Agile recruitment process for hiring technical talent
High-quality tech talent recruitment
Our customer, a leader in sustainable manufacturing, needed an agile recruitment process to hire high-quality tech talent. Tech roles are unique, competitive, and require high skill levels, making talent acquisition difficult. As such, our client faced challenges in availability, attraction, and speed.
To solve these issues, Pontoon designed a customised RPO and talent acquisition strategy. This brought the customer 280 top-quality technical talent and improved business outcomes.
Finding niche talent in a low-availability market
Regular tech roles, or "normal skill jobs," can take about a month to fill. Other roles take even longer because they are niche skill jobs requiring extensive training and certifications. Examples include Data Analysts, Cloud Engineers, and CFD Specialists.
The demand for technical talent often exceeds supply. A large candidate pipeline is necessary to retain them through the recruitment cycle.
Our customer needed a provider skilled in attracting and hiring technical talent despite these challenges. They needed a flexible talent partner to scale with their growth.
They needed Pontoon.
An agile recruitment process for a customised talent strategy
Our RPO team included an experienced Programme Manager, Recruiters, Sourcing Specialists, and Coordinator. They delivered a strategic solution with agile recruitment and branding strategies.
Pontoon's customised talent acquisition strategy involved:
- An easily scalable recruitment solution
- Detailed candidate profiles
- Strong employer brand messaging
- Full outplacement services
On average, we released 20 requisitions per month under our customer's brand. Each role attracted 6 to 8 normal skill applicants and 3 to 5 niche skill tech wizards, including Cloud Engineering, Cyber Security, and Big Data experts.
Quality tech hires that drive business outcomes
We hired over 280 people in tech-centric roles across multiple locations in a year and a half.
We attracted top-quality applicants. 80% of candidates who submitted their CV were invited for a first-round interview.
Despite the competitive nature of the tech industry, 20% of interviewed niche skill applicants and 30% of normal skill applicants received job offers.
Technology is crucial to our customer's business. By delivering quality technical talent, we improved their outcomes, manufacturing plans, and innovation strategies. Ultimately, we helped our customer achieve higher profit margins.