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Working with a Leading Automotive Manufacturer

Over the past few years a leading automotive manufacturer, producing its prestigious cars under two of the world’s most esteemed brands, has experienced an increase in demand both in the UK and overseas due to a change in ownership and releasing a number of new models. With each vehicle launch and recruitment campaign, the client faces a number of key challenges, including high volume requirements; efficiency, and brand protection.

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Vietnam Case Study

Manpower client, a large multinational US based company with new business opening, has no HR to support staffing needs. The client leads in the manufacturing of specialty chemical, advanced materials, agro sciences and plastic businesses. For their new opening factory plant , the client requires: Recruitment all positions for the factory plant: from the top to bottom line – production management, back office and operation workers. New hires must be based in the local region; In need of having employees ready within 02 months for their operation opening

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Thailand Case Study

Manpower was a new agency in Thailand Northern region. We spent 6 months to propose our service value instead of low price supplier. The first requirement given to Manpower was to transferred 50 staffs from the local agency and new hire 100 production staffs within 1 month. In such timing, the northern region was short of labor

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Supermarket launch of convenience stores across the UK

In April 2013 one of the UK’s Big 4 supermarkets started an ambitious programme to open one hundred stores across the UK, requiring over 1,700 hires. They needed a partner to share in and help shape the successful launch of their new, local, convenience stores. As a result of our success, ManpowerGroup Solutions was awarded the 2014 campaign, to recruit a further 1,700 hires for one hundred new stores.

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Specialized recruitment needs

Biggest pharmaceutical is the largest generic medicines company in the world. Teva is working worldwide but each country manages her own business (no global approach). Create a global Service Center with language capabilities

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Specialized Onsite Team Delivers Recruiting Agility for Growing Technology Company

A leading global manufacturer of semiconductor and other technology products needed to balance rapid growth in Israel with the fluctuating, short-term staffing demands created by compressed market cycles. Given that the Israel subsidiary’s focus is on the inspection and measurement of a highly technical process in semiconductor manufacturing, the company would need ongoing access to specialized talent. With a strong HR team already in place internally, it was imperative that any hiring solution would be seamlessly integrated into existing systems and implemented within the client’s offices.

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Singapore RPO Case Study

Plant expansion - Unable to meet the deadline on the mass hiring. Lack of internal recruiter for mass hiring. Lack of candidates database or candidate attraction strategy.

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Singapore Case Study

Shortage of immediate available resources for L1 infrastructure support with high SLA. Due to launch of Singapore Sports Hub, required immediate turnover of support talents. RFP launched to 5 parties to seek out the best vendor.

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Rapid, global recruitment providing sourcing strategies, and employer profile

Previously the client belonged, as a business unit, to a large and successful European telecommunications joint venture. In December 2012 the business unit was purchased outright by a US-based private equity firm. The new owners planned to generate larger revenue streams through leveraging the organization’s deep technical expertise to build and maximize the potential of optical networks. In May 2013, the client publicly launched themselves as a new stand-alone player in the telecommunications space.

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RPO for Financial Services

A Fortune 100 financial services firm needed to improve its quality of hire and retention rates. With hiring for 1,000 positions done nationally in hundreds of local branches, the client needed a partner who could help them consolidate their efforts and improve their candidate diversity slates.

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RPO delivers improvement in hiring performance and cost savings

Due to a merger, this global natural gas utilities company saw profound change in the HR structure. Covered countries rose from 9 to 23, and the number of employees exceeded 20,000. The company required new strategies to attract and retain talent and create a Shared Services Center (CSC) that could guarantee global governance and act as a link between business units (UN) and Business Partners (BBPP).

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RPO Increases Visibility to Ensure Continuous Flow of Young Technology Talent

A global leader in the field of telecommunications needed a continuous flow of new talent to support its fast-growing operations in Mexico. With an attractive 24-month traineeship program for young IT professionals, the company has a lot to offer new bilingual (English/Spanish) graduates with undergraduate degrees in the fields of telecommunications, information systems, electronics, information and communications technology, and computer science. In addition, those with graduate degrees in engineering are needed for the company’s 18-month program focused on R&D.

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RPO FOR A PHARMA COMPANY ENTRANCE IN THE CZECH MARKET

A world´s major pharmaceutical company decided to relocate their IT operations from Switzerland to the Czech Republic, and open their IT Hub in Prague. A Swiss system integrator & strategic vendor to this pharmaceutical company decided to follow its customer and set up a brand new operation in Prague.

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RPO FOR A DIAGNOSTICS COMPANY’S NEW LAB IN NORWAY

A Swedish owned company leading in the diagnostic services across Europe opened a new laboratory in Oslo. The lab started operation in March 2015. The challenge was to recruit in the new Norwegian market specialist positions such as laboratory engineers, pathologists, sales personnel and managers – a total of 17 people.

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RPO Enables OFCCP Compliance

The service division of an industry-leading food service equipment manufacturer met the needs of its business and government customers nationwide with 1,700 highly-trained field service representatives. Recruiting for the 90 branch locations was handled by branch managers, who found it difficult to attract qualified candidates for the technician positions. The company’s HR team sought to centralize talent acquisition to gain recruiting efficiencies and Office of Federal Contract Compliance Programs (OFCCP) compliance.

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Project RPO to Support Surge Requirement

Leading automotive brand significantly increasing workforce in Brazil. Plan to recruit over 1,000 hires in a 18-24 month period. Quality of talent and assurance of fulfilment are mandatory as any compromise will have a significant impact

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On-Demand and Fully Scalable

A leading provider of online interaction optimization software required a team of dedicated recruiters for high volume talent acquisition in a contact center environment.The client needed strategic planning and implementation on sourcing techniques, as well as prescreening, assessment, hiring and retention tactics.

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Nationwide Coverage and Expertise Helps a Financial Institution Capitalize on Rapid Expansion

When Mexico’s second largest bank was purchased by one of the world’s largest financial services companies, the bank was in a position to significantly expand its product offerings and regional coverage.

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Mexico: Extensive national coverage and industry experience meet the recruitment needs of a global renewable energy company

A large multinational manufacturer of the wind energy industry was looking to expand its operations in Mexico. The company operated with a RPO service firm that did not meet their service expectations, so they decided to open the opportunity to a new supplier.

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Mexico Improvement and Efficiency in Recruitment Processes for the Natural Gas Industry

A world leader in the supply and distribution of natural gas in Mexico was under pressure with an accumulation of open requisitions. The time-to-fill and quality of vacancy coverage was not consistent with expected standards. The problem was due to a process that required all hiring requests made by the business areas to be filtered and approved through the company’s internal controls.

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Market Intelligence Brings Competitive Advantage to Talent Acquisition

A fast-growing family entertainment center with several Mexican locations was expanding its retail locations to Mexico City. Realizing their talent needs were exceptionally varied, they were looking for a partner with in-depth knowledge of the competitive landscape and region, who would be able to meet specific requirements despite a challenging recruiting environment.

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ManpowerGroup logra hacer equipo con la compañía de logística ferroviaria más grande de Latinoamérica para generar empleos mediante estrategias de inclusión y candidatos calificados

Una empresa brasileña se dedica principalmente a la logística ferroviaria en Brasil, además de transporte intermodal, puerto operaciones, movimiento y almacenamiento de mercancías, administración de instalaciones de almacenamiento.

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Manpower hired 20 Front-line Shop positions for the Client within a three-month period in Macau.

Our Client was faced with the urgent task of filling a number of front line sales positions for the grand opening of its latest store in Macau. In coping with recruitment demand as a result of this proposed business expansion, our client faced the following challenges:

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Malaysia RPO Case Study

The Client is a global leader in the development, manufacturing and sale of coatings with over 30,000 employees in 117 countries. The client after its expansion finally decided it was more viable having establish shared service centers to service multi regional offices to save cost. No knowledge on the local market in terms of availability and salary benchmark of local talent Tight dateline on implementation and less than 4 months to go “live”. Needed a local senior leadership team led by a regional managing director to be hired to kick-start the shared service centre. A total hiring of 30 headcounts for the Finance division and 50 for the IT division.

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Leveraging global partnerships for local growth

British Telecom (BT) is one of the world's leading communications services companies, serving the needs of customers in the UK and more than 170 countries worldwide. Since 2005 ManpowerGroup Australia has been supporting BT achieve their strong growth target locally. Our BT Account Teams across 80 countries collaborate to develop strategic global client plans to support our client and share best practice insight.

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Knowledge of corporate culture and Industry give a rapidly expanding financial services firm competitive edge

A major international banking and financial services company sought to expand it network of retail branches, extend product lines and grow its business through acquisitions in key Mexican markets. Substantial expansion resulted in high–volume, cross–country recruitment requirements that were too great to be addressed by an internal team located solely in Mexico City. In addition, the presence of several large competitors created a highly– competitive recruiting environment, creating concerns that the supply of talent might not meet the demand.

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JAPAN: RPO Solution Streamlines Recruiting Processes Across 25 Subsidiaries

A global beverage manufacturer with a total of 25 subsidiaries merged into one Japan-based company in 2014. Each of the 25 subsidiaries had separate recruiting practices and the client needed to consolidate and standardize recruiting and onboarding across all of the merged companies.

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JAPAN: A Creative Mix of RPO Resources Facilitates A Software Provider’s Expansion

A fast-growing enterprise software provider was expanding into the Japanese market. They established extremely aggressive headcount targets in technical, engineering and sales roles. Internal resources were limited with a single country manager responsible for market entry and recruiting.

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Innovative Social Sourcing Helps a Revived Leadership Training Program Deliver Opportunities to Young Leaders

One of the world’s largest consumer goods companies sought to revive its management training program for young people, beginning with an effort in the Philippines. The intensive week-long program is the first business simulation course in the Philippines that offers a unique, world-class learning experience for young people who show strong leadership potential. While the program is designed to create opportunities broadly, high-potential students who demonstrate a strong fit are invited to join the company as a management trainee under its ongoing leadership development program.

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Improved Retention Through RPO

A national leader in interstate transportation and storage of natural gas needed to address several inefficiencies in its hiring process. Rapid growth and a booming oil and gas industry meant that competition for top talent was fierce. This left the company unable to meet its growing hiring needs. inconsistent hiring processes across business lines also resulted in a lack of hiring metrics, unmanaged third-party recruiter use and poor hiring manager and candidate satisfaction.

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Iconic French Luxury Fashion Brand

Selected through a competitive bid process, this iconic French brand chose ManpowerGroup Solution's Recruitment Process Outsourcing service offering as their strategic HR Partner to recruit over 400 positions over 2 years in Hong Kong and Macau.

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Global RPO Program Presents Unified Recruitment Solution

Renewable energy is a fast-growing industry in many parts of the world. At the same time, the industry is characterized by fierce competition for talent, a steady influx of new market entrants, a place-based business model and a complex regulatory environment that impacts hiring.

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Innovative Recruiting Efforts and Industry Expertise Solve High-Volume, Quick Turnaround Needs

A global mining equipment manufacturer with more than 18,000 employees in eight countries and customers worldwide outsources its recruiting functions in the United States and Canada. The organization recognized the value of having a strategic talent acquisition partner who could assist in aligning recruitment strategy to the overall business goals.

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Improvement and Efficiency in Recruitment Processes for the Natural Gas Industry

A world leader in the supply and distribution of natural gas in Mexico was under pressure with an accumulation of open requisitions. The time-to-fill and quality of vacancy coverage was not consistent with expected standards. The problem was due to a process that required all hiring requests made by the business areas to be filtered and approved through the company’s internal controls.

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Hong Kong: Bulk Recruitment

A well-known European airline with a core business in passenger transport, cargo shipment and aircraft maintenance, employing over 34,000 people worldwide and serving more than 400 cities in 85 countries on six continents.

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Centralized Recruitment with a Focus on Process Improvements, reporting and Engagement of Hiring Managers

Initially, Mattel was not looking for a RPO solution, but for a freelance corporate recruiter for Dutch jobs in sales, marketing and finance. The dream was to perform all recruitment activities from the EMEA hub in the Netherlands. This was meant to cut costs of expensive

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Centralized Recruitment Function Meets Hiring Needs For Decentralized Mortgage Lender

The largest principal mortgage lender in Mexico oversees all aspects of construction from selection and acquisition of land to preliminary studies, urban design, builder selection and budgeting, implementation and monitoring. At the same time, the organization’s operations are decentralized across regional offices in 10 states, along with a headquarters location in Mexico City.

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Brazil, Costa Rica and Mexico: Market Presence and Local Insight Enable a Consumer Products Company to Fill Vacancies Quickly

Due to a shift in business structure, a multinational conglomerate had an urgent need to fill roles in Latin America. The company had assigned its beauty products business to a third party and existing contracts created a need to operationalize the business extremely quickly. As a result, 50 new mid-level and senior-level vacancies were created in sales, marketing and finance in Brazil, Costa Rica and Mexico.

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BRAZIL: Standardized RPO processes and a redesigned candidate experience lead to major improvements in attracting and recruiting candidates

A large logistics company in Brazil had a decentralized structure, with multiple sites focused on different lines of business including railway logistics, port operations, transport of goods and storage services. During an internal restructuring of the human resources function, it became clear that decentralization had resulted in a lack of visibility into the company’s workforce.

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AUSTRALIA: Creativity and Rebranding Spark Diverse Hiring for a Military RPO

ManpowerGroup Solutions’ recruitment process outsourcing (RPO) with the Australian Defence Force (ADF) is considered one of the largest and most complex RPO projects in the world. The effort includes recruiting for all three Services within the Australian military – the Navy, Army and Air Force.

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AUSTRALIA: A Candidate-Centered Approach Enables Recruitment of Difficult-to-Find Talent for the World’s Largest and Most Complex RPO

ManpowerGroup Solutions’ recruitment process outsourcing (RPO) with the Australian Defence Force (ADF) is considered one of the largest and most complex RPO projects in the world. This RPO involves recruiting for all three branches of the Australian military – the Navy, Army and Air Force.

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A scalable solution to manage short term recruitment peaks

A global Scandinavian chain designing and selling ready-to-assemble furniture planned to open two new stores in 2015 and needed to recruit 600 people. The amount of applicants was estimated too high for the client's own recruitment team to handle within the required time frame. The client also needed a scalable solution to manage short term recruitment peaks

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Peru's Largest Bank Protects Its Brand During Growth Through Relevant, Targeted Recruiting

Banco de Credito del Peru (known commonly as BCP) is the largest, oldest and most successful financial services institution in Peru. Its brand is well known and deeply respected throughout the country. With more than 19,000 employees, the Bank is one of Peru’s largest employers.

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PUERTO RICO: A localized action plan delivers highly skilled bilingual professionals for a large nonprofit

A large nonprofit organization focused on providing support services to immigrant children had a recurring seasonal need for highly skilled professional staff. Filling the positions was particularly challenging because candidates needed to relocate from Puerto Rico to Texas and Arizona for a five-month contract position. Because most of the organization’s clients are Spanish speaking, successful candidates needed to be fully bilingual.

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MEXICO: Targeted outreach and a unique value proposition help to engage undeserved populations as contract workers

A global provider of personal transportation services was growing rapidly in Mexico and needed to find ways to increase its contingent labor force of drivers. The company also had an interest in increasing hiring among people who face disproportionately high unemployment rates in Mexico, including women, people over the age of 50 and people with disabilities. They were interested in a pilot program to engage new workers from these populations.

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MEXICO: Targeted communications delivers quality security staff for a high-profile international event

A leading event planning and security services provider needed to fill 200 roles for a major 15-day auto-racing event. A large number of skilled access management, security and crowd control workers were needed in a short period of time. At the same time, the roles were physically demanding (requiring many hours of standing), required strict screening and assessments, and offered a rate that was low as compared to permanent openings in the field.

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MEXICO: Market Knowledge Enables Immediate Program Activation

A major logistics and shipping services provider in Mexico had a serious retention and turnover issue that was affecting day-to-day operations. The client’s local staffing provider struggled to meet the company’s needs due to inadequate recruiting efforts and payroll and morale issues with the provider. External factors also contributed to the high turnover rate.

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Costa Rica: In-Country Presence and Expansive Resources Enable 1,400 Retail Hires Within 10 Weeks

A major worldwide retailer decided to transition outsourced positions in Costa Rica to permanent roles. The project spanned all of the country’s geographically diverse provinces and came with a unique set of challenges.

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COLOMBIA: RPO team agility enables transition from in-house to outsourced recruiting

A long-time financial services customer made a strategic shift to end its direct hiring of contract-based commercial advisors and transitioned the function to an RPO provider. The company had one principal office in Medellin, and engaged more than 2400 commercial advisors per year based on fluctuating demand and seasonal needs. They required a partner with a deep knowledge of local markets, the ability to source, recruit and screen qualified candidates who would excel in a financial services environment, and navigate the regulatory environment.

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COLOMBIA: Benchmarking and Market Knowledge Lead to Improved Recruiting and Performance of Retail Managers

Rapid growth and acquisitions enabled a large Latin American optical retailer to expand into 40 countries. One acquisition involved a significantly expanded presence in Colombia and an immediate need for a recruitment and retention strategy for store managers at 127 retail locations. This is a critical position responsible for store revenue, inventory rotation, personnel management and training.

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JAPAN: Creative Sourcing and On-Demand Resources Help A Technology Client Fill Sales and Tech Roles While Reducing Costs

A multinational technology company had extremely aggressive sales targets that required immediate hiring to support new projects and partnerships in Japan. The existing recruitment process outsourcing (RPO) vendor was not producing the necessary results and the client had an average time-to-fill of 60 days. In addition, the company spending on external staffing agencies was significant for only limited results.

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Healthcare IT Services Company

US-based healthcare information technology company lacked centralized visibility into spend and contingent workforce across lines of business. Lack of visibility into contingent workforce, specifically IC, created co-employment risks, along with cost and efficiency concerns.

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Global: An End-to-End Solution to Attract Highly Sought-After STEM Talent

An international data storage and technology company enjoyed a strong and widely known brand, but they struggled with driving candidate attraction and developing talent communities to keep passive candidates engaged.

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Global Medical Technology Corporation

Global medical technology corporation lacked in-depth analysis of contingent workforce spend and activity. Client wanted visibility into their contingent workforce as well as address concerns around risk, compliance, efficiencies, and cost savings.

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Banking Nuetral Vendor MSP

A global financial services company did not have a consistent and centralised recruitment or management program for their contractor workforce. This was causing significant challenges in contractor recruitment and management, supplier delivery capabilities and overall skills quality.

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Global Insurance Services Organization

Leading global provider of insurance services looking to establish visibility into the overall spend for time and material works within organization. Primary goal was to drive cost savings across organization.

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A Retail Business Improves Candidate Quality with a Centralized RPO and Strategic Outreach

A large, multi-brand retail business in Thailand needed a large number of temporary workers who could quickly integrate into the company culture to respond to seasonal and demand fluctuations. However, with more than 100 branches across the country, the company faced a significant challenge associated with consistency in recruitment, hiring and training quality.

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Global Insurance Services Corporation

Leading multi-national insurance corporation looking to establish centralized/integrated staff augmentation and management. Client seeks solution to improve quality of strategic relationships, while mitigating risks and controlling costs more effectively.

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An RPO Solution Supports A Financial Services Company’s IT Expansion Plan Across Multiple Locations

A global financial services and communications company was locating a significant portion of its global back and middle-office operation to India. As a result, 600 new technology roles would open up over the course of 18 months.

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Philippines: Innovative Social Sourcing Helps a Revived Leadership Training Program

One of the world’s largest consumer goods companies sought to revive its management training program for young people, beginning with an effort in the Philippines. The intensive week-long program is the first business simulation course in the Philippines that offers a unique, world-class learning experience for young people who show strong leadership potential.

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Global: Geographic Reach and Sourcing Innovation Supports Volume Hiring

When a major multinational conglomerate sold off a global products manufacturing company, the divestiture created 320 global vacancies over a ten week period.

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Global Manufacturing Corporation

Global multi-industry manufacturing corporation lacked visibility into spend and usage across segments, due to various timekeeping and payment systems. Concerns around risk and compliance, as suppliers were not using standardized agreements.

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Global MSP Technology Program

A global technology and manufacturing company required a comprehensive solution to manage and track all of their Global Electronic ID’s (EID) issued to non-employees. This client required all employees and contingent labor workers to have an EID. EID’s were also required for contract service workers and...

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Delivering an RPO Solution for a Public Service Delivery Department

A Government-funded employment agency needed to recruit an extra 10,500 customer service advisors during the economic downturn in 2009.

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Why a Global Technology Leader Selected Latin America for Its New IT Hub

one of the world’s largest computer companies wanted to combine many disparate pieces of its technology organization into a new IT center. This center would need to remain flexible to internal business needs, create cost efficiency, tap into higher quality talent pools and provide scalability for future growth.

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What an Insurance Leader Did to Improve External Workforce Strategy, Quality and Efficiency

One of the largest U.S. insurance companies managed $167 million in contingent workforce spend and 65 suppliers through a dedicated in-house team. Upon realizing the program could mature quicker, the team engaged ManpowerGroup Solutions to assess it, identify ways to improve it, and create an overall growth strategy.

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What an Insurance Leader Did to Improve External Workforce Strategy, Quality and Efficiency

One of the largest u.S. insurance companies managed $167 million in contingent workforce spend and 65 suppliers through a dedicated in-house team. upon realizing the program could mature quicker, the team engaged ManpowerGroup Solutions to assess it, identify ways to improve it, and create an overall growth strategy.

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What a Government Agency Did to Improve Its Brand Among Engineering Graduates

Competition for engineering graduates in the United Kingdom has been on the rise for several years, causing challenges for a government agency that relied heavily on these skills. It suspected that its brand perception limited its appeal on campus. So, the agency asked ManpowerGroup Solutions to conduct an employment brand study and profiling exercise.

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What a Global Technology Leader Did to Improve Workforce Demand Planning and Procurement Processes

A networking technology company wanted to align processes for contingent workforce management and procurement with overall business requirements. Doing so would help the company avoid costs and inefficiencies stemming from not having the right number and type of workers supporting key initiatives.

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What a Financial Services Giant Did to Improve External Workforce Compliance and Performance

One of the world’s most recognized financial services corporations depended on workers operating under more than 600 statements of work (SOWs) in North America. A conversation with TAPFIN, this company’s managed service provider since 2010, helped it realize that this level of usage presented an opportunity to improve organizational compliance and sourcing channel alignment.

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What a Consumer Products Company Changed to Create a More Diverse, Higher Performing Workforce

A global leader in product manufacturing, retailing, and marketing puts diversity at the heart of its business. Facing challenges achieving diverse full-time and contingent workforces, the company looked for insight and guidance from ManpowerGroup solutions.

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How an Oil & Gas Company Increased Contingent Workforce Transparency, Governance, and Efficiency

A U.S. integrated oil company needed to implement a new process for tracking a large portion of its non-employee workforce. SAP had been the system of record for nearly 500 contingent workers, but an initiative to redesign this application and implement SuccessFactors meant the company could no longer continue this practice.

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How an Engineering Leader Overcame Recruiting Challenges and Increased Appeal to College Graduates

A top united kingdom engineering firm struggled to attract and retain top full-time and contingent talent. It worried that its rates had become uncompetitive in key markets, despite significant investment into science, technology, engineering, and mathematics skills.

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How a U.S. Healthcare Provider Solved Common Contingent Workforce Technology Challenges

A large healthcare provider selected Fieldglass as its vendor management system (VMS) in 2014, but struggled to deploy it within the desired timeframe. The company lacked in-house VMS expertise, business process experience, best practices, proven deployment methodologies, and key operational insights. It turned to ManpowerGroup Solutions to overcome these roadblocks.

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How a Professional Services Leader Improved Its Self-Managed Contingent Workforce Program

One of the world’s largest professional services organizations wanted to improve the quality, people, experience, cost, and competitiveness of its two-year-old U.S. contingent workforce program.

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How a Multinational Technology Leader Uncovered New Ways to Increase Procurement Efficiency

A networking technology company wanted to manage procurement relationships more effectively. It sought to achieve this goal by partnering with ManpowerGroup Solutions to benchmark life-cycle process ow management, client services and delivery, and integrated relationship management.

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How a Leading Money Transfer Company Identified the Ideal Locations for Its New Shared Services Centers

A global financial services organization planned on establishing centers of excellence for its compliance business. These centers would house hundreds of auditors and compliance professionals for the company’s core business of the international and domestic transfer of private funds and information.

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How a Financial Services Firm Improved Its Approach to Offshore IT Support

A Fortune 100 retirement provider needed to determine the best way to use offshore IT resources within its business model. It engaged ManpowerGroup Solutions to benchmark its practices against competitors in the nancial services sector.

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How a Communications Services Leader Determined the Ideal Locations for Its Call Centers

A multinational telecommunications company had amassed 24 contact centers in the united kingdom through a series of acquisitions and organic growth. Many of these centers’ responsibilities and capabilities overlapped, resulting in decreased efficiency both within their markets and the organization as a whole.

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Business Information Services Company

North American business information services company looking to achieve visibility into contingent workforce program and cost savings. Lack of visibility into contingent workforce management created risk, quality, cost, and efficiency concerns.

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A Centralized RPO Model Improves Recruitment Quality

The acquisition of more than 70 new branches over the last decade meant one of the fastest growing companies in the data storage industry would need to find ways to manage changing talent needs.

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UNITED STATES: A Unique RPO Strategy Helps a Large Healthcare System Meet Critical Needs

The volume and complexity of hiring needs made it impractical for the organization’s internal resources to address the scope of the challenge without outside support. The most critical need was for an RPO provider that could immediately reduce the number of open requisitions—which totaled 632 with nearly 40 percent of requisitions aging 50 days or more.

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Retail Pharmacy Corporation

Large retail pharmacy corporation lacked visibility into contingent workforce spend and activity. Lack of visibility created concern with compliance risks, controls/approvals, cost savings, and supplier management.

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Flexible Solutions Enable a Financial Services Provider to Respond to Changing Needs While Broadening the Pool of Available Talent

A major financial services firm had several goals for its U.S.-based call centers: decrease attrition, expand the pipeline of talent and create a solution that could be scaled up or down on a moment’s notice based on need.

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Europe, Middle East and Africa: Partnering with Client’s Internal Team to Deliver High-Volume, Highly-Skilled Candidates

A major technology and services company was planning an expansion into the Europe, Middle East and Africa (EMEA) region and would need at least 12,000 hires over the next two years. The client had previously been working with a talent provider, but had ended the relationship when they failed to meet their needs.

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Enhancing recruitment process and candidate experience for a global airline

Our client, the largest international carrier in the UK, required a high volume of candidates to be sourced across four business lines over a short period of time; Reflecting the scope of their complex business, they sought a workforce that was both diverse and flexible.

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Global MSP Technology Program

In order to identify opportunities to reduce costs, mitigate risk, ensure quality and consistent processes – all while delivering efficiencies and total visibility – the company wanted to implement a best-in-class global Managed Service Program (MSP) to improve its contingent labor program. Moreover, the program needed to maximize efficiencies and focus on critical areas in need of optimization

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Services Procurement Management Middle East Program

A global technology and manufacturing company required a Services Procurement Management (SPM) solution that would ensure external suppliers’ eligibility based on country-specific legal requirements in three Middle East countries: the United Arab Emirates (UAE), Saudi Arabia and Qatar.TAPFIN developed an in-depth supplier qualification solution designed to maximize efficiencies.

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Innovative Sourcing Strategy

A large national mining services company in Australia, was experiencing difficulties in providing a stable base of skilled employees to meet local site requirements and facilitate growth objectives.

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A BTS Solution That Works

A large rail service provider could not resource the specialized engineering and project management talent required to complete a $1 billion infrastructure expansion and upgrade project.

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Workforce Transformation

A global IT company needed to outsource their Central Emergency Desk (CED)—a non core, but mission critical function responsible for processing emergency spare part orders for field engineers. The unit employed 25, was staffed 24/7 and was multi-lingual.

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Outsourcing Solutions That Work

A global telecom company needed help to capitalize on a key growth opportunity. They sought a partner who would take operational responsibility for device sales in one important sales channel.

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Contact Center Roll Out

A global clothing company was looking to expand their mail order business—a key sales channel—which required setting up a support organization of call centers.

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Worker Tracking

A global technology and manufacturing company required a comprehensive solution to manage and track all non-employees globally, including identity management through the use of global electronic identification – known as EID.

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UNITED STATES: TAPFIN Improves Efficiency While Consolidating Two Separate MSPs

A global computing company with operations in 20+ countries had two separate managed service provider (MSP) programs in the United States. The result of an acquisition, each program was run separately and focused on different business groups and regions of the country. The company wanted to consolidate into a single program with a provider that could eventually facilitate a global expansion.

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UNITED STATES: Industry Expertise Delivers a Best Practice Financial Services MSP

A large multinational banking and financial services holding company wanted to formalize its contingent workforce program. Up to that point, the program was managed internally and business units were able to engage new suppliers autonomously. The result was a lack of consistency in the vendor engagement process, limited visibility into contingent workforce spend and issues with classifications.

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UNITED STATES: A Major Retailer Streamlines Contingent Workforce Management While Scaling to Meet Seasonal Needs

A leading department store chain in the United States had a decentralized approach to management of contingent labor. The company engages thousands of contingent workers each year with significant fluctuations based on seasonal demand.

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Streamlined Systems and a Talent Acquisition Team Lead to a Fully Staffed Manufacturing Facility

A global manufacturer of glass and materials for technology applications planned to set up a state-of-the-art manufacturing facility for production in India. They had all the necessary technological know-how to establish a new facility. The challenge, however, was that the company’s existing operations lacked the resources and experience to carry out high-volume recruitment in a sh

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Streamlined Recruiting Systems Strengthen Global Governance

With 23,000 employees and operations across 85 countries, a global IT firm was successful using external support to fill vacancies. ManpowerGroup Solutions developed a recruiting solution that is managed by both regional leads, as well as a global program delivery manager.

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Services Procurement Management –Middle East Program United Arab Emirates, Saudi Arabia & Qatar

A global technology and manufacturing company required a Services Procurement Management (SPM) solution that would ensure external suppliers’ eligibility based on country-specific legal requirements in three Middle East countries: the United Arab Emirates (UAE), Saudi Arabia and Qatar.

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SPM: Leading Global Supplier of Network Technology

After enjoying the benefits of a successful Contingent Workforce Management (CWM) program for years, several factors – including rapid growth, global operations, and reliance on outsourced projects/services – drove a leading global supplier of network technology to seek a Services Procurement Management (SPM) program.

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SPM: Fortune 50 Pharmaceutical Company

Continued growth through acquisition, dispersed operations and heavy use of outsourced projects/services propelled this global pharmaceutical company to reexamine its procurement process and spend.

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Retailer Leverages MSP Model for Quick-Turn Permanent IT Hires

A major North American retailer was in the process of transitioning its recruitment process outsourcing provider and lacked the resources to quickly fill permanent IT roles. The client had relied on a temp-to-perm model as part of its hiring mix in the past, but that approach was not feasible for this challenge as some of the roles had direct reports and/or required high levels of security.

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RPO - Supermarket Launch of Convenience Stores Across the UK

In April 2013 one of the UK’s Big 4 supermarkets started an ambitious programme to open one hundred stores across the UK, requiring over 1,700 hires. They needed a partner to share in and help shape the successful launch of their new, local, convenience stores.

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New Zealand: End-to-End RPO Sources Hard-to-Find IT Talent in Competitive Market

As a leading global provider of IT products and services expanded geographically, one of their greatest challenges was finding the talent they needed, especially highly specialized IT talent critical to the business.

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Mexico: RPO Increases Visibility to Ensure Continuous Flow of Young Technology Talent

A global leader in the field of telecommunications needed a continuous flow of new talent to support its fast-growing operations in Mexico. With a target to recruit 30 candidates each week, the company needed an RPO partner with expertise in Mexico’s IT industry and broad coverage across the country.

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Mexico: Centralized Recruiting Function For a Decentralized Organization

With an organizational structure incapable of carrying out recruitment efforts internally, the largest principal mortgage lender in Mexio needed a partner capable of streamlining the recruitment fuction, expanding their recruitment channels and providing a broad, local presence that matched their own footprint.

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Israel: Specialized Onsite Team Delivers Recruiting Agility For Growing Technology Company

A leading global manufacturer of semiconductor and other technology products needed to balance rapid growth in Israel with the fluctuating, short-term staffing demands created by compressed market cycles.

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Helping improve our client’s workforce retention whilst reducing their costs

Our client, a Global logistics organisation, appointed ManpowerGroup Solutions to deliver a Resource Process Outsourcing (RPO) function for their permanent contact centre recruitment.

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Global Oil and Gas Client Neutral Vendor MSP

In 2011 a global Oil & Gas organization outsourced the management of their contingent workforce to an MSP provider. A year into their contract they were experiencing a number of challenges including lack of visibility and consistency of process.

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GLOBAL: A Global Solution Combines Compliance with Cost-Savings

A global financial services company sought to establish a centralized, fully integrated model for contingent workforce management, while mitigating risks and efficiently managing costs. The company’s lack of visibility into its contingent workforce supply, resources and spend created concerns related to risk, quality, cost, and efficiency.

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Full-scale Recruitment Solution Results in Significant Impact to Bottom Line

A Finnish company with nearly 30,000 employees is one of the world’s largest manufacturers of forestry products. Despite strong competitive advantages in capabilities and innovation, they recognized the need to reorganize and streamline operations...

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Delivering an RPO solution for a Global Technology Services Company

A global technology and services company’s growth and expansion plans required 12,000 new permanent hires across EMEA (Europe, Middle East and Africa) over a two-year period. The company had previously disengaged from a provider that hadn’t met their needs, opting to manage recruitment internally.

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Customised Technology and Industry Know-How Converge

One of largest and most successful auto manufacturers in Europe. Workforce needed to significantly expand and contract based on sales and export demands. Needed to align production process with need for flexibility & agility to adjust to market. During peak times, factory operations in Spain need hundreds of workers within weeks.

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China: End-to-End RPO Allows HR Leaders to Focus on Business Strategy

A global distributor and manufacturer of chemicals in China, with sales offices and manufacturing cities across the country had a strong need for a centralized recruiting function and longer range strategic planning for talent acquisition.

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Adding value through an integrated RPO partnership

Our client is the world’s leading source of information in the financial, legal, tax and accounting, scientific, healthcare and media markets. With more than 55,000 employees in over 100 countries, employee engagement is critical to their success.

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Adding Value to a Leading Broadcast and Media Company

Our client was looking to engage a recruitment partner to support their HR goals such as to develop a resourcing strategy aligned to meet the primary trends and challenges affecting their business: rapid business growth, consistently evolving service offerings and a highly competitive marketplace.

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AUSTRALIA: End-to-End Recruitment Process Outsourcing

ManpowerGroup Solutions’ recruitment process outsourcing (RPO) with the Australian Defence Force (ADF) is considered one of the largest and most complex RPO projects in the world. This RPO involves recruiting for all three branches of the Australian military – the Navy, Army and Air Force.

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Public Sector MSP: Large Technology and Service Firm

Employing an ISO-certified quality management system, TAPFIN performed the initial deployment, which included assessing current processes, documenting individual client contract requirements, instituting specialized security measures and subsequently deploying a new VMS technology.

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Improving Management of Contingent Workforce Suppliers

The company sought a comprehensive solution to manage its contingent workforce program, which includes a large population of equipment technicians who perform work in client hospitals and several large manufacturing facilities.

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Scalable Contingent Labor Program Drives Speed, Quality and Efficiency

A large healthcare insurance provider wanted improved speed, quality and efficiency of contingent labor procurement. The desired outcome was better visibility, scalability, control, compliance and cost savings.

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Increased Workforce Visibility for Global Network Technology

A leading global provider of network technology had an existing relationship with ManpowerGroup Solutions’ managed service provider, TAPFIN, when rapid growth lead to an increased need for visibility into its workforce, including Services Procurement Programs (SPM).

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Improved Performance in International Telecommunications

An international telecommunications provider of wireless, voice, messaging and high-speed data services was experiencing international growth that triggered a rapid build-up in contingent staffing across numerous operations causing costs to outpace revenue in certain labor markets. They began looking for a partner to help reduce costs and administrative expenses.

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Global MSP Technology Program

A global technology and manufacturing company required a comprehensive solution to manage its contingent workforce program. Goals included in-depth analytics/visibility, enhanced performance, and overall optimization of the procurement and management of subcontract labor.

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Global MSP Pharmaceutical Program

A leading pharmaceutical company with global operations in multiple therapeutic areas required a comprehensive assessment of its contingent workforce management program that would provide in-depth analytics, enhance performance and optimize efficiencies.

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Leveraging Experience and Market Intelligence to Attract Fresh Talent

Continued growth led to one of the world’s largest food distributors based in Mexico to place a high premium on emerging talent. Competition for talent in many of the company’s Mexican markets is fierce.

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Global MSP Technology Program Honeywell

A global technology and manufacturing company required a comprehensive solution to manage its contingent workforce program. Goals included indepth analytics/visibility, enhanced performance, and overall optimization of the procurement and management of subcontract labor.

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Workforce Transformation in Europe

A global financial investment firm was having difficulty securing candidates for 200–300 highly specialized positions. With the spend for filling these positions at 25–30 percent of base salary for positions starting at $250,000 annually, they were looking for a partner who would be able to increase candidate volume and lower sourcing costs.

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Vietnam: Branding and Leadership Development Strengthens Long-Term HR Capacity

Recruitment and retention of talent is a primary driver of success in the financial services industry. However, when one of Vietnam’s largest banks needed 1,500 new recruits to support its growth plans, it faced a highly competitive marketplace, an internal HR function that was already stretched thin, and a short timeline for a high-volume hiring target.

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Understanding Required Skill Sets and Improving the Process Boosts the Bottom Line

A leading PC and notebook manufacturer was planning a rapid expansion into China. While they had an existing recruiting partner, time-to-fill expectations were not being met and business unit leaders were becoming increasingly frustrated, particularly when there was a need to fill hundreds of open positions in just a few months.

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Strategic Program Development and EEO Tracking

A rapidly growing energy services provider in the southeast had a growing need for candidates experienced in the natural gas and energy sectors. The client became increasingly reliant on third-party recruiters to fill their needs—a costly and inefficient system. Recently acquired federal contracts also meant the client’s recruiting efforts needed to be more strategic to ensure compliance with Equal Employment Opportunity (EEO) and Affirmative Action requirements.

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Scale and Market Knowledge Enable Rapid, End-to-End Staffing

A leading manufacturer of nutrition, health and wellness products sought to consolidate financial and employee services functions in its Asia, Oceania and African regions through a new shared-services entity. The company selected the Philippines for the new operation because of cost efficiency and the availability of talent, but the new business unit lacked an internal recruitment team, and the parent company’s existing presence in the country focused solely on operations. The client needed a partner with extensive market knowledge and who could rapidly fill all levels of finance, accounting and HR back-office positions.

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Scalable and On-Demand Recruiting

A leading provider of online interaction optimization software required a team of dedicated recruiters for high volume talent acquisition in a contact center environment. The client needed strategic planning and implementation on sourcing techniques, as well as prescreening, assessment, hiring and retention tactics.

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Scalable and On Demand

A Fortune 500 global technology firm was seeking a partner who could provide them with a scalable recruiting solution that would accommodate changing hiring needs throughout the year and improve the quality of the talent pool while maintaining high client and candidate satisfaction—at a reasonable cost.

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Recruitment Process Outsourcing for Financial Services

A Fortune 100 financial services firm needed to improve its quality of hire and retention rates. With hiring for 1,000 positions done nationally in hundreds of local branches, the client needed a partner who could help them consolidate their efforts and improve their candidate diversity slates.

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Recruitment Process Outsourcing Enables OFCCP Compliance

The service division of an industry-leading food service equipment manufacturer met the needs of its business and government customers nationwide with 1,700 highly-trained field service representatives. Recruiting for the 90 branch locations was handled by branch managers, who found it difficult to attract qualified candidates for the technician positions. The company’s HR team sought to centralize talent acquisition to gain recruiting efficiencies and Office of Federal Contract Compliance Programs (OFCCP) compliance.

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Recruiting for Niche Aerospace Positions

A Fortune 1000 consulting firm responsible for helping clients secure and fill government contracts was struggling to find engineering talent that met federal security clearance requirements and had the needed experience.

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Recruiter Training and Certification

A national retailer of food services had a large team of recruiters nationwide. The company needed creative sourcing strategies and wanted to learn new, innovative techniques for finding qualified candidates. With a large, virtual recruiting force, the company wanted to elevate all recruiters’ abilities and grow talent within the team.

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Rapid Solution for Changing Business Model

A publicly-held global IT and consulting company with operations in 27 countries was changing its business model and required 1,000 IT representatives be hired in the U.S. within 12 months. Based in India, the client wanted a partner with specialty experience in the U.S. and a partner with a deep existing talent pool.

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RPO Brings in Expert Talent Acquisition

For one brand-name automotive supplier, elimination of its recruiting team became unavoidable when the automotive industry took a sharp economic downturn. The company engineers, designs and manufacturers unique, technologically–advanced parts for consumer and commercial vehicle companies worldwide.

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Process on Demand

Following a business reorganization and a hiring freeze, a global food company had an immediate need for more than 200 hires. The company did not have the internal capacity to manage this unexpected hiring increase. Hiring new in-house recruiters to manage this one-time recruitment spike was a costly proposition. They were looking for a partner to help them manage this one-time hiring need who would also be able to meet the aggressive hiring timelines.

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Piloting an Outsourced Recruitment Solution

For a national financial services company with more than 20,000 employees, swift upsurges in hiring needs became a challenge for the retail banking division. To address this critical staffing issue, the company planned to develop and test a recruitment process outsourcing (RPO) solution with an external team to increase hires in a short period of time. The company chose ManpowerGroup Solutions as an RPO partner based on ManpowerGroup Solutions’ thought leadership, geographic alignment and shared commitment to meeting diversity goals.

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Pharmaceutical Sales Force Transformation

A Fortune 50 pharmaceutical products distributor aimed to improve customer relationships and gain market share by transforming its national sales force. Qualified members of the existing sales team could fill some of the new, solution-based sales roles, but new talent would also be required. Due to its limited internal recruiting resources, the company sought a partner to manage the high volume talent acquisition impartially and within a short period of time.

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Pharmaceutical Sales Force Build Out Supports Competitive Advantage

For one Fortune 100 global pharmaceutical company, competitive advantage depended on a fast sales force built to quickly bring its latest cardiovascular product to the market. The company required a 400-member sales force with highly-specific qualifications and experience to cover locations nationwide. The internal recruiting team did not have the capacity to manage this immediate, concentrated hiring need. To meet the business objectives and be effective, the recruiting team needed a partner with experience and knowledge of the pharmaceutical sales industry.

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Partnership Drives Performance in Recruiting

A Fortune 500 insurance provider was re-evaluating its approach to recruitment. With a strong talent acquisition team and robust hiring process in place, the client had expanded its workforce to 15,000 employees worldwide. The company needed the capability to scale its talent acquisition function on demand.

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Partnering with Client's Internal Team to Deliver High-Volume, Highly-Skilled Candidates

A major technology and services company was planning an expansion into the Europe, Middle East and Africa (EMEA) region and would need at least 12,000 hires over the next two years. The client had previously been working with a talent provider, but had ended the relationship when they had failed to meet their needs. Since then, the internal recruiting and human resources teams had been managing all hiring needs, but they recognized the need for a new partner to help them handle the volumes required across EMEA.

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Mexico: Nationwide Coverage and Expertise Help Financial Institution Capitalize on Rapid Expansion

When Mexico’s second largest bank was purchased by one of the world’s largest financial services companies, the bank was in a position to significantly expand its product offerings and regional coverage. However, the client’s customer service and sales position requirements have typically been affected by high turnover across the industry.

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Mexico: Market Intelligence Brings Competitive Advantage to Talent Acquisition

A fast-growing family entertainment center with several Mexican locations was expanding its retail locations to Mexico City. Realizing their talent needs were exceptionally varied, they were looking for a partner with in-depth knowledge of the competitive landscape and region, who would be able to meet specific requirements despite a challenging recruiting environment.

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Mexico: Knowledge of Corporate Culture and Industry Give a Financial Services Firm Competitive Edge

A major international banking and financial services company sought to expand its network of retail branches, extend product lines and grow its business through acquisitions in key Mexican markets. Substantial expansion resulted in high–volume, cross–country recruitment requirements that were too great to be addressed by an internal team located solely in Mexico City. In addition, the presence of several large competitors created a highly–competitive recruiting environment, creating concerns that the supply of talent might not meet the demand.

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Improving Retention Through Recruitment Process Outsourcing

A national leader in interstate transportation and storage of natural gas needed to address several inefficiencies in its hiring process. Rapid growth and a booming oil and gas industry meant that competition for top talent was fierce. This left the company unable to meet its growing hiring needs. Inconsistent hiring processes across business lines also resulted in a lack of hiring metrics, unmanaged third-party recruiter use and poor hiring manager and candidate satisfaction.

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Hiring to Business Goals

When the world’s largest convenience retailer performed a mission-critical business review, the resulting direction was centralization of operations at its headquarters. The retailer, which operates 8,800 stores in North America, would also need to fill 120 operations positions within a short timeframe and firm budget. With its internal talent acquisition team focused on high-level business goals, the retailer sought a Recruitment Process Outsourcing (RPO) partner.

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High-Volume Hiring for Hourly Retail Needs

A large marketing firm was regularly hiring high-volumes of hourly retail associates to fill large numbers of open positions in very short amounts of time. The client was looking for a highly scalable solution to accommodate highly variable hiring needs that required very little to no ramp up time. They were also looking for improved quality of hire and hiring manager satisfaction, increased retention rates and reduced total recruiting costs.

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High Performance Recruitment Partnership

A Fortune 500 global manufacturer had outsourced its Human Resources function, but was unhappy with how recruitment for its 13 lines of business in the U.S. was being managed. Recruitment performance was a priority for the company and they began seeking a partner with specialized expertise in talent acquisition strategy.

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Global: A Specialized Team Streamlines a Biopharma Client’s Large Non-Employee Workforce

A global biopharmaceutical company lacked visibility into its nonemployee workforce. The company’s corporate culture values a certain degree of autonomy and expectations tend to be outlined in guidelines rather than strict policies. While this mindset is central to the company’s spirit of innovation, it posed challenges as it related to managing the contingent workforce.

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Global Support Services Program

A leading University was experiencing an increase in international travel among its students, faculty and staff. The increase created additional risk and opportunities, so University administration was looking for support in creating a more coordinated response for its international operations and programs.

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Global MSP Technology Program (HP)

A leading technology company, ranking in the top 20 on the Forbes Global 2000, required a comprehensive assessment of its contingent workforce management program that would provide in-depth analytics, enhance performance and optimize efficiencies. With existing workforce programs in place globally across multiple business functions, evaluating hiring programs by business or region at any level became increasingly challenging.

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GERMANY: A streamlined MSP drives efficiency and greater transparency in the insurance industry

A well-known insurance company in Germany had a decentralized approach to its contingent workforce. The company used approximately 75 different staffing providers, along with a full-service IT staffing provider and unaffiliated freelancers. The majority of the company’s external resources were freelancers, including many highly qualified specialists for IT and non-IT activities who operated on service contracts.

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Flexible and Proactive Recruiting

The client, the world’s largest online search engine provider, was looking to establish its first major customer contact center outside the U.S. They were hesitant to partner with a recruiting agency, believing they would be unable to understand their unique corporate culture and recruit appropriate candidates in high volumes.

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Exclusive Volume Recruitment

A multinational conglomerate established its latest venture in the Philippines—a shared services center providing financial and employee services to its operations in Southeast Asia and Oceania. To achieve this, the client faced the following challenges: Quick ramp up of 50 positions within nine weeks, volume number of accounting and Human Resources staff, no existing Human Resources department dedicated to recruitment, more than 350 positions to fill within eight months the following year, work location outside metro Manila, market turnover rate between 11–30%. ManpowerGroup Solutions developed an exclusive Recruitment Process Outsourcing solution for the client.

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End-to-End Recruitment Process Outsourcing

A Fortune 500 construction company with domestic operating divisions in some of the fastest growing areas of the country, including Arizona, California, Colorado, Florida, Georgia, Nevada, New Mexico, North Carolina and Texas, had a rapidly growing demand for professionals in its industry. The company needed a partner that could hire a variety of skills sets and varying position levels, from administrative to senior vice presidents at both the corporate and field levels.

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End-to-END RPO for the Pharma industry in Germany

Due to the acquisition of a German pharmaceutical company, it was necessary to adjust the internal structures of the client, a worldwide leading Pharmaceutical company present in 60 countries. The aim of these changes was to entrust again the HR business partners with their initial core tasks

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Employer Brand Presence and Hiring Manager Proficiency Through RPO

A successful adhesives manufacturer had historically used agencies to provide candidates for its hiring managers. Despite the strength of its product, however, the company did not have a well established employer brand. The HR team was now focused on advancing its talent acquisition strategy and centralizing recruiting for improved efficiency and hiring results.

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Dynamic Resume Acceleration

Searching for a new way to manage the more than 500 resumes received daily, a Fortune 100 retail brokerage company was looking for a partner to help them develop an aggressive hiring solution. They also required their partner to have Recruitment Process Outsourcing (RPO) expertise to help consolidate inefficient recruiting programs and make recommendations regarding upgrading legacy technology.

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Delivering a Streamlined Recruiting Model and Seamless Transition

A top 10 payment service firm responsible for processing millions of credit and debit card payments for businesses worldwide was planning for a change in ownership. Knowing effective recruiting was critical to their mission—they made nearly 500 hires annually across 40 states—they were looking to develop a new recruiting infrastructure and have it in place prior to their change in ownership.

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Customized Technology and Industry Know-How Converge to Meet Consistently Fluctuating Needs

One of the largest and most successful auto manufacturers in Europe was looking for a way to significantly expand and decrease its Spain-based workforce quickly based on sales and export-related demands. Among the challenges they faced were unpredictable hiring peaks and an inability to train workers in advance of their needs.

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Cultural Proficiency and Marketing Coverage Enable Rapid Talent Acquisition

Rapid expansion throughout Canada posed a challenge for one of North America’s largest and longest standing security services companies. With offices in 350 communities and contracts to provide security solutions to 90 percent of Fortune 500 companies, the client already had a network of internal hiring managers who typically do their own recruiting and hiring. However, the need to significantly expand sales teams within six weeks would stretch internal resources too thin, particularly given that the company lacked a centralized recruiting process. In addition, the client needed a partner with market experience and expertise in Montreal and Quebec City, which demonstrated a cultural/language proficiency that is distinct from other province.

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Competitive Edge Through Strategic Recruiting

A global food and beverage manufacturer was looking for a partner who could provide expertise in developing talent pipelines and networks that would give them an edge over the competition as they looked to launch a new product. Additionally, the partner would need to integrate seamlessly with their in-house recruiting staff.

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Change Management for Large-Scale RPO Implementation

A Fortune 100 financial firm was looking to develop a talent acquisition program to hire a significant volume of talent, create a pool of quality talent, reduce turnover, increase diversity and become an employer of choice. The program would span 12 North American regions.

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Centralized Hiring Process for Retail Sales

A nationwide retailer was struggling to recruit sales representatives. They recognized a need to centralize recruiting efforts and were looking for a partner to help with that process. Desired outcomes included reduced time-to-hire, improved retention rates and creation of success metrics to evaluate hiring effectiveness.

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CWM: Large U.S. Health Insurance Company

A large national health insurance company was experiencing brisk growth, particularly in its IT division. To allow IT managers to focus on core responsibilities, the company sought an industry expert in contingent workforce management to establish consistent and uniform hiring practices and keep pace with rapidly shifting workforce needs.

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CWM: International Telecom Company

An international telecommunications provider of wireless, voice, messaging and high-speed data services was experiencing international growth that triggered a rapid build-up in contingent staffing across numerous operations causing costs to out pace revenue in certain labor markets.

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CWM: Global Financial Services Firm

Following a large merger, a global financial services firm sought to drive financial synergies by controlling the combined IT contract labor processes and reducing costs. A reliance on a contingent staffing model had resulted in an administrative burden associated with managing 30 primary vendors, 400 secondary vendors and more than 1,300 domestic consultants.

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CWM & SPM: Large Financial Services Firm

A large financial services firm relied heavily on project support from contingent labor, including information technology, administrative, finance, marketing, human resources and legal resources. An extensive internal assessment revealed more stringent controls for contingent labor expenditures were required, focusing on both structured guidelines and process improvements.

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Building a Commercial Sales Team

A leading credit card provider desired to more aggressively sell its products in Argentina, but lacked a commercial sales team that would allow them to do so. They sought a partner who would be able to help them recruit a pool of highly successful candidates from which they could build a team.

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Agile Talent Acquisition

A Fortune 100 media and telecommunications firm with an applicant flow in the millions outsourced its talent acquisition strategy for both metro market and remote locations nationwide. They needed an RPO provider that could support hiring of customer care, direct sales and technician and installer roles.

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Optimized Efficiencies with a Global MSP Technology Program

A top 20 global technology company needed to enhance performance and optimize the efficiency of its contingent workforce. The client was looking for a comprehensive assessment of their contingent workforce sourcing program. With over 4,500 suppliers in place globally, managing and evaluating them became an impossible task.

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