transform your perception of what a staffing partnership is all about.
Case Study #1
Differing hiring objectives among key client players
Ledgent accepted an order from a Human Resources Manager to fill a Payroll Accountant position. HR wanted to be in complete control of the resume/interview coordination process. The Accounting Manager, who ultimately makes bottom line hiring decisions for his department, didn't want to be contacted. Consequently, candidates who appeared to be exact matches for the job description provided, were rejected by the Accounting Manager. The position remained open for weeks.
Ledgent scheduled a Process Adapt with the HR Manager, and suggested that the Accounting Manager take part as well. The objective was to allow the Accounting Manager to see first hand how much care and effort was going into finding the perfect candidate. Ultimately, Ledgent team members hoped to gain the perspective of the actual department head in hopes of uncovering the missing link.
The meeting took place as scheduled. The picture painted by the department head was completely different than that of HR. Ledgent team members discovered that the original job description was provided by the HR manager, who had minimal accounting experience. Both perspectives were taken into account, and team members revised their search efforts. In turn, they identified the perfect candidate and filled the position within a week.
Case Study #2
Extremely busy department head who wants to be involved in hiring process
Ledgent team members were faced with the challenge of presenting candidates to a department head who was extremely picky and had negative experiences with other staffing companies. She wanted to conduct all interviews, however, barely had time to do so. Team members lined up highly qualified candidates for a hard to fill position, but by the time department head could find time in her schedule to conduct an interview, the candidates had found employment elsewhere.
Ledgent introduced the department head to VideoSelect, the company's proprietary online interviewing tool. Team members proposed presenting candidate's VideoSelect profiles, resumes and Excel test scores all at once via email. After viewing the 3-minute video profiles online, the department head could then quickly take the hiring process to the next level by asking selected candidates to submit writing samples via email. Candidates who measured up would be scheduled to start the next day. If the department head wasn't happy with one of them, she wouldn't be billed for the time worked.
The department head agreed to give VideoSelect a try. In turn, Ledgent team members were able to streamline the hiring process by presenting candidates more efficiently and, in turn, candidate retention increased. Ultimately, the client realized that her original hiring process wasn't working out due to her own time constraints. By allowing Ledgent to implement VideoSelect into the hiring equation, she can now focus on production.