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RPO case study: attracting top Canadian talent with a new recruitment strategy and improved employer brand.


Recruitment transforms from an administrative task into a strategic function to build out the company’s talent for the future.

Randstad Sourceright RPO case study aerospace manufacturer

lack of consistency and insight leads to challenges

As a global aerospace manufacturer whose technology powers more than a quarter of the world’s passenger aircraft, employing qualified talent is key to the company’s mission of transforming aviation. Yet, for the company’s locations in Canada, finding and hiring the best candidates proved to be difficult.

The company’s previous solution didn’t deliver the consistency and strategic processes nor the technology enablement to support a robust talent acquisition program. For instance, a very basic applicant tracking system led to the talent acquisition team working in silos. Recruiting for hourly positions was totally separate for salaried employees and student interns.

Moreover, without visibility or reporting about these practices, the company was unable to measure performance, properly evaluate its recruiting operations and successes, or uncover opportunities for improvement.

As a top employer seeking the best and brightest talent to fill key gaps, the aerospace manufacturer realized it needed a robust system to support its hiring needs with a more agile and data-driven approach.

a new strategy powers recruitment

Since other international locations of the aerospace manufacturer, like the U.S., Singapore and Poland, already leveraged Randstad Sourceright’s recruitment process outsourcing (RPO) solutions, it was an easy decision to extend this global partnership to Canada.

Today, the company relies on the Randstad Sourceright team to manage recruitment for its hourly, professional salaried and co-op/student roles. These positions span a variety of skills and expertise, from entry-level production workers to machinists and maintenance inspectors. It also includes a large engineering population, as well as operations, legal, IT and HR.

The RPO solution goes far beyond simply filling these roles, offering strategies like event management and new employee orientation to enhance the entire candidate life cycle and employer brand. Recruiting events are particularly important to the company. By hosting nearly 50 events – including several focused on diversity and inclusion – the company not only gains an effective channel to connect with talent, but also fosters a more positive brand reputation.

The aerospace manufacturer also worked with Randstad Sourceright to launch an international recruitment program, aimed to address the company’s highly specialized roles that can be difficult to fill. By partnering with Randstad Sourceright teams in Europe, they can cast a wider net to the global talent pool and welcome qualified new talent to Canada.

Additionally, the company is taking a forward-focused approach with a new “Future Leaders” program. This involves reaching out to potential candidates at other companies and highlighting the career paths available to them by joining the aerospace manufacturer. These individuals are then given the development and support to grow into an advanced role within the company.

full speed ahead

Since adopting an RPO program, aerospace manufacturer’s Canadian operations have achieved significant improvement, streamlining its hiring processes and improving the candidate experience. And with the right technology, they benefit from the visibility and reporting needed to continually optimize their recruiting practices.

In fact, the company has already exceeded several of its hiring goals. It has surpassed the goal of hiring 400 salaried employees for 2019, onboarding 532 individuals by the end of Q3. Meanwhile it’s on track to meet or exceed the goals for hourly and student workers as well.

The aerospace manufacturer also achieved an offer acceptance rate of 94%, compared to the goal of 85%, while decreasing time to fill for salaried employees from 65 days to an average of 56 days. While these numbers prove the effectiveness of the RPO to the company’s talent leaders, the impact is also felt by candidates – the candidate satisfaction rate improved from 5 out of 7 to 6.3 out of 7, while the survey response rate jumped from 34% to 79%.

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