Case Study - Technology Retailer
Sourcing Bandwidth On-Demand (SBOD)
RadioShack utilizes Q4B's Recruiting Bandwidth On-Demand to quickly fill retail positions in core markets
- Client Profile/Background
- RadioShack Corporation, based in Forth Worth, Texas, is one of the nation's most trusted consumer electronics specialty retailers and a growing provider of a variety of retail support services. RadioShack operates a vast network of sales channels, including more than 6,000 company and dealer stores, over 100 retail locations in Mexico and Canada, and nearly 800 wireless kiosks. They deliver convenient product and service solutions within minutes of where 94 percent of all Americans either live or work.
- Business Challenge
- RadioShack needed to hire 19 regional human resource managers within six months. Beginning in March of 2006, their immediate priority was to fill seven positions in three months in their key markets of San Francisco, Los Angeles, New York, Atlanta, Houston, Columbus and Detroit. RadioShack came to Q4B primarily for their assistance with managing their recruiting needs, as well as managing employee relations at each of the regional locations.
- Strategy/Solution
Q4B worked closely with RadioShack's Human Resources team and hiring managers to define requisition requirements and develop a sourcing strategy that would compliment RadioShack's existing processes yet still allow for rapid deployment. Together they concluded that Q4B's Recruiting Bandwidth On Demand (RBOD) solution would best address RadioShack's immediate regional hiring needs.
Q4B was able to add immediate value by rapidly deploying a dedicated solution (people, processes, tools and project leadership) and providing candidate submittals for a three-month period. Using the Q4B team as a bolt-on resource for this project allowed RadioShack to garner results without having to temporarily hire an internal recruiter.
Leveraging their proven full-lifecycle recruiting processes, Q4B immediately began sourcing candidates using an integrated sourcing strategy, including Q4B's Private Talent Warehouse and Direct Sourcing and Networking Initiatives (DSNI). Accurately targeting potential candidates via appropriate media was another crucial tactic in Q4B's sourcing strategy. Q4B's formula to best target candidates included placing ads in the proper newspapers and trade journals, posting positions and pulling from career portals and niche job boards, as well as using advanced Internet sourcing techniques.
Sandy Farrar, Director Executive Recruiting for RadioShack, notes, "Q4B's applicant tracking system helped manage resume flow and reduce cycle time...they were able to turn and prescreen candidates quickly."
Q4B also utilized their enhanced client relationship management (CRM) techniques to develop a positive experience for each potential candidate who went through the RadioShack recruiting process. CRM methods included personal e-mail responses, follow-up telephone calls, interview preparation and interview feedback for those candidates who were selected by RadioShack to enter the interview process. Q4B was also responsible for professionally dismissing the candidates who did not make it through the selection process.
Q4B then developed a customized diversity sourcing plan with RadioShack to ensure the recruiting efforts met RadioShack's diversity goals. Q4B invited candidates to complete an optional "Invitation to Self-Identify" form. This self-identification and any information provided by the applicant was submitted on a voluntary and confidential basis and was for use only in accordance with Equal Employment Opportunity and/or Affirmative Action regulations, without subjecting the individual to adverse treatment. Inclusion or exclusion of any data did not affect any hiring or other employment-related decisions. The data collected was submitted to RadioShack to verify they had designed a diversity strategy with measurable results.
- Results
Three months into this client engagement, RadioShack experienced a series of challenging internal business events, including a reorganization and the hiring of a new CEO. As a result, RadioShack has put all of its recruiting efforts on hold. However, during the three months Q4B was on the project, they were able to review 1500 resumes and screen over 250 qualified candidates which resulted in over 50 onsite interviews.
Because timing was crucial, RadioShack benefited most from Q4B's "speed in which they were able to ramp up and kick off the project," adds Farrar. Q4B's agility allowed RadioShack to meet their needs quickly and within budget.