Case Study
Case Study
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Manufacturing | RGF CONNECT
Transforming Talent
Acquisition with Second
Chance Hiring Partnerships
Manufacturing | RGF CONNECT
Transforming Talent Acquisition with Second Chance Hiring Partnerships
The Challenges
A leading metal door manufacturer was grappling with chronic staffing shortages and operational disruptions, largely stemming from an underperforming supplier that consistently failed to deliver qualified talent. Despite the company’s strong commitment to second-chance hiring and a genuine desire to create opportunities for overlooked candidates, it faced ongoing challenges in attracting and retaining high-quality employees. These issues culminated in a disappointing average fill rate of just 62%, threatening productivity and undermining growth potential..
The Action Plan
Implemented a staffing solution with a part-time on-site supervisor to oversee operations and ensure a
smooth workflow.
Partnered with the local Corrections office and halfway houses to create a steady pipelineof high-quality reintegration candidates.
Held site tours twice a day
to assess progress, promptly address issues, and uphold high performance standards.
The Action Plan
Implemented a staffing solution with a part-time on-site supervisor to oversee operations and ensure a
smooth workflow.
Partnered with the local Corrections office and halfway houses to create a steady pipelineof high-quality reintegration candidates.
Held site tours twice a day
to assess progress, promptly
address issues, and uphold high performance standards.
THE RESULTS
We successfully onboarded 60 candidates through the program, with 40% representing second chance employees. Within just six weeks of implementation, we achieved a 98% fill rate and saw a 6% year-over-year improvement in employee retention. By introducing a specialized staffing solution and partnering with local reintegration programs, we effectively met their staffing needs while significantly enhancing workforce quality.
THE RESULTS
We successfully onboarded 60 candidates through the program, with 40% representing second chance employees. Within just six weeks of implementation, we achieved a 98% fill rate and saw a 6% year-over-year improvement in employee retention. By introducing a specialized staffing solution and partnering with local reintegration programs, we effectively met their staffing needs while significantly enhancing workforce quality.
