If we use this last round of hires as an example, we were able to find about a 20% increase in candidates with experience. They almost didn't need training. We typically do two to three weeks of training. When you hire someone who only needs one week training instead of 3, that's about a 70% savings!
John Anderson, VP of Sales and Marketing
OnSite-Maintenance Center is a world-class finishing equipment service provider to the Quick Print Industry. Their professional team of highly trained and experienced technicians provides effective repairs, maintenance, and support on every piece of copy finishing equipment. Onsite-Maintenance Center is located in Salt Lake City, Utah, but has technicians all over the country. They have been in business for seven years.
Onsite-Maintenance currently has 75 technicians in the US, and two in Canada. Additionally, Onsite-Maintenance employs 15 employees in the office. Over the past two years they have doubled in growth and have began working with Kinko's, which is now its largest account. They also work for large national clients such as Staples.
John Anderson is part of a group of four who started the company, and is currently the VP of Sales and Marketing. He believes there are several situations that factored into their recent expansion; a large customer wanted them in a particular area, so they had to add employees, a re-upped contract in a location, new territories were realized, and expansion in existing locations – with members now located on the East and West coasts, the South and Canada. The challenge was finding quality candidates for all of those locations.
Before CareerBuilder.com, On-Site Maintenance had used Monster, and before that, they were using a headhunter, which was ridiculously expensive. Onsite-Maintenance looks for a specific skill-set with all new hires, and they typically hire before a new contract goes into play. They have to deal with a short period of time to get a candidate hired, trained, and equipped before the new contract goes live. "What is important is knowing with confidence that we can have people in place before the job starts," said Anderson.
Onsite-Maintenance purchased 40 Job Postings (10, then five, then 25), and has experienced a great deal of success. Onsite-Maintenance has experimented with newspapers in small markets, to place somebody in Albany, New York (or other limited areas). They saturated those markets with both paper and Internet. "I don't do the ad just in the paper with much confidence. It's more risky, based on the results that I get from CareerBuilder.com, knowing the results I get when I post."
"What we're looking for in a technician is somebody that has both electrical and mechanical experience. After a couple of days of our posting, we got a skill-set that was right on. We get a lot of military guys with good experience. We get more applicants in general then when we were using Monster. We get a higher quality on CareerBuilder.com. For major metro employers, we now get about 15-20 qualified applicants. If I get that many, and talk to 5-10, I will always find a good quality candidate."
As a result of utilizing CareerBuilder.com, Onsite-Maintenance recognized outstanding results:
"CareerBuilder.com is an effective way to advertise your open positions. By extending its recruitment efforts online with CareerBuilder.com, we’ve seen a significant increase in the quality and quantity of applicants. As a result, we are able to fill our positions quickly with the right candidates. Additionally, the individuals we've worked with at CareerBuilder.com are wonderful. They are friendly and quick to assist us."
"The CFO and President are very happy with CareerBuilder.com. From a financial perspective, we've had substantial costs reductions while providing access to lots of qualified resumes with just a click of a mouse. CareerBuilder.com allowed us to use one media for recruitment and save us significant time and effort."
"We feel CareerBuilder.com is an effective way to advertise your open positions and brand your company. The pre-screening function has allowed us to maintain a qualified applicant database that we can reach out to when there are positions to fill. Additionally, everyone we have worked with has been great and quick to respond. Pro Clean has seen a reduction in initial recruitment spent, but an increase in applicant flow."