Recruiting at speed is of the essence for Manpower US
6 June 2013
Speed of service and enabling “access to different talent pools” are the key goals of a new “multi-channel delivery model” for recruitment giant Manpower’s US arm, according to ManpowerGroup senior vice president for North America, Jorge Perez.
Thu, 6 Jun 2013Speed of service and enabling “access to different talent pools” are the key goals of a new “multi-channel delivery model” for recruitment giant Manpower’s US arm, according to ManpowerGroup senior vice president for North America, Jorge Perez.
Perez (right) told Recruiter that with a presence in over 400 markets across the US, the firm has been “very forward in terms of thinking about how do we leverage the capacity we have, the footprint we have in these markets to truly meet the expectations of clients and the changing way of people connecting via technology”.
Starting this month, the company will work to see that it can “integrate in a very dynamic and flexible” way its on-the-ground, local teams, its “virtual [ie. remote] teams that can source from different market” and also “the technologies that we have at hand right now like social media”. The exact blend “depends on the skills we are looking at and how we connect with these people [candidates], and also how the clients are working with us”.
The first market to see the change is the Pacific North-West –Washington state and its largest city Seattle, and southern neighbour Oregon. The Georgia-Florida, Maryland & Washington, DC and Wisconsin-Northern Illinois markets will follow immediately after.
Perez said he “couldn’t tell you we have a specific date” for the project’s nationwide roll-out to be complete, “because what we know is this is an ever-evolving change”.
“We can have now an integrated platform where we can have different models to deliver to clients in different way,” Perez added.
“It’s about speed and the access to different talent pools,” Perez concluded. “At the end of the day it goes back to the three things that we know which are: find the right talent, at the right time and at the right cost for the company.”
Perez (right) told Recruiter that with a presence in over 400 markets across the US, the firm has been “very forward in terms of thinking about how do we leverage the capacity we have, the footprint we have in these markets to truly meet the expectations of clients and the changing way of people connecting via technology”.
Starting this month, the company will work to see that it can “integrate in a very dynamic and flexible” way its on-the-ground, local teams, its “virtual [ie. remote] teams that can source from different market” and also “the technologies that we have at hand right now like social media”. The exact blend “depends on the skills we are looking at and how we connect with these people [candidates], and also how the clients are working with us”.
The first market to see the change is the Pacific North-West –Washington state and its largest city Seattle, and southern neighbour Oregon. The Georgia-Florida, Maryland & Washington, DC and Wisconsin-Northern Illinois markets will follow immediately after.
Perez said he “couldn’t tell you we have a specific date” for the project’s nationwide roll-out to be complete, “because what we know is this is an ever-evolving change”.
“We can have now an integrated platform where we can have different models to deliver to clients in different way,” Perez added.
“It’s about speed and the access to different talent pools,” Perez concluded. “At the end of the day it goes back to the three things that we know which are: find the right talent, at the right time and at the right cost for the company.”
