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global household appliance company streamlines hiring process, quickly fills high-volume technical roles.

Published Date

company uses AI and recruitment process outsourcing to help prioritize people’s inherent skills, resulting in enhanced workforce diversity and higher quality talent

company achieves the flexibility and scalability to access niche talent and meet tight deadlines with project RPO 

client
a multinational household appliance company

challenges
The company needed to hire 240 niche technical positions in a short period of time.

solution
The appliance leader adopted a project recruitment process outsourcing (RPO) program to gain the flexibility, scalability and external expertise to meet its aggressive hiring goals.

key results
With project RPO, the company is well positioned to meet the deadline of hiring 240 employees in 18 months. Time to hire has been reduced to just 33 days, well within the company’s expectations.


the need to find niche talent quickly

As a leading manufacturer of household appliances, this company relies on a large team of specialized technical talent to support its growth with the development of new, innovative products. With its APAC operations headquartered in Singapore, the company is expanding its teams in Singapore and India to support investment and growth, and sought to quickly staff up its offices in these markets with qualified talent.

The majority of the roles are tech-focused, spanning fields like engineering, software development, cybersecurity, visualization, security risk and compliance, cloud software, mechanical engineering, machine learning, robotic software and packaging operations. 

Filling these niche roles requires market mapping and active headhunting. At the same time, all new hires would be required to work on-site — and under very tight security requirements, limiting available talent pools further.


the right combination of technology and expertise

To ensure it acquired the right talent to support growth, the company needed a recruiting partner with the expertise to identify and attract relevant talent quickly, despite the challenging environment. It partnered with Randstad Sourceright to deliver a flexible and scalable  project-based recruitment process outsourcing (project RPO) program that would help it overcome the limited talent pool and hire 240 qualified people in Singapore and India.

To meet these aggressive hiring goals, the company and the project RPO team worked to set up a smooth recruitment strategy to provide candidates with a timely and positive experience. This involved the use of talent intelligence to identify supply/demand local talent landscape as well as compensation benchmarking.

At the same time, the company benefited from experienced tech recruiters who hit the ground running, leveraging their extensive in-country knowledge of tech sector talent and familiarity with the lingo and nuances of the space. This enabled them to target the right sources and connect with potential candidates, leading to high closure rates. The solution also includes implementation of the HackerRank assessment tool. 

Throughout the process, the company and project RPO team have maintained a strong partnership based on transparency and clear expectations. Meanwhile, weekly tracking, close monitoring of candidates and new hires provides greater alignment. The RPO team also conducts training sessions for the company’s hiring managers and assists with onboarding new hires, to create a smooth and efficient end-to-end hiring process.


a recruiting process that works

The directive to fill 240 positions would be a daunting task for any team. But with several of those roles being highly niche and difficult to fill, and with a limited talent pool, it became even more challenging. 

With a dedicated on-site recruiting team, the company is well positioned to meet the aggressive deadlines. Shortly after launching, the program was already making an average of two offers per recruiter each week. As a result, the company achieved an average time to hire of just 33 days, and up to 60 days for harder-to-fill niche roles, well within the company’s expectations.

Due to the effectiveness of the project RPO program, the company’s hiring managers are well pleased with the quality of talent and speed with which they were hired.