Case Studies
CASE STUDY #1:
National Voice and Data Cabling Company Must Wire 1500 Stores in 6 months
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What do you do when a national voice and data cabling client asks you to find qualified staff to cable over 1000 stores in a coast-to-coast roll out involving 26 states…in six months…while working only between the hours of 11 p.m. and 10 a.m.?
A lot of recruiting firms would balk at such a request. They might say it couldn’t be done, that there’s absolutely no way to complete such a massive roll out in only six months while working limited night-time hours. But Bennett-Hall did not shy away from this real-life client request. Instead, Bennett-Hall partnered with the client to meet the challenge.
The client wanted technicians that could travel, work third shift and commit throughout the entire six month project. To that end, Bennett-Hall recruited, tested and performed background checks on 15 crews that worked from the East to the West coast over six months. Bennett-Hall made sure each crew had all the necessary tools of the trade, and quality control checks were instituted. The end result was a national roll out completed on time and below budget.
This successful project launched a long-term client relationship with Bennett-Hall, which became the client’s exclusive supplier of contract labor on the East coast.
CASE STUDY #2:
Utility Provider Must Address Employee Issues in Its Payment Processing Center
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It’s not uncommon for any organization to experience high turnover in departments where the work is both high in volume and monotonous-a true double-edged sword in modern-day business. That was the very situation facing a utility provider in the Southeast. Its customer payment processing center was staffed with a revolving door of easily burnt out people who didn’t hit their peak production stride until about three months into the job.
Bennett-Hall partnered with the client and assessed the situation to determine that a flexible workforce, available 25-30 hours per week, would best fit the client’s needs. Likewise, in order to maximize efficiency and productivity, the client needed to be able to refresh the team every six months. Bringing in new workers did not mean letting the current ones go, but rather rotating them to different jobs, so burn out did not have a chance to settle in.
The payment center staffing needs varied; some weeks, 40 hours of production were required. Other weeks, only 25 hours were required. This wasn’t an ideal schedule for people who counted on 40 hour work weeks. Conversely, people who wanted a lighter work schedule were put off by the full time production weeks.
To alleviate the issues plaguing the utility company’s payment center, Bennett-Hall developed a flexible, rotating workforce, made up of people who only wanted 25-30 hours of work per week. Six month contracts were also offered, so that by the time people would generally burn out, their contracts were up. The option to renew was offered, but people were not committed to a “no end in sight” contract for work that was relatively monotonous.
The result was a savings of 15 hours per week, per person in pay. Productivity also increased, and the workforce was more efficient. For Bennett-Hall, this translated into a very satisfied utility client that decided to staff 2/3 of its workforce with Bennett-Hall recruits for a number of years.
CASE STUDY #3:
Building Supplier Must Beef Up Production in 30 Days to Satisfy Client Demands.
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Not every business has a Human Resources department, which can make production difficult when demands change and new hires are needed immediately. But this is where Bennett-Hall, by partnering with clients, makes a monumental difference.
One client, a national building supply center, won a profitable contract, but needed to add to its workforce in order to fulfill the 30 day turnaround production required. It was a good problem to have: the building supply company had business coming in, but no workers to carry it out.
The company really needed an HR resource, so they had to use an outside staffing firm to fill their needs. After a comprehensive review of various firms, Bennett-Hall was the provider the client thought could best handle the job.
And they were right. Because of its longevity in the staffing industry and knowledge of the client’s market, Bennett-Hall was a great match with the client. Bennett-Hall also boasts the best benefits package in the industry for temporary workers, so Bennett-Hall talent tends to be very high quality.
Bennett-Hall tackled the client’s staffing problem by developing a very specific recruiting program, creating a hiring pool so the supply center could find qualified candidates to fulfill the contract. Bennett-Hall then placed 25 workers temp to hire.
By doing this, the client had the opportunity to see the workers in action and could pick and choose the best to hire fulltime. Because Bennett-Hall did such an outstanding job in sending candidates that would likely meet the client’s needs, 80 percent of the people Bennett-Hall sent were hired by the client company.
The client was happy that Bennett-Hall essentially absorbed the normal costs associated with hiring, and a new hiring pool had been developed. That’s why this is another client Bennett-Hall has kept for years.
