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Client: Case Studies

A Japanese pharmaceutical company was undergoing massive expansion and relocation.

The issue: The company was going through transition and had a short-term need for high growth in a wide range of technical disciplines.

The answer: A consultant worked from the company’s office coordinating recruitment activities at RSA and with other recruitment companies.

The outcome: The consultant streamlined the recruitment process and managed it effectively. HR had more time to conduct interviews and work with established staff. Line managers quickly received short lists from the best sources for their needs.

The bonus: The consultant helped to cut costs and to reduce the average time for the recruitment cycle. Other recruitment companies started to perceive the company as a more efficient client. As a result cooperation improved.

Staffing a R&D facility

A US biotechnology company was opening its first R&D facility outside the USA.

The issue: The company wanted a high-profile media campaign to help attract new staff for this important step in its growth. Its manufacturing and commercial divisions in the UK could not help with recruitment. They did not have the resource to manage the response or the expertise to assess the candidates.

The answer: The company outsourced the recruitment project to a team of RSA’s recruitment specialists. The recruiters mounted j ournal and press advertising to resource the facility from the top down. They used multiple methodologies to ensure the most cost-effective resourcing.

The outcome: The project generated a large number of candidates for a variety of positions. Although the recruitment process was lengthy and complex, the recruitment team kept all the candidates informed throughout.

The bonus: The project raised the company’s profile and helped create an image of a dynamic and responsive organisation. The consultants gained a real feel for the needs of the organisation. It enabled them to find scientists with a wide range of skills who also complemented each other’s personalities.

Regulatory Affairs Department Restructure

The Reg Affairs department of a pharmaceutical company with a large development portfolio and several promoted products was struggling to meet demands.

The issue: A s ignificant increase in workload, new requirements and poor organisation were limiting the department’s effectiveness .

The answer: Working with our Interims group, we identified candidates who could immediately take charge. That allowed the company to seek someone permanent for a new position as RA Director Europe.

The outcome: The interim director developed a proposal for restructuring and resourcing the department. Regulatory output increased immediately. The company was able to take its time to identify the right person to lead the reorganisation.

The bonus: The company found its RA Director from a shortlist that our Search and Selection group presented. The new director asked the interim to stay and implement the restructuring and resourcing proposal.

Implant

A mid-sized pharmaceutical company was undergoing massive expansion and relocation.

The issue: The company was going through transition and had a short-term need for high growth in a wide range of technical disciplines. The answer: An RSA consultant was ‘implanted’ into the company's office to work with the HR Team and co-ordinate the recruitment activities of all the agencies that the company was using, including RSA.

The outcome: Over a 9 month period the company's aggressive hiring goals were achieved. The consultant streamlined the recruitment process and managed it effectively. HR had more time to conduct interviews and work with established staff. Line managers quickly received short-lists from the best sources for their needs.

The bonus: The consultant helped to cut costs and to considerably reduce the average time of the recruitment cycle.

 

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