• Long time-to-fill cycle (Three months).
  • Lack of recruitment processes – resulting in complex and unproductive hiring process.
  • High reliance on contingent recruitment agencies even with internal recruiters, which resulted in high recruitment spend.
  • No pipeline of candidates to support business continuity, allowing for them to have skills ready for the start of new projects.

Project Scope:

  • Analyse current “as is” processes and create “to be processes.
  • Develop and implement entire recruitment policy.
  • Reduce time-to-fill ratios from 3 months to 45 days (including notice period).
  • Ensure transformation targets are met - 70% of all new hires.
  • Building of candidate pipeline.

In 6 months, the following results were achieved:

  • 20 positions filled.
  • % CV submission: Pro Team 90% / KPMG internal 10%.
  • Offer acceptance ratio 85%.
  • 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.

Contract with Pro Team was extended for a further 12 months.

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