Case Study: To Hire Or Not To Hire (Talent Recruitment)
Problem
To hire or not to hire: unfortunately, that is not always the question. With big cities attracting top talent, the question for some companies becomes: who can we possibly hire? The Human Resources team at a major automotive company knew this dilemma well, as nearly every department was struggling to meet their hiring needs. After the global financial crisis – and the extensive lay-offs that came with it – much of the top talent had either left the industry or found employment with big technology companies in Silicon Valley. Added to their hiring difficulty was the challenge of matching the remuneration these individuals were being paid, and convincing them to relocate to the Midwest from California.
Critical Issues
Lack of Available Talent Speed Multiple Roles
The Solution
Over the past several years, the company has partnered with Maven to fill talent gaps in several function areas, including Strategy, R&D/Innovation, Marketing, and Operations, including several strategic hires. For example, the company successfully recruited a new Chief Technology Officer after consulting with the hired individual via Maven for nearly two years. Initially, the customer was seeking insights into a new technology and spoke with a seasoned expert from the Maven network. After several Interviews, the company asked the expert to conduct a three-month Consulting Project, assisting them with the development of a new product. The project was so successful, the company extended a formal offer to the expert to become their new CTO.
“Maven gives us something traditional recruiters can’t: the ability to ‘try before we buy.’ Our team gets ongoing support through interviews with experts, with the added bonus of being able to hire the experts for discreet projects and even as FTEs. No other resource provides us the same depth of talent and flexibility in how we engage with it.” – Senior Director of Human Resources
