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When Triple V partnered with SDHR Consulting for Recruiting services, the primary goal was to streamline and standardize their internal hiring process. Although Triple V had job descriptions and postings in place, they needed to be reviewed for accuracy and to ensure they aligned with current needs. With the high growth of headcount Triple V was experiencing, they did not have a centralized repository for applications to be stored and tracked. Organization and streamlining their process were key to tracking candidates in an efficient and simplified manner. Given these pain points and the overall goal of outsourcing these administrative tasks Monthly Subscription was an optimal solution as it includes an application tracking system (ATS), a dedicated Account Manager, and a Lead Recruiter to manage information in the ATS on behalf of the client.
We dove right in, becoming ingrained in the organization and partnering with their leadership team to identify pain points and better understand their current environment. To create a repeatable Recruiting process across all roles, we implemented JazzHR. We created a candidate workflow that allows for reportable data for variable KPIs including candidate source, time from application to review, review to interview, interview to hire, and job opening to hire. Since marketing and brand awareness are key components to successful hiring, we created a career page link so they could easily post open jobs to their organization’s website as well as selecting additional job posting sites, including LinkedIn and Indeed.
Triple V now has its own, easy-to-manage and search, Applicant Tracking System. Housed within the ATS are applications, feedback, and points of contact. Workflow checkpoints have the ability to send email updates to candidates, improving the candidate experience and increasing the organization’s profile and brand recognition. By using an ATS, a pipeline is created and candidates are identified for future roles that fit their skillsets through tags. They are also able to identify candidates using tags that could be a fit for another role in their future hiring pipeline.
After the approval of Neurelis’ first clinical product, Valtoco, in January 2020, the company was ready to quickly hire a team of Territory Managers to inform, educate, and sell the product to the vulnerable epilepsy population in the targeted US cities. Their goal was to recruit and hire 74 national Territory Managers in two months or less. Neurelis wanted to ensure their new sales team was made up of individuals who would emulate their company culture, centered on integrity and accountability, with a focus on the patient. Not only were our recruiters looking for candidates who were experienced in the CNS/neurotherapeutic pharmaceutical industry, but we also wanted to find good-hearted employees who strive to improve the lives of those who suffer from seizure disorders and their families.
SDHR Consulting offered a hybrid, customized solution to fit Neurelis’ recruiting needs. Not only was SDHR Consulting looking for candidates, but we were able to capitalize on the Sales Directors’ network, past employees, and referrals. We were able to incorporate these candidates into our interviewing and screening process to ensure the absolute best candidates were hired.
Our team first screened 401 candidates and then scheduled follow-up phone and in-person interviews. To help accomplish this, we planned and executed several hiring “hub” events in Dallas and Chicago, with candidate volumes ranging from 8 to 40 candidates. Arranging all travel and accommodation logistics for candidates was an important aspect of this project.
At the events, our recruiters were there to greet candidates, escort them to all interviews, answer questions, coordinate debriefing and feedback sessions, and ensure a wonderful candidate experience, while adhering to a tight timeline.
Not only did our team of 12 recruiters execute the hire of 74 Territory Managers for Neurelis within a 2-month timeframe, but we also accomplished this at the onset of the pandemic. Just after the hiring events were held in February 2020, there was enormous uncertainty around the availability of medical supplies, whether doctor offices would remain open, air travel, etc., yet we were able to excel. Our team pivoted and arranged for some in-person interviews to be conducted virtually and newly hired employees started virtually with Neurelis as opposed to in-person orientation at headquarters. A testament to the project’s success is that we had a 100% retention rate after 90 days in the position.
Interested in learning more after viewing our recruiting case studies? Contact us today to learn more about our services and how we can support your organization. Together we will come up with your organization’s unique goals and work towards a solution with measurable results.
