Often, our clients’ are faced with complex and multiple staffing and recruiting challenges. Recruiting Alternatives division works with clients to provide customized solutions to these challenges. Often, we’ll partner with Professional Alternatives other division , ProAltHR , to deliver a tailored and focused solution.

The case studies below represent recent ones where Professional Alternatives’ comprehensive services have been able to bring a variety of unique solutions to help solve client issues.

Challenge:

A large metropolitan hospital had a number of challenges in its recruiting/staffing area:

• The HR department had been plagued by turnover and poor performance
• Two high-level positions needed to be filled.
• The HRIS applicant tracking system was stalled and off track.
• Staffing needs had reached a code-red level with 200+ openings for nurses going unfilled.
• The top Human Resource executive position had been vacated

ProAlt Solution:

Professional Alternatives tackled the challenge with a multifaceted strategy: Our Recruiting Alternatives division began an aggressive recruiting campaign to hire nurses while two ProAltHR consultants worked on-site to address departmental needs.

One consultant focused on developing and implementing strategies for internal recruiting and staffing. The other consultant brought the HRIS project back on track.

Meanwhile, ProAlt’s Executive Search Practice recruited a candidate to fill the VP of HR position.

Challenge:

A large medical device company’s HR department was experiencing numerous problems:

• Retirement was creating openings in top management positions that were not being filled in a timely fashion.
• Two critical openings were for a SVP of Marketing and a VP of Human Resources
• Several acquisitions had resulted in multiple acquisition plans being used

ProAlt Solution:

• Professional AlternativesHR group brought in an experienced HR consultant under contract to develop and implement a succession plan for key management positions.
• Our Executive Search Practice performed searches to fill the top marketing and human resource positions
• A compensation analyst was contracted with by Professional AlternativesHR group to consolidate the plans into one comprehensive solution for the company.

Challenge:

A large metropolitan hospital had a variety of staffing requirements:

• A critical opening for a Director of Nursing within the Behavioral Health area was unfilled. The requirements were very specific and made locating qualified candidates difficult.
• Several openings for critical care nurses were left unfilled due to low #s of applicants.
• The human resource department had a number of needs that were temporary in nature, such as a medical leave, but required experienced people to deliver the services.

ProAlt Solution:

• ProAlt’s Executive Search Practice performed a search to fill Director of Nursing opening
• Our Recruiting Alternatives division provided the hospitals internal recruiters with candidate sourcing and resume screening services on a monthly retainer basis to deliver a continual flow of qualified, interested, nurse candidates.
• Professional AlternativesHR division augmented the human resources department with HR Generalists and Recruiters on a temporary basis to reduce the workload.

Challenge:

A publicly held software development company needed to fill a recently vacated board of director position. The company required candidates possess a strong financial and technical background, as well as past public board experience.

ProAlt Solution:

• ProAlt’s Executive Search Practice identified top candidates with the proper qualifications, and presented candidates within forty-five days of receiving the search assignment.

Challenge:

A publicly held, multi-national financial services company had a need to increase their diverse employee population for their customer service management and sales areas.

ProAlt Solution:

• ProAlt’s Recruiting Alternatives division began a nationwide search to locate qualified candidates. Candidates were interviewed, screened for fit and interest and presented to the client within a short period of time of the project commencement.

Challenge:

A national consulting firm, specializing in financial software development, was experiencing tremendous growth due to Sarbanes Oxley compliance. They needed to rapidly build up their IT infrastructure, but were not having much success in identifying enough qualified candidates from which to recruit.

ProAlt Solution:

• ProAlt’s Recruiting Services group provided electronic candidate sourcing and pre-screening strategies to identify and qualify a variety of: Java developers, integration engineers, performance engineers, software architects, implementation consultants and account managers. This strategy resulted in the company dramatically increasing the candidate pool with new candidates they had previously not seen.