Case Studies
The following are outlines of selected case studies where elements of The ROR Program were implemented in order to help companies execute their best recruiting and on-boarding efforts, which laid the groundwork for better retention of the new hires.
Case Study #1
Fortune 50 Entertainment and Media Company
- Defined job description around a new business
- Defined new market and identified pioneering executive
- Looked at multiple verticals in identifying candidates
- Bridged interview process between management executives and creative staff
- Redefined on-boarding options for the client
- Candidate rolled out the introduction of a new entertainment concept
Case Study #2
Billion dollar wireline telecommunications company
- Integrated definition of new businesses with job descriptions
- Defined path for integrating candidates into new culture; redefined on-boarding
- Managed interview paths to assure timely evaluation of the candidates and maintained momentum of the searches
- Dealt with counter offers
- Multiple candidates established new missions for multiple business units and drove aggressive new growth path
- All candidates were hired and integrated faster than the anticipated deadline of 90 days
Case Study #3
Billion dollar global communications company
- Defined new position reporting to founder CEO
- Defined how candidate will fit in with founding team
- Calibrated expectations among all parties
- Continued to build the management team around the founder
- Replaced key members of original founding team
- New COO took over multiple responsibilities from the former COO
- New CFO took over from two founder financial executives who had split the job
- Both COO and CFO had solid tenures with the company until it was sold this year
Case Study #4
Fortune 50 transportation company
- Defined job description for unique President of new business unit
- Identified new market for candidates
- Defined integration path for new President
- Candidate successfully bundled existing technologies and set up companies that helped to spin these technologies out of the parent
Case Study #5
$500 million plus professional services company
- Defined job description of new marketing contributor
- Defined integration of new talent into existing team; on-boarding was enhanced
- Established guidelines for similar hires in the future
- Candidate defined a new professional services marketing program that became a guide for a national effort
Case Study #6
$100 million financial services company
- Provided framework for candidate to understand each member of the client interviewing team
- Calibrated expectations
- Coordinated reference checking
- Maintained interview scheduling discipline
- Candidate was hired in 24 days (instead of 90) and at half the normal cost of the search, not including expenses saved
Case Study #7
$100 million networking and enterprise software company
- Defined job description including a new definition of the GM role
- Defined market to identify sources and candidates
- Defined integration process for the candidates which enhanced on-boarding
- Candidate successfully took over most of the original GM's responsibilities and helped initiate a reorganization that streamlined communication
Case Study #8
$100 million plus public consumer goods company
- Defined roles of multiple new board members
- Calibrated founder's expectations of the board
- Defined new board-to-CEO relationship
- Defined breadth of talent to address multiple strategic needs
- Three new board members were elected in less than three months and were brought in simultaneously as a new team within days of 9/11
- This team initiated taking the company private and saving millions of dollars
Case Study #9
$100 million plus food conglomerate
- Defined new GM position for new business unit
- Identified unique market for candidates
- Calibrated expectations of new GM to maximize fit into existing organization
- Outlined avenue to optimize integration of the new GM
- Candidate defined a new strategy for the new line of business
Case Study #10
$100 million security company
- Defined new positions on existing management team
- Calibrated new expectations
- Identified new markets for candidates
- Candidates hired were retained as company was redefined and new business plan was initiated years later
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