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Ahhand
About Our Company
ORS fixes working with challenges, misery, and disappointment within all elements of recruitment. ORS gets in the trenches to build a constant process with reportable KPI's which indicates much better data to make much better decisions. Through listening, examining, assessing, analysis, application, automation, training, and observation, ORS is able to solve even the most hard Talent Acquisition issues. Optimized Recruitment Solutions is able to expect downstream impact of changes implemented today. We are genuine and transparent in our approach always aiming to surpass our client's goals.
Mission
ORS intends to construct a bridge to ignite synergy in between organizational leadership and skill acquisition to empower decisions and enhance performances.
Vision
ORS seeks to develop an unified relationship between leadership, skill acquisition, and the entire prospect experience.
Founder
Talent Acquisition Consultant that is ATS-agnostic. ORS is lead by a very sleuth, Emiley Padgett, who is a passionate professional with thorough boots on the ground understanding and experience. As a result, ORS can issue fix rapidly and establish the processes to minimize inefficiencies.
Emiley Padgett
Hi, I'm Emiley Padgett. Founder of Optimized Recruitment Solutions, disrupter of standard HR, and solid sleuth who will not stop till we resolve all of your hiring issues. I am passionate about helping my associates in the skill acquisition industry optimize, improve, and amplify the impact they have on their organization.
I know what it resembles being down in the trenches of the HR and recruitment world due to the fact that I invested over 15 years there myself. It is difficult. Even acknowledging incredible development, we still have a hard time as a field to validate our tactical value.
That's because as a function, we lack positioning within business, consistent processes, trustworthy and reportable outcomes, and impactful information to show our worth. Not to point out, we are expected to concurrently be both the imaginative, tactical thinkers, and the practical, reliable doers of the organization.
It's not surprising that that our field is so charred out.
It's time to shake things up. Let's get rid of the challenges from the hiring process and clear a course for employers to do what they do best.
It's time to interrupt standard HR Talent Acquisition with Optimized Recruitment Solutions.
Attracting and maintaining premier skill is the leading concern for your company, and in this economy, the attracting part is becoming increasingly hard. Your Executive Team is seeking to your Talent Acquisition Organization to be the strategic partner you have actually been fighting to persuade them that you are.
Organizations Expectations of a Recruiter:
Source, screen, and place only the finest staff members who would never ever think about leaving the company. (Because yes, when they leave, it's a working with problem).
Recruit from a limited or passive skill swimming pool utilizing a rewards plan that is less than competitive.
Create efficient, certified, synergistic, and scalable procedures out of your frustrating volume of administrative work.
Partner with an increasing number of requiring internal stakeholders.
Prove that talent acquisition is a specialized skill set and an indispensable revenue-driver and NOT a cost center.
Innovate and influence the strategic direction of your organization with best-in-class talent-related data.
Challenges of those Expectations:
- Your group is lean with more on their plate than they can manage, and yet you continuously have to justify their importance.
Your systems do not talk with one another, producing ineffective workarounds that drain your group.
Your relationships with internal partners are strained because of impractical expectations about what it requires to fill a task.
You frantically require automation, but if your department's to carry out a new system is poor, your ability to justify the added cost is poorer.
Your capability to determine crucial staffing metrics is limited, making it challenging to affect tactical workforce planning decisions.
Your Executive Team is expecting you to demonstrate your department's ROI on-demand, and without exerting an exorbitant quantity of effort, you don't have meaningful data to share.
The economy, technology, the makeup of the workforce, and the extremely nature of work is changing by the 2nd, and yet the Talent Acquisition function within most companies is stagnant.
Your group is under duress, and you understand it's just a matter of time until among your workers offers their notice. You would not blame them; they are anticipated to do more with less every day. They want to you for answers, but you are unsure of what actions will develop the impact you require.
