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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. They began looking for a partner to help reduce costs and administrative expenses.

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

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

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

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

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

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

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

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

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MEXICO: Market Knowledge Enables Immediate Program Activation

MEXICO: Market Knowledge Enables Immediate Program Activation

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Global Oil and Gas Client Neutral Vendor MSP

In 2011 a global Oil & Gas organisation 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. ManpowerGroup was approached to consult with them on an alternative model and approach.

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CWM and 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. However, the absence of a single system for contingent labor made management, reporting, and analysis challenging.

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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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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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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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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 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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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 While Devel

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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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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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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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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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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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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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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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

A large national financial services company was facing swift upsurges in hiring needs for its retail banking division. In order to address this critical staffing issue, the company planned to test a Recruitment Process Outsourcing (RPO) solution and was looking for a partner with whom they could work to develop the needed solution.

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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 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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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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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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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

To centralize and standardize its recruitment function, a Fortune 100 telecommunications firm was looking to outsource its talent acquisition strategy for both metro market and remote locations nationwide. However, the company’s professional-level hiring needs were not being met by its current Recruitment Process Outsourcing (RPO) provider.

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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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