Workforce Success Stories
Learn how ManpowerGroup Solutions has helped companies improve hiring quality, time to fill, cost savings and efficiencies through our proven recruiting processes and workforce solutions.
Featured Stories:
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.
View this Success StoryStrategic HR Partnership with a Jewelry Fashion Brand
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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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 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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Un plan de acción específico proporciona profesionales bilingües altamente calificados para un gran proyecto sin fines de lucro
Una gran organización no lucrativa que se centra en proporcionar servicios de apoyo a los niños inmigrantes, presenta una necesidad estacional recurrente para contratar personal profesional altamente calificado. Llenar las posiciones fue especialmente difícil porque los candidatos tenían que trasladarse de Puerto Rico a Texas y Arizona para una contratación de cinco meses.
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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.
View this Success StoryStrategic HR Partnership with a Jewelry Fashion Brand
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
View this Success Story
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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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.
View this Success StoryRapid, 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ソリューション子会社25社における採用プロセスを合理化
2014年、25の関連会社を持つグローバル飲料メーカーが 日本の会社に合併しました。25社の子会社はそれぞれ別々の 採用プロセス・考え方をもっていたため、合併した企業全体での募集と オンボーディングのプロセスを統合し標準化する必要がありました。それぞれの子会社の採用に関して、同社は共通の課題に 直面していました。具体的には下記のことがが欠如していました。
View this Success StoryRPO 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.
View this Success StoryRPO 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.
View this Success StoryNationwide 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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Mejora y Eficiencia en los Procesos de Reclutamiento en la Industria del Gas Natural
Empresa líder a nivel mundial en el suministro y distribución de gas natural en México, se veía presionada con una acumulación de requerimientos abiertos. El tiempo y la calidad en el cubrimiento de vacantes no fue consistente con los estándares esperados.
View this Success StoryLogra 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.
View this Success StoryLa comunicación efectiva favorece la calidad en el cubrimiento de personal de seguridad de alto perfil para un evento internacional
Siendo proveedor líder para la planificación de eventos en materia de servicios de seguridad, requiere cubrir 200 posiciones en un máximo de 15 días para un importante evento de carreras de autos. Se requería una gran cantidad de empleados para el control de accesos, seguridad y control de multitudes, seleccionados en un corto período de tiempo.
View this Success StoryKnowledge 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.
View this Success StoryInnovative 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.
View this Success StoryImprovement 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.
View this Success StoryExtensive 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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Con un alcance dirigido y el soporte de una propuesta de valor única para integrar a la población en situación de vulnerabilidad al mundo laboral
Con proveedor global de servicios de transporte personal fue creciendo rápidamente en México y necesitaba encontrar maneras de aumentar su fuerza laboral mediante la contratación de Conductores de auto particular.
View this Success StoryCobertura nacional y la experiencia, apoya a institución financiera a capitalizar rápidamente su expansión.
Cuando el segundo banco más grande de México fue comprado por una de las mayores compañías de servicios financieros del mundo, estaba en una posición para expandir significativamente su oferta de productos y cobertura regional. Sin embargo, los requisitos de servicio al cliente y la posición de las ventas
View this Success StoryAmplia cobertura nacional y experiencia en la industria son de gran Apoyo para cubrir las necesidades de reclutamiento de una empresa mundial de energía renovable
Un gran fabricante multinacional de la industria de energía eólica buscaba ampliar su operación en México. La compañía operaba con una firma en servicios de RPO que no cubría sus expectativas de servicio por lo que decide abrir la oportunidad a un nuevo proveedor.
View this Success StoryA Creative Mix of RPO Resources Facilitates A Software Providers Expansion - Japanese
豊富な市場および業界に関する専門知識を持つバイリンガルのオンサイト リクルーターが日々の採用プログラムを管理。 オンサイトリクルーターの着任前には、プロジェクトリーダーが RPO活動プログラムを責任をもって設計し、プログラム開始後も オフサイトからサポートしました。
View this Success StoryA Creative Mix of RPO Resources Facilitates A Software Providers 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.
View this Success StoryUna Experiencia Única de Lanzamiento al por Menor
Un conocido minorista de moda planeaba ingresar a territorio uruguayo. El lanzamiento generó grandes expectativas en el nuevo mercado, así como en los países vecinos donde la marca aún no se había establecido. La empresa necesitaba cubrir 50 vacantes en cinco puestos de trabajo diferentes en Uruguay, a la vez que posicionaba su marca en la región.
View this Success StoryUn Innovador Programa de Divulgación Ofrece Contrataciones por Volumen
Una gran cadena de supermercados en Perú, con más de 60 tiendas y 18,000 trabajadores, enfrentaba grandes necesidades de contratación a medida que seguía creciendo. El equipo interno de Recursos Humanos era responsable de todas las iniciativas de reclutamiento y para satisfacer dichas necesidades hacía los mayores esfuerzos, e incluso, fueron contratados consultores externos de personal temporal.
View this Success StorySupplier Specialization Improves Workforce Management
An international consumer goods manufacturer had difficulty attracting and retaining a highly qualified contingent workforce in Guanajuato State, Mexico. Inadequate response time and high turnover characterized the relationship with some suppliers and the company identified a need to more effectively manage its supplier relationships. The company required a managed service provider (MSP) program to fill a significant number of openings in the near-term while developing a supplier strategy that could meet long-term needs. The most urgent need, however, was to identify a partner that could deliver a large number of workers in December—historically one of the most difficult months to find talent. Based on its considerable experience in the region, the TAPFIN team was selected as the company’s MSP provider.
View this Success StorySupplier Knowledge Helps to Standardize an Energy Company’s Workforce Management
One of the world’s largest oil and gas companies had a significant need for contingent workers throughout Mexico. However, the company lacked consistent guidelines and reporting across staffing suppliers. As a result, they had limited visibility into the processes associated with contracting and maintaining their workforce. The company needed a managed service provider (MSP) with enough expertise and market presence to effectively manage contingent workers and suppliers in 10 locations across Mexico.
View this Success StoryStandardized 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.
View this Success StoryPresencia en el Mercado y Conocimiento Local Permiten que una Empresa de Productos de Consumo Cubra Rápidamente Vacantes Durante
Un conglomerado multinacional trasladó la operación de productos de belleza en Latinoamérica a una empresa a la que vendió dicha división de negocio recientemente. Los contratos existentes crearon una necesidad de operacionalizar el negocio en Latinoamérica muy rápidamente. Como resultado, la transferencia de la línea de negocio de belleza creó 50 nuevas vacantes de nivel medio y superior en ventas, marketing y finanzas en Brasil, Costa Rica y México.
View this Success StoryMattel
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
View this Success StoryMarket 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.
View this Success StoryMarket Knowledge Delivers Process Efficiencies
A global manufacturer of consumer products and developer of technology, aerospace systems and engineering services needed to fill 600 positions within three months. In addition, the company faced significant turnover in its contingent workforce due to high job growth in the region and an increase in benefits in nearby companies.
View this Success StoryLa Experiencia en Educación Superior y Presencia Nacional Facilitan la Expansión Masiva de una Universidad
Una de las universidades más grandes de Brasil tiene 135,000 estudiantes de pregrado y posgrado en el estado de Santa Catarina y campus satélites alrededor de todo el país. Esta universidad planeaba extender su oferta educativa ofreciendo cursos en línea a través de 114 nuevas sucursales en 17 estados brasileños. Para apoyar la expansión, la universidad requirió una gran cantidad de coordinadores de e-learning para administrar las actividades comerciales, financieras y administrativas de cada sucursal. Además, necesitaban orientación estratégica para organizar las responsabilidades del personal de consultoría y asesoraría sobre las distintas necesidades educativas en diferentes mercados.
View this Success StoryLa Especialización de los Proveedores Mejora la Gestión de la Fuerza Laboral
Un fabricante internacional de bienes de consumo tuvo dificultades para atraer y retener una fuerza laboral contingente altamente calificada en el Estado de Guanajuato, México. La relación con algunos proveedores se estaba caracterizando por un ineficiente tiempo de respuesta y una alta tasa de rotación. Por tanto, la empresa identificó la necesidad de gestionar más eficazmente sus relaciones con los proveedores.
View this Success StoryJob Role Rebranding Leads to High Quality Hires
An international tobacco company with a century-long presence and excellent brand awareness in Chile faced a critical talent shortage. The company’s ability to meet production goals and supply expectations in the Latin American market was in jeopardy. They had approximately one month to fill 300 production worker roles in their San Fernando plant. In addition to the San Fernando plant roles, the regular turnover of positions such as operators, sellers and delivery personnel also needed to be filled throughout the national territory.
View this Success StoryInnovative 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.
View this Success StoryInnovative Outreach Delivers Volume Hires
A large supermarket chain with more than 60 stores and 18,000 workers in Peru had significant hiring needs as the company continued to grow. The internal HR team was responsible for all recruiting efforts, but they were stretched thin and relied on temporary staffing consultants to meet the company’s hiring needs.
View this Success StoryIn-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. Specifically, the company sought to fill 1,400 roles within 10 weeks. These were distributed across 7 provinces and 185 locations. The company required that all candidates live within 10km of the store location, which called for a targeted, yet widespread, recruiting solution. Finally, the company was also unable to utilize its existing recruiting structure as it was not designed to engage employees of third-party suppliers.
View this Success StoryGlobal Graduate Recruitment
A client in the renewable energy industry made a decision to re-launch a Global Graduate program. The goal was to conduct the entire recruitment program online with no campus visits and to streamline the interview process leveraging technology. The scope of the project encompassed 24 positions in 9 countries with the target candidates being Graduate degree holders within 1 year who were fluent in English and one other language and had global mobility for a 2 year immersion program within the company.
View this Success StoryGlobal Footprint and Expertise Across Multiple Countries Drive RPO Results
A global market leader in enterprise and mobile communications lacked a streamlined, consistent recruitment process across its business. Over the past decade, the company has grown to include more 4,500 employees serving more than 60 million business users in 100+ countries. Recruitment and hiring for the company’s global footprint were limited to local in-country efforts with no standardization, defined processes, company-wide direction or ATS (applicant tracking system) technology to support a global solution
View this Success StoryExperience in Higher Education and Nationwide Presence Facilitate a University’s Massive Expansion
One of the largest universities in Brazil had 135,000 undergraduate and graduate students in the state of Santa Catarina and at satellite campuses across the country. The university planned to extend its educational offerings by delivering online courses through 114 new branches in 17 Brazilian states. To support the expansion, the university required a large number of e-learning coordinators to manage the commercial, financial and administrative activities of each branch. In addition, they needed strategic guidance to organize the responsibilities of consulting staff and advise on the distinct education needs in different markets.
View this Success StoryEl conocimiento de los proveedores ayuda a estandarizar la gestión de la fuerza de trabajo de una empresa de energía
Una de las compañías petroleras y de gas más grandes del mundo tenía una necesidad significativa de trabajadores contingentes en todo México. Sin embargo, esta empresa carecía de directrices y reportes consistentes por parte de los proveedores de personal. Como resultado, tenían una visibilidad limitada de los procesos asociados con la contratación y el mantenimiento de su fuerza laboral.
View this Success StoryEl Conocimiento del Mercado Genera Eficiencia en los Procesos
Un fabricante global de productos de consumo y desarrollador de tecnología, sistemas aeroespaciales y servicios de ingeniería, necesitaba cubrir 600 puestos en un plazo de tres meses. Adicional a lo anterio, la compañía tuvo que hacer frente a una importante rotación de su mano de obra contingente debido al alto crecimiento del empleo en la región y al aumento de los beneficios en las empresas cercanas.
View this Success StoryEl Cambio de Nombre de los Roles de Trabajo Conduce a Contrataciones de Alta Calidad
Una compañía tabacalera internacional con cien años de presencia en Chile y un excelente posicionamiento de marca en este país, se enfrentó a una crítica escasez de talento. Con la situación anterior, se puso en riesgo la capacidad de la empresa para cumplir sus metas de producción y las expectativas de suministro en el mercado latinoamericano. Tenían aproximadamente un mes para cubrir 300 puestos de trabajadores de producción en su planta de San Fernando. Además de las funciones de dicha planta, también debía cubrirse en todo el territorio nacional la rotación regular de puestos, tales como operadores, vendedores y personal de entrega.
View this Success StoryBulk 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.
View this Success StoryA specialized recruiting team fills specialized roles
A well-known electronics manufacturer needed to fill a steady stream of highly specialized engineering roles. Their internal team consisted of a small number of corporate recruiters who lacked the bandwidth to meet all of the company’s needs on their own. As a result, the company struggled to get enough qualified applicants and had a backlog of requisitions. The lack of resources also made hiring especially challenging during ramp-up periods when the company needed to hire large numbers of engineers in a short period of time.
View this Success StoryA Unique Retail Launch Experience
A well-known fashion retailer planned to enter the Uruguayan market. The launch generated high expectations in the new market, as well as in neighboring countries where the brand had yet to establish a presence. The company needed to fill 50 openings across five different job roles in Uruguay, while simultaneously establishing its brand in the region. Candidates were required to attend a launch event organized by the client, where the final selection process would take place. The hiring team would need to identify talent that met the requirements of each position and who were also suited to the philosophy and culture of the company. This was particularly important as the client wanted to immediately establish a brand connection in the marketplace.
View this Success StoryA Holistic Solution and Global Footprint Support a Wind Energy Company’s Expansion
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. Within this broader market context, a global leader in the space renewable energy company faced a number of growing pains as it expanded across the globe. The company’s recruiting and hiring process across 46 countries varied drastically – with little to no consistency in data collection, procedures, costs, employer branding, or reporting.
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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.
View this Success StoryTargeted 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.
View this Success StoryTargeted 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.
View this Success StorySector Expertise and Market Presence Enable ManpowerGroup Solutions to Fully Staff a New Call Center within Weeks
The world leader in omni-channel management connects the world’s largest and most respected brands to their customers. The company provides a wide range of consumer services, technical support, customer acquisition, digital solutions, data analysis, back-office support and other specialized services to ensure positive consumer engagement.
View this Success StoryRPO 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.
View this Success StoryPeru'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.
View this Success StoryMarket 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.
View this Success StoryManpowerGroup Solutions contrata a todo el personal del centro de llamadas dentro de las semanas
El líder mundial en administración omnicanal conecta las marcas más grandes y respetadas del mundo con sus clientes. La compañía ofrece una amplia gama de servicios al consumidor, soporte técnico, adquisición de clientes, soluciones digitales, análisis de datos, soporte administrativo y otros servicios especializados para asegurar la participación positiva del consumidor.
View this Success StoryLa agilidad del Equipo RPO facilita al cliente la transición desus procesos de reclutamiento
Cliente de servicios financieros con el cual ya se venía trabajando con anterioridad, requería hacer un cambio estratégico para poner fin al modelo de contratación temporal de su personal por un esquema de contratación directa, por lo que se requiere el reclutamiento de Asesores Comerciales a través de una solución de RPO.
View this Success StoryEl Banco Más Grande De Perú Protege su Marca Durante su Crecimiento a Mediante un Reclutamiento Dirigido y Relevante
Banco de Crédito del Perú (conocido comúnmente como BCP) es la institución más grande y exitosa de servicios financieros con mayor antigüedad en el país. La marca es muy bien conocida y profundamente respetada a través del país.
View this Success StoryBenchmarking y conocimiento del mercado conducen a un mejor reclutamiento y desempeño de gerentes de tiendas minoristas
El rápido crecimiento y las adquisiciones permitieron que un gran minorista latinoamericano de artículos ópticos se expandiera hacia 40 países. Una de las adquisiciones involucró una presencia significativamente mayor en Colombia y una necesidad inmediata de una estrategia de reclutamiento y retención para los gerentes de tienda en 127 ubicaciones.
View this Success StoryBenchmarking 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.
View this Success StoryAustralian Defence Force 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.
View this Success StoryA 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.
View this Success StoryCreative 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.
View this Success StoryCreative Sourcing and On-Demand Resources Help A Technology Client Fill Sales and Tech - Japanese
某多国籍のテクノロジー企業は非常に積極的な販売目標を 設定していたため、新規プロジェクトやパートナーシップを日本で 立ち上げるための人材確保が早急に必要でした。以下が課題でした。
View this Success StoryBig 4 Bank Neutral 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.
View this Success StoryAn 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.
View this Success StoryA 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.
View this Success StoryAn 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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Restructuring A Global RPO Operation Streamlines Pharmaceutical Company’s Recruiting and HR Infrastructure
One of the largest pharmaceutical companies in the world has more than 50,000 employees and a presence in 44 countries on four continents. This widespread global footprint posed some major challenges: Decentralization of operations: recruiting, HR and training and development were all managed independently, Significant variation in data collection and reporting capabilities across operations, Limited visibility into its total workforce and overall costs
View this Success StoryManpowerGroup Solutions the Sole Advisor in a Large Government Agency Recruiting Project
The government agency in Uruguay that promotes and facilitates access to housing and implements social, economic and environmental policy sought to fill 66 administrative vacancies in the capital city of Montevideo, as well as the more rural interior of the country.
View this Success StoryInternational Oilfield Services Workforce Strategy Support
The world’s leading supplier of technology, integrated project management and information solutions in oilfield services, operating in more than 85 countries world wide, needed to appoint a supplier who would bring consistency and control across a broad range of around 80 suppliers across their European operations. Historically, the suppliers were not centrally managed and operated on different commercial terms which made it difficult for the client to mandate the contract.
View this Success StoryDuracell
A global project supporting Proctor & Gamble’s divestiture of Duracell, the world’s #1 battery company to Berkshire Hathaway, a U.S. multi-national conglomerate of holding companies. ManpowerGroup Solutions was tasked with supporting the Proctor & Gamble talent team with 400 permanent vacancies throughout the globe over a 10-week period.
View this Success StoryDelivering 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.
View this Success StoryA 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.
View this Success StoryPartnering 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.
View this Success StoryFlexible 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.
View this Success StoryA Unique RPO Strategy Helps a Large Healthcare System Meet Critical Needs While Developing a Long-Term Strategy
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.
View this Success StoryWorker Tracking
A global technology and manufacturing company required a comprehensive solution to ensure all their temporary workers were classified correctly. Additionally, they needed to manage and track all personnel, including employees, contingent labor, contract service workers and independent contractors, who had access to their systems and/or facilities.
View this Success StoryTAPFIN 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.
View this Success StoryTAPFIN Creates a Consolidated Multinational MSP for a Global Insurance Provider
A leading global provider of insurance services with more than 60,000 employees in 100+ countries faced a challenge common among large multi-nationals: it lacked visibility into the overall organizational spend for time and materials associated with their contingent workforce.
View this Success StoryStreamlined Systems and a Strong 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
View this Success StoryStreamlined 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.
View this Success StoryRetailer’s Seasonal and Growth Hiring Needs Met by Flexible Team
A large retailer with nearly 2,000 stores across North America had plans for continued expansion in a highly competitive retail hiring environment. They required a forward-looking recruiting function that could support its aggressive growth plans. At the same time, the company’s fluctuating seasonal demands and everyday volume hiring created significant near-term challenges.
View this Success StoryRetailer 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.
View this Success StoryRPO 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.
View this Success StoryPresencia en el país y recursos dedicados logran la contratación de 1,400 personas en un tiempo mínimo de 10 semanas
Un importante minorista mundial decidió transferir las posiciones terciarizadas en Costa Rica a roles permanentes. El proyecto abarcó todas las provincias geográficamente dispersas del país y llegó con un conjunto de desafíos únicos. Específicamente, la compañía buscó cubrir las 1,400 posiciones en un máximo de 2 meses. Dichas posiciones se distribuyeron en 7 provincias y 185 localidades. La empresa exigía que todos los candidatos vivieran a menos de 10 km de la ubicación de cada tienda, lo que requería una solución de reclutamiento específica, pero extendida. Finalmente, la empresa tampoco pudo utilizar su estructura interna de reclutamiento ya que no estaba diseñada para realizar procesos de contratación de empleados externos.
View this Success StoryMarket Presence, Technical Expertise and Strategic Insight Enable a Large Telecommunications Company to Create a Truly Global MSP Program
To achieve greater visibility into its workforce, maximize efficiencies, and realize significant cost reductions, one of the world’s largest telecommunications companies sought to consolidate its global contingent workforce management efforts. With a total contingent headcount of 4,700 across 400 locations in nine countries, the process of streamlining multiple managed service provider (MSP) programs would be complex under any circumstances. However, this particular implementation also posed a number of technical and practical challenges.
View this Success StoryMarket Knowledge Helps a Large Supermarket Chain Fill Volume Recruiting During Restructuring
In 2016, majority share of Uruguay’s the largest supermarket chains was acquired by a U.S. company. The acquisition involved restructuring the Human Resources function to focus primarily on adjusting to the acquisition. As a result, the company sought to outsource the company’s recruitment and selection processes.
View this Success StoryIndustry 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.
View this Success StoryImproving Workforce Retention While Reducing Costs
A global logistics organization, appointed ManpowerGroup Solutions to deliver a recruitment process outsourcing (RPO) function for their permanent contact center recruitment.
View this Success StoryGlobal 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.
View this Success StoryFull-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...
View this Success StoryEnd-to-End Support Enables Information Technology Firm to Source Hard-to-Find Talent
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.
View this Success StoryAdding Value to a Leading Digital Broadcasting 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.
View this Success StoryAdding 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.
View this Success StoryA 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.
View this Success StoryA 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.
View this Success StoryIncreased 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).
View this Success StoryGlobal 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.
View this Success StoryIKEA
In 2016, IKEA planed to open two new stores in Belgium and needed to recruit 600 people. The amount of applicants estimated was too high for their own recruitment team to handle within the required time frame.
View this Success StoryGlobal MSP Technology Program
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.
View this Success StoryWorkforce Transformation
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.
View this Success StoryUnderstanding 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.
View this Success StoryStrategic 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.
View this Success StoryScale 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.
View this Success StoryScalable 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.
View this Success StoryRecruiter 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.
View this Success StoryRapid 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.
View this Success StoryRPO 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.
View this Success StoryProject Planning and Forecasting Expertise Streamline a Utility’s Contingent Workforce Management
An electrical utility in Belgium sought to streamline its contingent workforce management systems. The company currently staffs sites across the country, with contingent workers covering engineering stations, along with three major initiatives associated with upgrading electrical grids, specialized work at substations and infrastructure efforts.
View this Success StoryPiloting 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.
View this Success StoryPharmaceutical 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.
View this Success StoryLa Experiencia en el Mercado Uruguayo Ayuda a una Gran Cadena de Supermercados a Cubrir el Volumen de Reclutamiento Durante su Reestructura
En 2016, la participación mayoritaria de las cadenas de supermercados más grandes de Uruguay fue adquirida por una empresa de Estados Unidos. La adquisición implicó la reestructuración de la función de Recursos Humanos para centrarse principalmente en el ajuste por la adquisición. Como resultado, la compañía buscó tercerizar los procesos de selección y reclutamiento.
View this Success StoryGlobal MSP Technology Program
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.
View this Success StoryExclusive 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.
View this Success StoryEnd-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.
View this Success StoryEmployer 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.
View this Success StoryCultural 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.
View this Success StoryCompetitive 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.
View this Success StoryChange 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.
View this Success StoryCWM: 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.
View this Success StoryCWM & 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.
View this Success StoryAgility Drives Performance in Recruiting Partnership
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.
View this Success StoryA 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.
View this Success StoryA 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.
View this Success StoryA Flexible RPO Team Delivers 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.
View this Success Story