How leading companies use TalentNet to change the way they hire.
A unique strategy for a high volume company – how a leading health insurance company met their seasonal hiring goals
A leading health insurance company needed to hire a high volume of seasonal contingent workers.
TalentNet worked with the company through Program Readiness - a data-centric decision-making workshop. The organization made use of our intuitive Direct Sourcing platform to easily find and contact both new hires and trusted previous contractors who worked at the company before.
The health insurance company met their hiring goals in the first year working with TalentNet, then went on to double these goals, with 1,000+ people hired in 2022.
Gas and oil giant surpasses hiring goal after revamping its Direct Sourcing program
A prominent oil and gas company had to adapt to significant changes in its industry. The company needed to upgrade its current Direct Sourcing program to find new skill sets and hire a contingent workforce that would allow the energy giants to remain competitive in their field.
TalentNet implemented several changes to allow for quicker hiring, improved best practices, and the successful rollout of a new communications strategy. These changes included implementing 48-hour exclusivity for curators, setting up new publication sources like Indeed, and adding client domain emails for every team member.
In 2022, the company surpassed its goal of filling 50% of their roles. In Q3 / Q4, the company was able to fill 65% of open roles.
Notable pharmaceutical giant creates seamless Direct Sourcing process after TalentNet’s support
While the notable pharmaceutical giant did have an existing Direct Sourcing program, the company saw benefits to expanding their best practices and changing their MSP screening process to give hiring managers visibility into all of the Direct Source candidates.
The company participated in TalentNet’s Program Readiness, a data-centric decision-making workshop. Through TalentNet’s intuitive platform and industry-leading experience, they were able to increase program adoption and success, expand its Direct Sourcing program throughout the US and create a cohesive, collaborative candidate experience.
Fulfillment increased exponentially in the next quarter after MSP screening was turned off. The pharmaceutical company saw an increase in talent community member engagement application ratio, with 50% of applicants coming from their existing talent community.