ORS solves hiring challenges, despair, and disappointment within all aspects of recruitment. ORS gets in the trenches to construct a constant procedure with reportable KPI's which means better information to make much better decisions. Through listening, analyzing, evaluating, analysis, execution, automation, training, and observation, ORS is able to resolve even the most hard Talent Acquisition issues. Optimized Recruitment Solutions has the ability to prepare for downstream effect of changes implemented today. We are authentic and transparent in our method always aiming to surpass our customer's goals.

Mission

ORS intends to develop a bridge to ignite synergy between organizational management and skill acquisition to empower choices and optimize efficiencies.

Vision

ORS seeks to develop an unified relationship in between management, talent acquisition, and the entire prospect experience.

Founder

Talent Acquisition Consultant that is ATS-agnostic. ORS is lead by a super sleuth, Emiley Padgett, who is a passionate specialist with in-depth boots on the ground understanding and experience. As a result, ORS can problem fix quickly and develop the procedures to reduce inefficiencies.

Emiley Padgett

Hi, I'm Emiley Padgett. Founder of Optimized Recruitment Solutions, disrupter of standard HR, and solid sleuth who will not stop up until we solve all of your hiring problems. I am enthusiastic about helping my coworkers in the talent acquisition market optimize, improve, and magnify the effect they have on their company.

I understand what it resembles being down in the trenches of the HR and recruitment world since I spent over 15 years there myself. It's difficult. Even acknowledging remarkable progress, we still struggle as a field to justify our strategic value.

That's because as a function, we lack positioning within the business, constant procedures, reputable and reportable outcomes, and impactful data to demonstrate our worth. Not to discuss, we are expected to concurrently be both the imaginative, tactical thinkers, and the practical, 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 working with procedure and clear a path for recruiters to do what they do best.

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

Attracting and maintaining premier skill is the leading concern for your company, and in this economy, the attracting part is ending up being significantly hard. Your Executive Team is wanting to your Talent Acquisition Organization to be the strategic partner you've been fighting to encourage them that you are.

Organizations Expectations of a Recruiter:

Source, screen, and location just the finest staff members who would never ever think about leaving the organization. (Because yes, when they leave, it's a hiring issue).
Recruit from a minimal or passive talent pool utilizing a rewards bundle that is less than competitive.
Create effective, compliant, synergistic, and scalable processes out of your frustrating volume of administrative work.
Partner with an increasing variety of requiring internal stakeholders.
Prove that talent acquisition is a specialized ability set and an indispensable revenue-driver and NOT a cost center.
Innovate and influence the tactical 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 manage, and yet you continuously need to justify their significance.
Your systems do not speak to one another, producing ineffective workarounds that drain your team.
Your relationships with internal partners are strained because of unrealistic expectations about what it takes to fill a task.
You frantically require automation, but if your department's ability to carry out a new system is poor, your capability to validate the added cost is poorer.
Your capability to measure essential staffing metrics is limited, making it challenging to influence tactical workforce planning decisions.
Your Executive Team is expecting you to show your department's ROI on-demand, and without putting in an expensive amount of effort, you do not have significant information to share.

The economy, innovation, the makeup of the workforce, and the extremely nature of work is changing by the second, and yet the Talent Acquisition function within most organizations is stagnant.

Your group is under pressure, and you know it's just a matter of time up until one of your employees offers their notice. You would not blame them; they are expected to do more with less every day. They look to you for answers, however you are not sure of what actions will develop the effect you require.