Project outline

• The Covid-19 epidemic is having a profound effect on the recruitment activities of our client, a worldwide leader in the tourism & leisure business. In a market where the number of seasonal candidates is falling, first temporarily and then structurally, the current organization is unable to meet the recruitment needs of Resorts positions on a long-term basis.
• The objective is to better articulate the Employer Brand with the expectations of the candidate market, to “challenge” the organization in place in order to empower the players, both qualitatively and quantitatively, and to identify areas of improvement to reduce attrition during the entire recruitment cycle.

Project approach

• Review of the Employer Brand and its articulation with the regional business units.
• Modeling of the “Employer Brand” and “Operational Recruitment” value chain.
• Analysis of the organization in place:
  • Individual interviews with the APAC, North and South America, Europe and Africa entities.
  • Workshops on “diagnosis”, “pain points” and “areas for improvement”.
• Critical analysis of operating modes: governance, team organization, roles & responsibilities, candidate journey, data & tools, etc.
• Definition of the Target Operating Model (TOM) for Talent Acquisition activities, including the role of HRBPs for new entrants.
• Impact analysis and definition of a target organization, including scaling.
• Definition of the implementation plan for the next 12-18 months.

Results

Beyond the production of the following deliverables…

• Operational & organizational diagnosis.
• Candidate journey.
• Review of the application of the Employer Brand.
• Operational Recruitment.
• Structural changes.
• Target organization chart.
• Medium term action plan.

… this engagement made it possible to highlight organizational dysfunctions, to define a clarified perimeter of responsibilities (accountability) for each of the services and to propose a transitional and target organization to absorb the recruitment load of the following seasons while reducing the rate of candidate withdrawal.