Project RPO Helps Prepare the Launch of a New Program for Sports Entertainment Company

Roles:

Business Operations, including Marketing, PR, Content Creation, Advertising

Specific Challenges:

• Newly created brand with little to no consumer or employer brand awareness
• A true entrepreneurial effort, complete with all new systems, offices and hiring managers; from the initial announcement to the first event, everything needed to be stood up within 12 months
• Delays in senior-level divisional hiring pushed out the timeline for local market hiring; with a finite go-live date, this meant compressing an already tight hiring timeline
• The marketing positions were critically important to the go-live of the program; until these hires were made it was necessary for executives to stretch down to deliver on the objectives until the roles were filled
• Hiring within a highly competitive talent market and segment, e.g., the entertainment industry in the Greater New York City Area

Highlighted Strategies:

• Sevenstep helped the client stand up a new applicant tracking system (ATS), complete with Sevayo^® Insights for actionable talent and business intelligence as well as reporting capabilities; implemented a new talent acquisition workflow for delivery
• White glove, high-touch approach, including customized landing pages to greet/tailor the messaging to individual talent types
• Codified best practices for knowledge sharing across hiring markets and locations to optimize processes, create efficiencies and share lessons learned
• Talent pipelining through active LinkedIn outreach and networking within ancillary programs and similar organizations
• Developed compelling video job descriptions showcasing the culture of the newly created brand
• In-depth talent mapping for all 9 markets (8 team cities + corporate headquarters)
• Extensive competitor research and analysis

• Delivered 100% of hires in original scope, on time

• 28% of total hires came from direct, passive sourcing efforts as a result of extensive talent mapping and competitor analysis

• Maintained a 1.6 : 1 present-to-interview ratio and 3.7 : 1 interview-to-offer ratio

• Scope expansion to include shared services hiring, including in IT

• Generated a future roadmap for talent mining, including creating a talent community for future recruiting efforts

• Increased/established the organization’s go-to-market employer brand