ORS resolves employing difficulties, despair, and aggravation within all aspects of recruitment. ORS gets in the trenches to build a constant procedure with reportable KPI's which means better information to make better choices. Through listening, evaluating, evaluating, interpretation, implementation, automation, training, and observation, ORS is able to resolve even the most difficult Talent Acquisition issues. Optimized Recruitment Solutions has the ability to anticipate downstream effect of modifications executed today. We are genuine and transparent in our technique constantly making every effort to exceed our client's objectives.

Mission

ORS intends to construct a bridge to ignite synergy between organizational leadership and talent acquisition to empower choices and enhance efficiencies.

Vision

ORS seeks to create an unified relationship between management, skill acquisition, and the entire prospect experience.

Founder

Talent Acquisition Consultant that is ATS-agnostic. ORS is lead by an incredibly sleuth, Emiley Padgett, who is an enthusiastic professional with in-depth boots on the ground understanding and experience. As a result, ORS can issue solve rapidly and develop the procedures to lower inefficiencies.

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 enthusiastic about helping my associates in the skill acquisition market optimize, improve, and magnify the impact they have on their company.

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 is difficult. Even acknowledging tremendous progress, we still have a hard time as a field to justify our strategic value.

That's because as a function, we lack positioning within the service, consistent procedures, dependable and reportable outcomes, and impactful information to show our worth. Not to mention, we are expected to at the same time be both the creative, tactical thinkers, and the pragmatic, efficient doers of the organization.

It's not surprising that that our field is so burnt out.

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

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

Attracting and maintaining premier talent is the leading priority for your company, and in this economy, the bring in part is ending up being increasingly difficult. Your Executive Team is looking to your Talent Acquisition Organization to be the tactical partner you have actually been combating to convince them that you are.

Organizations Expectations of a Recruiter:

Source, screen, and location just the very best staff members who would never think about leaving the company. (Because yes, when they leave, it's a hiring issue).
Recruit from a limited or passive talent pool utilizing a rewards bundle that is less than competitive.
Create effective, compliant, synergistic, and scalable procedures out of your overwhelming volume of administrative work.
Partner with an increasing variety of demanding internal stakeholders.
Prove that skill acquisition is a specialized ability and an indispensable revenue-driver and NOT an expense center.
Innovate and affect the tactical instructions of your company with best-in-class talent-related information.

Challenges of those Expectations:

- Your team is lean with more on their plate than they can manage, and yet you continuously need to validate their importance.
Your systems do not speak to one another, creating ineffective 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 frantically need automation, but if your department's capability to execute a brand-new system is bad, your capability to justify the added cost is poorer.
Your capability to measure crucial staffing metrics is limited, making it tough to affect strategic labor force preparation decisions.
Your Executive Team is anticipating you to show your department's ROI on-demand, and without exerting an exorbitant amount of effort, you do not have significant information to share.

The economy, innovation, the makeup of the labor force, and the very nature of work is altering by the second, and yet the Talent Acquisition function within the majority of organizations is stagnant.

Your group is under pressure, and you understand it's just a matter of time until among your employees provides their notification. You would not blame them; they are expected to do more with less every day. They seek to you for responses, but you are uncertain of what actions will produce the impact you need.