Case Study
Case Study
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Manufacturing | RGF CONNECT
Enhanced Workforce
Quality Through Second
Chance Hiring
Manufacturing | RGF CONNECT
Enhanced Workforce Quality Through Second Chance Hiring
The Challenges
A leading steel manufacturer, despite partnering with multiple staffing agencies, struggled to overcome persistent labor shortages. The company proudly supported second chance hiring, yet stringent background requirements significantly narrowed their candidate pool. This well-intentioned but restrictive approach, combined with ongoing difficulties in attracting and retaining high-quality talent, left their workforce strategy misaligned with the realities of operational demand. As production pressures mounted, it became clear that a new approach was needed to bridge the gap between their hiring ideals and the talent required to keep operations running smoothly.
The Action Plan
Collaborated with the local Staffmark branch to strategically broaden background eligibility criteria, expanding access to a more diverse and qualified talent pool.
Launched targeted attendance bonuses to drive reliability, foster a culture of accountability, and significantly enhance engagement among temporary employees.
Negotiated to grant Staffmark primary supplier status contingent on successfully meeting their hiring needs through the implementation of our innovative two-pronged approach.
The Action Plan
Collaborated with the local Staffmark branch to strategically broaden background eligibility criteria, expanding access to a more diverse and qualified talent pool.
Launched targeted attendance bonuses to drive reliability, foster a culture of accountability, and significantly enhance engagement among temporary employees.
Negotiated to grant Staffmark primary supplier status contingent on successfully meeting their hiring needs through the implementation of our innovative two-pronged approach.
THE RESULTS
We placed a total of 30 candidates on assignment, 47% of whom were second chance employees. Notably, there were zero incidents involving this group. As a result of our performance, Staffmark was awarded exclusive supplier status with the steel manufacturer.
THE RESULTS
We placed a total of 30 candidates on assignment, 47% of whom were second chance employees. Notably, there were zero incidents involving this group. As a result of our performance, Staffmark was awarded exclusive supplier status with the steel manufacturer.
