ORS resolves working with obstacles, anguish, and frustration within all aspects of recruitment. ORS gets in the trenches to develop a constant process with reportable KPI's which implies better information to make better choices. Through listening, examining, examining, analysis, execution, automation, training, and observation, ORS is able to fix even the most challenging Talent Acquisition issues. Optimized Recruitment Solutions is able to expect downstream impact of changes executed today. We are authentic and transparent in our method constantly aiming to exceed our client's objectives.

Mission

ORS aims to construct a bridge to fire up synergy in between organizational leadership and skill acquisition to empower decisions and enhance efficiencies.

Vision

ORS looks for to develop a harmonious relationship in between leadership, talent acquisition, and the whole candidate experience.

Founder

Talent Acquisition Consultant that is ATS-agnostic. ORS is lead by a super sleuth, Emiley Padgett, who is a passionate professional with in-depth boots on the ground knowledge and experience. As an outcome, ORS can problem fix rapidly and establish the processes to reduce ineffectiveness.

Emiley Padgett

Hi, I'm Emiley Padgett. Founder of Optimized Recruitment Solutions, disrupter of conventional HR, and solid sleuth who will not stop up until we solve all of your hiring issues. I am passionate about assisting my colleagues in the skill acquisition industry optimize, boost, and magnify the effect they have on their organization.

I understand what it's like being down in the trenches of the HR and recruitment world due to the fact that I invested over 15 years there myself. It is difficult. Even acknowledging significant development, we still have a hard time as a field to validate our tactical worth.

That's because as a function, we do not have positioning within business, consistent procedures, trusted and reportable outcomes, and impactful data to show our worth. Not to discuss, we are anticipated to at the same time be both the imaginative, tactical thinkers, and the pragmatic, efficient doers of the company.

It's no wonder that our field is so charred out.

It's time to shake things up. Let's eliminate the challenges from the employing process and clear a course for employers to do what they do best.

It's time to interrupt conventional HR Talent Acquisition with Optimized Recruitment Solutions.

Attracting and retaining leading skill is the top priority for your company, and in this economy, the attracting part is ending up being progressively difficult. Your Executive Team is seeking to your Talent Acquisition Organization to be the strategic partner you've been fighting to convince them that you are.

Organizations Expectations of an Employer:

Source, screen, and location just the finest staff members who would never think about leaving the company. (Because yes, when they leave, it's a hiring problem).
Recruit from a minimal or passive talent swimming pool using a benefits plan that is less than competitive.
Create efficient, certified, synergistic, and scalable processes out of your frustrating volume of administrative work.
Partner with an increasing variety of requiring internal stakeholders.
Prove that skill acquisition is a specialized skill set and an essential revenue-driver and NOT an expense center.
Innovate and affect the tactical instructions of your organization with best-in-class talent-related data.

Challenges of those Expectations:

- Your group is lean with more on their plate than they can manage, and yet you continuously need to validate their value.
Your systems don't talk to one another, developing ineffective workarounds that drain your team.
Your relationships with internal partners are strained since of unrealistic expectations about what it takes to fill a task.
You frantically need automation, but if your department's capability to carry out a brand-new system is poor, your ability to justify the included cost is poorer.
Your capability to determine essential staffing metrics is restricted, making it challenging to affect tactical workforce preparation choices.
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 significant data to share.

The economy, technology, the makeup of the labor force, and the very nature of employment is changing by the second, and yet the Talent Acquisition function within most organizations is stagnant.

Your group is under duress, and you understand it's just a matter of time up until one of your staff members provides their notice. You would not blame them; they are anticipated to do more with less every day. They look to you for responses, however you are not sure of what actions will produce the effect you need.