Talent Management Solution – Prestigious European Auto Brand - China
This European auto brand is the world's leading manufacturer of premium automobiles and motorcycles. As a pioneer of new technologies, the company has shaped change, within both the industry and the world of mobility by leveraging innovative technologies, digitalisation and sustainability to deliver unique customer experiences. With more than 115,000 employees in over 140 countries worldwide, this business remains competitive by being flexible to their customer’s needs and desires whilst continually optimising their processes to offer the best customer experience.
Although already an established and respected employer in the automobile industry, this client needed to refine its strategy for recruiting and managing talent in China – particularly for key positions where demand amongst competing organisations was high.
Although already an established and respected employer in the automobile industry, this company needed to refine its strategy for recruiting and managing talent in China – particularly for key positions where demand amongst competing organisations was high.
In addition to being a compelling, attractive employer for China’s ‘golden candidates’ – the elite talent – this company also wanted to reduce the time it took to hire for key positions.
With an extensive dealer network, the company needed to be able to find strong candidates in an efficient manner to fill organisational needs. However, this process typically took about three months – a burdensome delay in some cases.
To achieve these goals, the client’s HR department turned to Aerotek for strategic advice in addition to recruitment services.
Aerotek assembled a team of consultants to source candidates for the client’s open roles, while also developing a specialised talent mapping team to fulfil the task of strategically optimising the company’s hiring processes.
The talent mapping process involved analysing the company’s employment needs and candidate pool to anticipate the company’s future hiring requirements and identify the employees with the best potential before openings emerged.
These resources enabled managers and HR personnel to access information about individuals who would be good fits for positions early in the recruitment process – cutting down on the time it takes to locate and close placements.
This means they can target their recruiting efforts right from the start, significantly reducing the amount of time it takes to reach the interview stage. Additionally, because managers and HR teams have pre-vetted some of the candidates and developed strategic plans in anticipation of positions opening, they already know candidates’ strengths and have compensation packages in mind. This enables the company to further streamline internal approval processes.
Already possessing a deep understanding of the auto industry marketing field and a strong database of prospects, Aerotek maintains a strong talent pool for the client so it can propose candidates and send CVs in a matter of days.
A database of information, such as each candidate’s hometown, leads to more efficient recruitment, because teams are able to hone in on optimal locations to better match prospects to the right opportunities in the future. Furthermore, Aerotek continuously maintains warm relations with mapped candidates so they can contact high potential prospects quickly and effectively.
Supported by the new talent mapping strategy and an improved recruiting process, the client now regularly fills key positions in just 1.5 months – half the time it took under the old processes.
In addition to advising the client on its HR strategy and talent mapping, Aerotek has assisted with placements for a number of key roles by pre-identifying strong candidates in our database that can be recommended to the client as soon as new openings develop.
Working closely with the client’s HR department allows Aerotek to maintain a role as a partner – not just a vendor. Although Aerotek was a new recruiter for the client in 2014, we have emerged as the leader in the field, setting new records in terms of the efficiency of the manufacturer’s hiring process.
As a whole, Aerotek developed a highly efficient recruiting strategy built on a powerful foundation of two key elements: a dynamic of trust with the client’s team and strong, sustained relationships with candidates.