Engagements - Recruitment Optimization Solutions For Growing Business

CK Solutions LLC - When Recruiting Performance & Speed Matter

Carl Kutsmode
Recruiting Solutions Consultant
Representative Engagement Summary

Phone (773) 509-6801 Email ckutsmode@ckrecruitingsolutions.com
To download an MS Word Copy of my full bio and Engagement summary, CLICK HERE

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Recruiting Technology Consulting Experience:

Applicant Tracking System (ATS) - Vendor Review, Selection and/or Optimization Experience: Vurv, Taleo, Brassring/Kenexa, Peoplesoft, Virtual Edge, ICIMS, PC Recruiter, Peoplefilter, SonicRecruit

Talent Assessment Vendor Review, Selection and/or Implementation Experience: Hogan, Profiles International, Devine Group, PeopleAnswers, DDI

Global Recruitment Optimization Assessment Consulting

For a hospitality industry global luxury hotel: Hired by the VP Human Resources and CEO to perform a global recruitment optimization assessment of current state practices to address the following strategic business objectives:

Ensure optimum organizational recruiting capability to meet the significant talent needs related to a planned aggressive global expansion over the next 5 years - focus on eastern Europe and Asia Pacific regions.
Perform a quantitative and qualitative analysis of HR / Recruiter staffing levels, organizational delivery model, technology, process and strategies against external leading practices to identify critical performance gaps and opportunities for improvement.
Identify critical talent gaps in leadership and succession planning resulting from retirements of long service employees over the next 5 - 10 years.
Perform a competitive market analysis to identify critical factors impacting growth related to talent supply & demand, compensation & benefits, employee development & retention.

Engagement duration: 16 weeks ; Engaged as the SME / Principal level lead consultant over 1 project manager, two senior consultants and an analyst. Lead all stakeholder focus groups and executive interviews.

Engagement Scope: USA, Latin America, Europe, Middle east, Africa, India, Australia / South Pacific, Asia Pacific regions.

Deliverables:    A final report outlining current state strengths to leverage, critical gaps to address near and long term and recommendations supported by a proposed high level implementation plan / timeline was presented to the CEO and his executive HR and Operations leadership team.
Recommendations are being adopted and an action plan is being created by the client

Outcomes:   Received top satisfaction score in post engagement client feedback. Currently pending decision to assist with implementation of recommendations in 2008.

US Recruitment Optimization Assessment Consulting

For a Commercial Real Estate Management Firm:   Hired by the SVP Human Resources and CEO to perform a domestic recruitment optimization assessment of current state practices to address the following strategic business objectives:

Address ongoing frustration among business unit leaders with HR's inability to effectively meet the recruiting needs of the business.
Reduce reliance on third party search firm vendors to curtail annual spend of over $2M annually
Recommend a scalable recruiting delivery model to meet the rapidly changing needs of a growing business
Ensure optimum organizational recruiting capability to meet the significant talent needs related to continued U.S. expansion through merger and acquisition over the next 5 years.
Perform a quantitative and qualitative analysis of HR / Recruiter staffing levels, organizational delivery model, technology, process and strategies against external leading practices to identify critical performance gaps and opportunities for improvement.
Perform a deep applicant tracking technology analysis to identify opportunities to improve the candidate's experience and to streamline the overall use of technology in the recruiting process.

Engagement duration: 10 weeks ; Engaged as the SME / Principal level lead consultant over 1 project manager, and an analyst. Lead all stakeholder focus groups and executive interviews.

Engagement Scope: USA - Midwest, eastern and western regions

Deliverables: A final report outlining current state strengths to leverage, critical gaps to address near and long term and recommendations supported by a proposed high level implementation plan / timeline was presented to the executive HR and Operations leadership team.

Outcomes:

Received top satisfaction score in post engagement client feedback.
Within 6 months following the engagement, our client reported that recruiting was no longer on the monthly management meeting updates as an issue for discussion.
Hiring managers satisfaction scores ranked exceptional and regular compliments are made to the HR and recruiting team for their improvements in hiring speed, candidate quality and overall recruiting efficiency.

Recruitment Re-Engineering / Transformation Consulting

For a global banking / financial services institution: Hired by the SVP of HR to help the organization achieve the following objectives related to improving overall U.S. talent acquisition effectiveness:

Identify an optimum recruitment delivery model (centralized vs. decentralized or Hybrid) to support aggressive planned U.S. expansion of their retail banking and call center operations
Address business unit specific challenges in IT recruiting and Risk Management talent acquisition
Reduce reliance and spend on third party search vendors
Ensure OFCCP candidate tracking and reporting compliance
Implement recruiting performance KPI metrics and reporting to measure success
Optimize use of the client's applicant tracking technology, Vurv.

Engagement duration: 30 Months; Engaged as the SME / Principal level lead consultant over 1 project manager, and up to 40 recruiters. Lead all stakeholder focus groups and executive interviews.

Engagement Scope: USA - Chicago, Northeast, South, Southwest and West coast regions

Engagement Phases / Deliverables:

Rapid Diagnostic of Current State and comparison to industry leading practices / Designed and launched a web survey of key stakeholders to identify high level insights into critical gaps. Researched external industry and competitor leading practices. Facilitated a solutions development workshop with HR leaders representing all business units to review findings and recruitment delivery model options and to determine potential solutions recommendations
Creation of a business case for change and investment / Prepared and presented an executive stakeholder business case comparing the cost/benefit analysis of building out an internal centralized talent acquisition delivery model vs. an outsourced recruitment (RPO) model.
Implement an interim Outsourced Recruitment (RPO) solution to address immediate needs: Implemented an on-site /off-site outsourced RPO engagement to provide immediate centralized talent acquisition capabilities to decentralized business units. Provided SME advisory consulting to client in the build out of their internal centralized recruitment model over a 24 month implementation plan. Facilitated the successful in-sourcing of all engagement activities and deliverables to the clients internal recruiting staff.

Outcomes:

Received top satisfaction score in post engagement client feedback. Exceeded business unit's expectations for meeting call center recruitment goals for speed, quality and diversity percentages.
Established recruiter performance KPI's and reporting metrics to drive efficiency.
Reduced cycle time to hire by over 50% from prior experience. Reduced third party search firm use for business unit's supported by over 80%.
OFCCP applicant tracking and reporting is now compliant with federal requirements.
Achieved exceptional hiring manager satisfaction scores