Data-Driven Approach Redefines Staffing for Major Automotive Manufacturer

We developed and implemented a VIP+ program to provide the necessary support and coverage to address all three primary delinquencies of the incumbent staffing provider. In addition to local branch and corporate support teams, as well as virtual support resources, we developed a VIP+ Launch Team to streamline the transition of providers and the implementation of new processes. We also provided several on-site team members to add to our personalized VIP+ program. This included a site-based strategic account manager to serve as the central communication point for all supervisors and managers; an SPM for each shift to ensure constant representation, boost employee engagement, and reduce turnover; and a Volvo-dedicated on-site recruiter that had previous experience at one of our branches to aid in recruitment strategies.

Our implementation team provided constant and transparent communication with Volvo throughout the entire transitionary period between the previous staffing provider and our team. Since then, we have also maintained consistent communication cadences and obtained valuable visibility into Volvo’s needs through leadership, HR, and floor teams. Additionally, our team continues to deliver regular, detailed data analyses to ensure goals are being met.

To ensure the inbound funnel of applicants was always full, we delivered a four-pronged candidate acquisition plan. This recruitment strategy leveraged job boards, social media and digital marketing, grassroots efforts, and database mining. Our team also created a structured interview schedule to ensure a high volume of qualified applicants could be met.

One of the predominant challenges Volvo faced with the incumbent provider was that 60% of candidates for skilled positions did not qualify for the position. To address this challenge, our team leveraged proprietary job-specific candidate assessments, virtual reality PIT training, a robust initial evaluation, and our certification program. We also implemented a new Volvo-specific onboarding and orientation process designed to provide consistent feedback, communication, and employee engagement. Additionally, we introduced several new programs designed to boost retention and proactively identify underperforming employees, including a performance rating system, a safety observation program, and a unique WorkView process for all applicants.

With the incumbent staffing provider, Volvo struggled to acquire clear, consistent performance data. To remedy this, we developed a robust reporting execution strategy that would provide valuable insights into seven vital KPIs. This included utilization data, applicant workflow, order fulfillment, turnover/tenure, safety, performance metrics, and morale.