Challenge: Global operations experiencing difficulty in identifying key skill sets uncommon in third-world countries where they are required by governments to balance cultural and gender diversity; Time to hire/fill ratios extending beyond 75+ days
- With time to fill ratios extending beyond 75 days because of talent sourcing challenges they traditionally experienced in some of the less economically stable countries in which they operated, Client identified that they required a global approach to its talent sourcing underpinned through its channel marketing partners. As a Global employer, Client had a legal responsibility to monitor and report on EEO commitments in order to maintain their viability for these operations.
- In beginning analysis of other market trends and nuances, they realised they needed to put significant focus on Big Data principles to proactively identify the area/s most likely to meet with local talent shortages. Because the information available to them in these locations was often outdated, the talent acquisition team was unable to obtain a real-time reporting in order to develop the required talent pipeline and reduce unacceptable time-to-fill rates. They also had limited visibility of the competency frameworks that needed to be established in order to underpin a proactive sourcing strategy.
- A comprehensive review of their existing problems and contractual requirements resulted in the change-out of their existing platform which was not delivering the appropriate sourcing channels, lack of reporting and analytical data around gender/ skills etc. Further breakdown of their talent acquisition team’s activities on a quarterly basis enabled prioritisation against other HRIS data to identify the cost of core activities and interactions and corrective actions to deliver on contractual obligations.
- This increased forecasting capability enable forward planning of community engagement initiatives and other strategies to ensure they were building talent pipelines within the categories of employees required by their operations, as well as the EEO covenants of their government contracts.
- Strategic partnerships with talent channel organisations including universities, professional industry groups and government employment bodies to boost organisation profile within talent categories in difficult to fill role locations
- 27 days reduction in time-to fill rates for South America, Equatorial Guinea, and South East Asian operations
- Reduction of Compliance Breach notices for EEO contract obligations by 18 %
- Successful tendering to commence additional operations in developing countries based on talent acquisition strategy and market visibility through market edge Big Data analytics tool.
Client is a Global Mining and Resources industry organisation, with operations in Australia, North & South America, Equatorial Guinea, Mongolia and Canada. With a 60,000 strong workforce across the full range of technical and professional categories of employment, Client is a prominent supporter of Local Hire initiatives to contribute socially and economically to the environments which they operate.