CASE STUDIES

Pro Tem is currently engaged in a number successful RPO’s. Our team of consultants are highly skilled and offer the necessary expertise to ensure a successful Partnership. Pro Tem has an established Talent Methodology with proven success and cost saving to our clients.

BOOYCO ELECTRONICS

RECRUITMENT PROCESS OUTSOURCING

Challenges:

  • Long time-to-fill  (Three months or more).
  • Challenge to recruit candidates in outlying areas.
  • High dependency on 3rd party recruitment agencies.

Project Scope:

  • Re-design the recruitment process.
  • Eliminate 3rd Party recruitment spend
  • Build database of candidates for outlying areas

Achievements:

Developed and Implemented recruitment processes and templates.
Reduced Recruitment life-cycle 25 days incl. notice period.
Reduced recruitment spend by 56%.
Placed 150+ personnel in 4 years.

CASE STUDY 2

Challenges:

  • Long time-to-fill cycle (Three months or more).
  • Lack of recruitment processes – resulting in complex and unproductive hiring process.
  • Reliance on contingent recruitment agencies even with internal recruiters, which resulted in high recruitment spend.
  • No pipeline of candidates to support business continuity.

Project Scope:

  • Analyse current “As Is” processes and create “To Be” processes.
  • Develop and implement entire recruitment policy.
  • Reduce time-to-fill from 3 months to 45 days.
  • Ensure transformation targets are met - 70% on all new hires.

Achievements:

90% of positions filled.
Achieved over 75% transformation targets
Recruitment life-cycle 46 days incl. notice period.
Reduction in recruitment spend by 32%.
Building of pipeline – Qualified and available candidates ready to deploy for new projects.

BIG FOUR CONSULTING FIRM

RECRUITMENT PROCESS OUTSOURCING

CASE STUDY 3

TRANS AFRICA PROJECTS

RECRUITMENT PROCESS OUTSOURCING

Challenges:

  • 100% reliant on multitude of labour brokers to recruit personnel.
  • No internal recruitment division and/or processes
  • Labour broker costs were escalating.
  • Changes in legislation driving the business to change.

Project Scope:

  • Analyse current “As-Is” processes and create “To-Be” processes.
  • Develop and implement recruitment policy.
  • Develop KPI’s to govern and measure the recruitment process.
  • Develop cost saving benchmarks
  • Develop a self-funding RPO model

Achievements:

Developed and Implemented recruitment processes and templates.
RPO achieved self-funding in less than 9 months.
Achieved savings in excess of R5 million in 3 years
Placed in excess of 150+ personnel in 3 years

CASE STUDY 4

Challenges:

  • Reliance on multitude of third party agencies
  • Lack of standard recruitment processes across the Group
  • Extensive spend on recruitment and supporting services
  • No database of active and passive candidates

Project Scope:

  • Develop and implement talent acquisition processes for permanent, contractor and executive
  • Reduce recruitment spend and spend on career portals
  • Build robust talent pools for scarce skills
  • Achieve group transformation targets + 70%

Achievements:

Developing standard talent acquisition process
Complete elimination of career portals and third part agency spend
Placement of over 80 positions in 9 months
Achieving R150K savings a month

ADAPT IT

RECRUITMENT PROCESS OUTSOURCING