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RPO case study: optimizing an internal mobility program.

Global aerospace leader transforms its recruitment process to access innovative sourcing strategies.

managing internal mobility candidates

This European aeronautics and space leader pays special attention to its internal mobility program to support and develop its current employees.

Understanding the importance of positive candidate experience to talent retention, the organization’s recruiting team was seeking a way to standardize and optimize its hiring processes for internal talent, while also effectively supporting peaks in internal candidate mobilization. The company partnered with Randstad Sourceright on a customized recruitment process outsourcing (RPO) model.

managing recruitment peaks quickly

Working closely with the client’s internal recruiting team to understand the requirements, the RPO team optimized the existing process for managing internal mobility candidates. In just eight weeks, a dedicated on-site team was set up in two locations and completed important implementation milestones, including process optimization, stakeholder training and change management.

The RPO model focuses on delivering an enhanced experience for internal candidates and hiring managers. It also scales to provide support when the internal recruiting team faces peaks in demand.

The RPO has successfully managed more than 1,300 internal requisitions in less than eight months. Able to ramp up as soon as needed, the team has taken on responsibility for 30% more roles than initially anticipated.

Randstad Sourceright’s talent advisors in Germany have also helped the client transition from its former applicant tracking system (ATS) to a new one. Through its RPO, the company has gained access to the expertise and support needed to make the migration as smooth as possible.

expanding to external candidates

Based on the success of the internal mobility program, the client is expanding its RPO model beyond the initial terms. The program now includes end-to-end processing of external candidates in France, the U.K. and Germany, as well.

This model allows the company to manage peaks in external recruitment more effectively. Randstad Sourceright focuses on Human Resources, Finance and Marketing roles, but also supports recruitment for niche roles — such as IT and engineering in the aerospace sector — that drive the company’s competitive advantage.

Instrumental to the success of the program are engagement from the client’s leadership team and strong collaboration with Randstad Sourceright. Clear and open communication set a strong foundation for future success of the program.

With this new talent acquisition model in place, the company is experiencing standardization of key hiring processes, access to advanced sourcing techniques and greater consistency across internal and external hiring.

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