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Our client is a Global Aviation Company with 30k+ employees world-wide.
After a hiring freeze of 2+ years at a time with IT projects still needed to move forward the client found that they had a significant imbalance between internal and external staff. The company needed to address the imbalance by finding permanent talent to replace freelance consultants for their SAP Teams. They were specifically looking for SAP Basis, SAP (Plant ) Maintenance and SAP Logistics specialists.
They had been searching unsuccessfully for 7 months when they decided to go to the market and find a supplier to help them fill their niche positions. After benchmarking over 10 specialist suppliers they shortlisted 4 and decided to work with Amoria Bond on an exclusive basis.
Firstly, given we were working with the Client on an exclusive basis we were able to dedicate a resource team to the project. We then entered a ‘discovery’ period whereby we spent time understanding the company, the employer brand and the requirements. We conducted several face to face meetings with all line managers involved to ensure complete understanding of everyone’s expectations and to manage them. This also enabled us to get to know our client well, so we were able to illustrate all of the benefits and positives to the market as well as to answer all questions from potential candidates.
We then collated all of this information to present our recommended sourcing strategy to the client for approval. Our sourcing strategy included reaching both passive and active candidates to ensure we covered the whole of the market. Headhunting and research was key to success.
The client has very strict salary ranges which are slightly below market average. This made it challenging to find experienced candidates who matched the seniority requirements and fitted in the salary range.
There was also an issue with employer branding as the client had been the subject of a couple of negative news reports. This made candidates reluctant to consider their opportunities in a market where there were a wealth of alternative opportunities.
We consulted with the client and gained internal information regarding the negative reports so that we were able to handle all objections/reservations. We then undertook an Employer Brand Audit to ascertain strengths and weaknesses. This included looking at the organisations position in a competitive landscape. This enabled us to identify that the main selling point of the oganisation was their impressive work/life balance package the benefits of which to some people would outweigh the below average remuneration. We made sure that the candidates we selected were those who would value the lifestyle improvement above salary.
The organisation had been looking for 7 months. We filled 50% of their SAP roles within 4 weeks.