Following years of dealing with significant turnover, RS&H’s talent acquisition team has added 127 new hires, introduced its largest class of interns, and reduced application times to improve time-to-hire across the organization.
By Maggie Mancini
RS&H’s talent acquisition team has experienced significant turnover over the past few years, and most of the team has fewer than two years of service. The team’s leader, Kaan Akcay, has revamped this team over the past six months. RS&H has added 127 new hires and 244 total hires to the team, as well as 107 interns—the team’s largest intern class yet.
Akcay has worked to set standards—including service level agreements across the team—and create a toolkit to ensure consistency in processes. In addition to nearing its hiring goals, the team has reduced application time from 11 minutes to less than five minutes through efficiencies in its applicant tracking system (ATS).
Still, recruiting is the biggest challenge that the organization is facing, given significant talent shortages in the industry and a lack of talent supply coming out of universities. Through the implementation of new programs in 2024—including a tiered university relations program, ensuring that the company is spending money at universities that provide the best ROI, and enhancing the internship program—RS&H is improving its entry-level talent pipeline and diversifying the talent pool.
RS&H won the HRO Today Association’s North America Award for Recruitment Team of the Year (Small Market).