Optimized Recruitment Solutions
ORS solves hiring challenges, despair, and frustration within all aspects of recruitment. ORS gets in the trenches to build a consistent process with reportable KPI’s which means better data to make better decisions. Through listening, analyzing, evaluating, interpretation, implementation, automation, training, and observation, ORS is able to solve even the most difficult Talent Acquisition problems. Optimized Recruitment Solutions is able to anticipate downstream impact of changes implemented today. We are authentic and transparent in our approach always striving to exceed our client’s goals.
Mission
ORS aims to build a bridge to ignite synergy between organizational leadership and talent acquisition to empower decisions and optimize efficiencies.
Vision
ORS seeks to create a harmonious relationship between leadership, talent acquisition, and the entire candidate experience.
Founder
Talent Acquisition Consultant that is ATS-agnostic. ORS is lead by a super sleuth, Emiley Padgett, who is a passionate expert with in-depth boots on the ground knowledge and experience. As a result, ORS can problem solve quickly and establish the processes to reduce inefficiencies.
Emiley Padgett
Hi, I’m Emiley Padgett. Founder of Optimized Recruitment Solutions, disrupter of traditional HR, and tenacious sleuth who will not stop until we solve all of your hiring problems. I am passionate about helping my colleagues in the talent acquisition industry optimize, enhance, and magnify the impact they have on their organization.
I know what it’s like being down in the trenches of the HR and recruitment world because I spent over 15 years there myself. It’s tough. Even acknowledging tremendous progress, we still struggle as a field to justify our strategic value.
That’s because as a function, we lack alignment within the business, consistent processes, reliable and reportable results, and impactful data to demonstrate our worth. Not to mention, we are expected to simultaneously be both the creative, strategic thinkers, and the pragmatic, effective doers of the organization.
It’s no wonder that our field is so burnt out.
It’s time to shake things up. Let’s remove the obstacles from the hiring process and clear a path for recruiters to do what they do best.
It’s time to disrupt traditional HR Talent Acquisition with Optimized Recruitment Solutions.
Attracting and retaining premier talent is the top priority for your organization, and in this economy, the attracting part is becoming increasingly difficult. Your Executive Team is looking to your Talent Acquisition Organization to be the strategic partner you’ve been fighting to convince them that you are.
Organizations Expectations of a Recruiter:
- Source, screen, and place only the best employees who would never consider leaving the organization. (Because yes, when they leave, it’s a hiring problem).
- Recruit from a limited or passive talent pool using a rewards package that is less than competitive.
- Create efficient, compliant, synergistic, and scalable processes out of your overwhelming volume of administrative work.
- Partner with an increasing number of demanding internal stakeholders.
- Prove that talent acquisition is a specialized skill set and an indispensable revenue-driver and NOT a cost center.
- Innovate and influence the strategic direction of your organization with best-in-class talent-related data.
Challenges of those Expectations:
- Your team is lean with more on their plate than they can handle, and yet you constantly have to justify their importance.
- Your systems don’t talk to one another, creating inefficient workarounds that drain your team.
- Your relationships with internal partners are strained because of unrealistic expectations about what it takes to fill a job.
- You desperately need automation, but if your department’s ability to implement a new system is poor, your ability to justify the added cost is poorer.
- Your ability to measure key staffing metrics is limited, making it difficult to influence strategic workforce planning decisions.
- Your Executive Team is expecting you to demonstrate your department’s ROI on-demand, and without exerting an exorbitant amount of effort, you don’t have meaningful data to share.
The economy, technology, the makeup of the workforce, and the very nature of employment is changing by the second, and yet the Talent Acquisition function within most organizations is stagnant.
Your team is under duress, and you know it’s only a matter of time until one of your employees gives their notice. You wouldn’t blame them; they are expected to do more with less every day. They look to you for answers, but you are unsure of what actions will create the impact you need.
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