ahhand

ORS fixes employing challenges, misery, and aggravation within all elements of . ORS gets in the trenches to build a consistent process with reportable KPI's which indicates better data to make much better choices. Through listening, evaluating, assessing, analysis, execution, automation, training, and observation, ORS has the ability to resolve even the most tough Talent Acquisition issues. Optimized Recruitment Solutions is able to prepare for downstream impact of changes carried out today. We are authentic and transparent in our method constantly striving to surpass our customer's objectives.

Mission

ORS intends to construct a bridge to spark synergy in between organizational leadership and skill acquisition to empower decisions and optimize efficiencies.

Vision

ORS looks for to develop an unified relationship between leadership, skill acquisition, and the entire prospect experience.

Founder
hellenicaworld.com
Talent Acquisition Consultant that is ATS-agnostic. ORS is lead by a super sleuth, Emiley Padgett, who is a passionate professional with extensive boots on the ground knowledge and experience. As an outcome, ORS can problem fix quickly and develop the processes to decrease ineffectiveness.

Emiley Padgett

Hi, I'm Emiley Padgett. Founder of Optimized Recruitment Solutions, disrupter of standard HR, and solid sleuth who will not stop up until we fix all of your hiring issues. I am passionate about helping my coworkers in the talent acquisition market optimize, improve, and amplify the impact they have on their company.

I understand what it's like being down in the trenches of the HR and recruitment world due to the fact that I spent over 15 years there myself. It's difficult. Even acknowledging significant development, we still struggle as a field to justify our tactical value.

That's because as a function, we lack positioning within business, constant processes, reliable and reportable outcomes, and impactful information to demonstrate our worth. Not to point out, we are expected to all at once be both the innovative, tactical thinkers, and the pragmatic, efficient doers of the organization.

It's no wonder that our field is so scorched out.

It's time to shake things up. Let's eliminate the challenges from the working with process and clear a course for employers to do what they do best.

It's time to disrupt traditional HR Talent Acquisition with Optimized Recruitment Solutions.

Attracting and keeping leading skill is the leading priority for your company, and in this economy, the bring in part is becoming increasingly tough. Your Executive Team is seeking to your Talent Acquisition Organization to be the strategic partner you've been combating to persuade them that you are.
disinfo.zone
Organizations Expectations of an Employer:

Source, screen, and place only the best workers who would never ever think about leaving the organization. (Because yes, when they leave, it's an employing issue). Recruit from a restricted or passive skill swimming pool utilizing a benefits bundle that is less than competitive. Create efficient, compliant, synergistic, and scalable procedures out of your frustrating volume of administrative work. Partner with an increasing number of demanding internal stakeholders. Prove that talent acquisition is a specialized ability and an indispensable revenue-driver and NOT a cost center. Innovate and influence the tactical instructions of your company 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 need to validate their value. Your systems don't speak with one another, developing inefficient workarounds that drain your team. Your relationships with internal partners are strained because of impractical expectations about what it takes to fill a task. You frantically require automation, however if your department's ability to implement a brand-new system is poor, your ability to validate the added cost is poorer. Your capability to determine key staffing metrics is limited, making it tough to affect strategic labor force planning decisions. Your Executive Team is anticipating you to show your department's ROI on-demand, and without applying an exorbitant amount of effort, you don't have meaningful information to share.

The economy, technology, the makeup of the workforce, and the very nature of employment is altering by the second, and yet the Talent Acquisition function within the majority of companies is stagnant.

Your team is under duress, and you understand it's only a matter of time up until among your staff members gives their notification. You wouldn't blame them