Our founder, Nicole Dessain, has over a decade of experience in advising HR and business leaders on their talent challenges. These are a few examples of the value she has delivered to her clients:
CASE STUDY #2: Employer Branding Strategy
Challenge: European chemical company needed to pre-empt looming engineering shortage by creating a segmented employer brand.
Approach: Collaborated with client’s HR Communication & Marketing department to align with corporate branding initiatives. Conducted key target group interviews and focus groups and correlated with market research agency findings and competitor analysis insights. Created core employer attributes and position statements and validated with subject matter experts across Europe.
Impact: Client’s positioning in various external employer rankings and brand recognition among engineers rose significantly over the following years.
CASE STUDY #4: University Recruitment Optimization
Challenge: U.S. operations of a leading European oil & gas company needed to adjust the global university recruitment approach to meet the needs of their local stakeholders and candidates.
Approach: Analyzed current state and needs by conducting surveys with applicants and candidates, leading interviews with key university career services and department chairs, and conducting focus groups with internal stakeholders. Findings resulted in process and organizational re-design of Graduate Recruitment team, and an enhanced change and communication strategy with candidates as well as university and internal stakeholders.
Impact: Significant improvements in stakeholder satisfaction after process and organization optimization. Enhanced relationships with universities resulted in better name recognition and higher quality talent.
CASE STUDY #5: Onboarding Program Design
Challenge: An automotive finance company needed new employees to fully understand the integrated mission and vision of their cross-cultural post-merger organization.
Approach: To ensure the onboarding process resulted in increased engagement and performance, the redesigned program focused on four areas critical to maximizing new hire performance and engagement:
- Foster connection with the new organization’s vision and strategy,
- Facilitate integration into employee networks,
- Explain performance expectations clearly and early,
- Promote a culture of innovation and open communication.
Impact: The program resulted in a 20% decrease in new hire attrition, a 100% participation rate in key new hire activities by C-level executives, and was recognized as an external benchmark and featured as a case study by the Corporate Executive Board.
We would love to work with you on your next talent-related project! Send your RFP to email@example.com or connect with us to start the discussion.