OVERVIEW

Client Goals

Accelerate high-volume hiring

for frontline, warehouse, and supervisory roles across multi-location operations.

Ensure consistent candidate quality

through standardized screening and assessment processes.

Reduce dependency on store managers

for recruitment tasks and free them for operational work.

Minimize turnover

by identifying long-term fit candidates through behavior-based evaluation.

Strengthen hiring compliance

documentation accuracy, and onboarding standardization.

TECHNOLOGY

Technology Alignment

AI-driven screening tools

to evaluate thousands of applicants quickly.

Applicant Tracking System (ATS) integration

across all store locations.

Automated interview scheduling

reducing manual workload for hiring managers.

Centralized onboarding portal

with document management and automated compliance checks.

Predictive analytics dashboards

to monitor hiring velocity, funnel efficiency, and quality-of-hire metrics.

Workflow automation

for background checks, eligibility verification, and pre-joining steps.

Challenge

Inefficiencies Stemming From Non-Integrated Systems:

The client struggled to keep pace with staffing demands across hundreds of stores. Hiring cycles were inconsistent, decentralised, and manager-dependent, which led to frequent understaffing, overtime spend, and inconsistent customer experience. Seasonal spikes further widened the talent gap, and the existing HR systems could not manage large applicant volumes.

Legacy systems created bottlenecks, limiting the client’s ability to integrate with new technologies

Heavy manual processes caused frequent delays, impacting operational efficiency.

Data accuracy and security issues surfaced due to outdated workflows.

Lack of interoperability made it difficult for teams to share and reuse critical patient information.

High maintenance costs for old infrastructure drained resources that could have been allocated to innovation.

SOLUTION

Strategic Approach

Built a centralized RPO command center

managing sourcing, screening, assessments, interviews, and onboarding.

Deployed specialized RPO recruiters

trained in retail and warehouse hiring.

Automated key processes

(screening, scheduling, background checks).

Implemented structured assessments

for culture fit and role readiness.

Introduced weekly workforce forecasting

reducing last-minute hiring needs.

Created location-specific talent pipelines

for high-turnover areas.

Launched a continuous improvement model

refining metrics, quality, and hiring timelines.

CONCLUSION

Results Achieved

42% reduction in time-to-hire

within the first 90 days.

30% improvement in candidate quality

through structured assessments.

Standardized hiring workflow

across 300+ stores.

Reduced turnover by 27%

through better role matching.

Eliminated 60% of manual HR effort

freeing store managers for operations.

Enhanced compliance accuracy

with automated documentation and reporting.