Strategic Talent Planning for Ground-Up IT Workforce Development

MSH helps a leading telecom provider establish a comprehensive talent strategy and build a competitive workforce for its new IT headquarters.

Hires in 120 days

35%

Reduction in agency fees

50%

Reduction in time to fill

The Challenge

After emerging from a complicated M&A, a major telecommunications, media, and entertainment company needed to build a new centralized IT headquarters in Texas that would bring together two disparate IT divisions under a single roof.

The new IT headquarters was to be built in a new market, which posed a challenge when it came to establishing a workforce. Without a local talent community in place, and with very little brand recognition in the region, the organization needed help creating not only a workforce from scratch, but more importantly, a plan for acquiring, hiring, and retaining the “right” talent that would drive the business forward.

The Selection

Because MSH had a long-standing and successful relationship with one of the pre-merger companies, the organization’s internal talent acquisition team immediately engaged us to help establish a workforce for the new IT headquarters.

The Solution

Partnering closely with the company’s talent acquisition team, we provided strategic workforce guidance across the entire build-out of the new location.

Upfront, we conducted comprehensive talent mapping that helped the company identify exactly what roles they needed to fill. Our compensation analysis and market insights made it easier to pinpoint ways to adjust salaries to be more competitive within the region. We also helped the organization gain a better understanding of its employer value proposition and communicate it to a new community—getting potential candidates excited to work for such a great company.

The bulk of our involvement was working to develop optimized talent acquisition processes that were aligned with the company’s business objectives and delivering top talent—quickly and cost effectively.

Focusing first on filling the most mission-critical positions, we leveraged our proprietary selection process management (SPM) model and India-based sourcing team to identify quality candidates with the niche skillsets required. Because we built our qualification process around hiring managers’ preferences and took into account the precise competencies and behavioral qualifications for the job, we were able to deliver truly aligned candidates.

Beyond our involvement with strategic planning, search, and sourcing, we also helped to ensure a seamless onboarding process for the new hires—managing everything from running background checks, to making the offer, to getting the new employee started on the job.

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