Case Study:
A prominent Insurance firm having aggressive IT Hiring needs approaches us : Infinium’s On-time delivery model proves to be a cost-effective one and helps in swift completion of the assignment

Background
The client is one of the leading health insurer from the Emirates with a strong presence across the Middle-east. The organization offers a wide variety of offerings of insurances with a strong customer base in the region. Over the period of their operations and changing scenario on the technological front, they have realized sustained growth due to their commitment to providing access to healthcare to those in their communities who might otherwise go unserved. Their utmost priorities are the well-being of their customers, aligning their goals with those of the healthcare providers and offering their team members a supportive workplace.
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Challenge
This organization had a significant need for IT talent proficient in roles within Operations, Analytics and Salesforce. To fulfil their needs for the said talent the client had been relying on high-priced contractors. To reduce their costs, they wanted to chuck out some of the expensive contractors by hiring full-time employees. Their predicted rate of growth was going to fuel strong demand for talent with the needed skillset, with plans of ramping up their team size with 28 new full-time employees, they would be requiring a recruiting partner who could help them with candidate pipelining and screenings followed by supporting them with the mobility aspects. Their aim was to hire 28 new professionals and the priority was to fill the top and mid-level position’s first, then hire for the junior positions. In view of the high demand and lack of professionals with the required skill-set, the organization was open to hiring candidates from overseas as well! The firm’s internal sourcing team would be stretched too thin to meet their aggressive hiring goals if they took on the task of the sourcing’s for these hard-to-fill roles. One of their VPs recommended Infinium Associates and believed using their expertise and methods to source candidates would be an effectual approach.
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Solution
During the initial meeting at the client’s corporate headquarters, the client decided to use Infinium Associates On-time talent delivery model. Using the On-time “success-based” model, Infinium identified qualified candidates, then the primary team from the tech recruiting department conducted high-level screening and submits pre-qualified candidates to the client’s hiring manager for a detailed assessment. The success-based fee structure includes a flat fee along with a fixed cost per placement. Using this model will saves the client thousands of dollars in fees compared to a typical recruiting agency. The Service Level Agreement explains the number of daily submittals of profiles against each role. Weekly review meetings consists of a customized report to examine the current candidate pipeline and status for each applicant. The team takes any feedback received from the client and works on the process accordingly.
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Outcome
With Infinium Associates handling the sourcing and screening tasks, the client’s talent acquisition team was able to prove to the business they were able to handle the large volume of candidate flow that was the need of the hour. This not only improved the TA team’s effectiveness but it also enhanced their credibility to their internal customers. Ultimately, as Infinium’s team gathered deeper insights into the client’s HR processes, they offered recommendations and processes to improve the organization’s business agility. The organization was pleased with the below mentioned results:

i) Outsourcing the sourcing’s of the required roles helped the client get the rolls filled in much lesser time.

ii) The client saved 30% in costs over what this effort would have cost them under a typical agency arrangement.

iii) Completing this exercise internally would have required the client to significantly expand their HR team size which would have been a cost running in thousands of dollars.

iv) The client’s internal talent acquisition team was able to spend their time more productively working within direct support of their hiring managers, rather than countless hours their valuable time sourcing and screening of hundreds of prospects to garner only a few high-quality candidates.