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Health Care Services - Case Study No. 1

Case study on how cors, Inc provided large-scale, non-exempt candidate flow and nearly eliminated
recruitment advertising budget for a large U.S. based commercial airline

Our client, a large U.S. based commercial airline exited bankruptcy and was in the midst of a large hiring
initiative for front-line operational staff, including customer-facing positions.  The client’s ground
employment department utilized a large recruitment-advertising budget that was yielding a low return on
investment.  Chronic system-wide understaffing was negatively impacting operational performance and
customer satisfaction, while driving up overtime compensation expenses.  Additionally, a corporate
restructuring which was moving all future hiring activity to a Recruitment Process Outsourcing (RPO)
solution, hampered recruiting processes.

cors, Inc was contracted to provide a tactical solution with presentation of a minimum of 1,000
candidates to the airline each month for an eight-month period.  Candidates were required to possess
basic qualifications and to have a stated interest in the client’s opportunity.  Permanent part-time and
full-time opportunities as well as temporary openings were available nationwide.  cors sourced candidates,
presented the client’s value proposition, measured initial qualifications and eligibility, and assisted
candidates with the online application process.  As a value-added service, cors moved candidates through
initial pipeline steps in the client’s Applicant Tracking System.  Weekly reports were compiled and routed
to the client that contained all candidate contact information.  Additional candidate support was provided
to drive attendance rates at client hiring events.

cors exceeded monthly delivery targets and completed the initiative in 7.5 months.  Candidate flow was
constant and hiring was highly successful.  During the period of the cors engagement, the client virtually
eliminated expenditures for recruitment advertising.  The engagement with cors provided the client with
increased candidate flow with individuals who were educated about the position(s), who had passed an
initial qualification check, and had a stated interest in the client’s opportunity.  The client’s recruiting
team was now able to focus on moving candidates through the hiring pipeline versus coordinating
recruitment advertising and having to source and qualify candidates.  The client adopted this highly
successful sourcing model as a basis for their RPO solution.