The Challenge
Our client was utilizing an unsophisticated and “reactive” staffing firm resulting in a staggering 14-day time-to-fill. The slow time-to-fill created significant downstream problems. Line supervisors were retaining underperforming and unreliable staff because they could not afford to wait on replacements. Over time, this issue led to a culture of mediocrity and a relatively unengaged and underperforming workforce.
The Approach
TRC implemented an aggressive recruitment process, focused on building a screened, ready and capable workforce ahead of then demand. Our approach led to a less than 1 day time-to-fill which enabled dramatic changes in the overall quality and performance of the workforce.
Cost Savings
- On-Site Manager and Supervisor to oversee daily management of the contingent workforce.
- New performance culture
- Base labor costs less than half of fully burdened permanent costs
- On demand recruiting with TRC pool of employees first chosen for permanent positions
- $78K cost savings in one year in one department alone
Improved Processes
- Reporting
- Kaizen and Kanban events – focus on lean manufacturing
- New ideas for the team to incorporate morale building with improving processes
- “Dock-to-Stock” reduced from 1 week to less than 24 hours
The Results
- As a result of our track record, TRC was asked to implement a second client engagement in NJ within the first 15 months of our relationship.
- Benchmark employees against each other to establish standards and targets.
- Client is one of the top-performing sites globally.
- Site averages 100 employees.
- Time-to-fill reduced from 14 days to less than 1 day.
- Turnover reduced from 50% to 10% and continues to decrease.
