Safran Nacelles: Cutting Time-to-Hire by Over 30% for Critical Engineering Talent

Situation

Safran Nacelles, an aerospace and defence company, needed to attract experienced stress engineers to join in permanent roles. However, experienced stress engineers are in very short supply as they are an essential part of the design and test processes for aircraft components.

The aerospace market is highly competitive, and the best candidates often opt for contracts rather than permanent positions. After 18 unsatisfying months trying to fill roles with their previous supplier, Safran Nacelles approached PeopleScout for help through recruitment process outsourcing (RPO).

Solution

Four things defined our approach: rigour, innovation, relationships and brand unity.

To understand the skills, experience and behaviors that typified an excellent candidate for Nacelles, we held a detailed briefing with hiring managers and stakeholders. Next, we devised a sourcing strategy, including deep web searching, competitor mapping and tapping into online forums, reaching out to candidates from Romania, India and the UK.

Our recruiters worked onsite at the Nacelles headquarters to build great relationships with the hiring managers. Every contact by PeopleScout recruiters was made under the Nacelles name, whether sourcing candidates, conducting interviews or leading tours of the factory. Nacelles and PeopleScout collaborated as one.

“The agreed time per hire was 45 days, but you achieved an average is just 30 days. That’s a reduction of 33%.”

Results

By managing every part of the process, we substantially streamlined Nacelle’s talent acquisition program, yielding fantastic results. The agreed time-per-hire was 45 days, but our average was just 30 days–a reduction of 33%. Within a month, we filled the first three roles and placed nine more stress engineers in permanent roles at Safran Nacelles—an unheard-of achievement in the aerospace industry.

Plus, we cut the cost-per-hire in half.