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Tag: Candidate Identification

Fortune 100 Retailer Expands Corporate & Store Management Talent Pools

Written by amanda on . Posted in Customer Stories.

Client Challenge

The U.S. Division of a Global Retailer was falling short of its aggressive recruiting goals in critical retail-specific leadership and flagship store management roles.

Further, owing to low turnover, Division leadership felt that the group had lost touch with the external talent market in their industry and sought to develop benchmarks for talent practices among their key talent competitors.

Our Solution

DoubleStar’s Research Team partnered with our client’s HR leaders to identify target talent pools in key competitors, build targeted recruiting databases, conduct research to determine talent practices (including compensation models, promotional paths, career development opportunities, and benefits program details), and develop talent maps of competitors’ organization structures and hierarchies.

To gather this data, our team used web-based sources to identify potential candidates, executed outreach and engagement initiatives, conducted one-on-one interviews, and integrated talent information from a variety of external sources to develop the following deliverables:

  • A talent map of this client’s top 5 competitors, including org structures and complete lists of employee names and titles
  • Job descriptions and compensation structures and practices for all targeted roles
  • Talent management information for all roles and career paths
  • A recruiting database of prequalified prospective talent for use in current and future direct-recruiting initiatives

Business Impacts

Our client utilized the talent management information to adjust their employment proposition to become a more attractive destination for top talent looking to accelerate their careers. They also adjusted internal talent management practices to increase their market competitiveness, resulting in increased employee satisfaction and engagement and a decrease in annual attrition rates in key roles.

The recruiting database was used as the centerpiece of a recruiting initiative that targeted filling 30 key roles in the following 4 months. Sixty-five percent of those hires were sourced through the database, saving an estimated $450,000 in agency fees and other recruiting costs.

Acute Care Hospital Creates Targeted Direct Recruiting Initiatives

Written by amanda on . Posted in Blog, Customer Stories.

Client Challenge

An acute care hospital was having difficulty filling RN roles, and with more requisitions opening each week, they were falling further behind. They knew they needed to change their approach to their market but didn’t quite know how to attack the problem.

Our Solution

DoubleStar partnered with the client’s TA leader to analyze the problem and generate new solutions. The hospital employed about 1,800 RNs but had very little market intelligence about the remaining 4,500 RNs who lived in their county. As a first step, DoubleStar’s Talent Intelligence team developed a database of all RNs in the hospital’s county and close-in areas outside of the county. This database enabled us to create a ZIP code–specific view of the local RN population to determine RN market size by ZIP code. We then combined that data with hospital data on their current and former RN workforce.

With this data, we could determine the hospital’s market share of RNs in each ZIP code, and more importantly, how many RNs were available to be hired in each ZIP code. The hospital was able to use this information to build targeted recruiting campaigns, such as open houses, meets and greets, and outdoor advertising in new ways, knowing that their investments were highly targeted and more likely to be reaching their intended audience.

Business Impacts

Armed with a targeted list of RNs and a ZIP code–based market-share analysis of the regional RN talent market, this hospital was able to increase RN attendance at its recruiting events by 40+%, decrease its time-to-fill for RN openings by 3 weeks, and develop a pipeline of pre-qualified RN candidates for future recruiting needs.