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National Safety Apparel: Enhancing Recruitment Efficiency with Automation
Applicable Industries
- Apparel
Applicable Functions
- Human Resources
Use Cases
- Onsite Human Safety Management
- Time Sensitive Networking
The Challenge
National Safety Apparel (NSA), a leading manufacturer of protective clothing for industrial environments, was grappling with the challenge of maintaining adequate staffing levels in its Ohio factory. The company was in dire need of a recruiting solution that could help them find, assess, and hire qualified talent swiftly. The primary challenge was to avoid resorting to expensive staffing agencies while ensuring the factory had sufficient manpower. The company was looking for a solution that could streamline their recruitment process, reduce the time spent on hiring, and improve the overall efficiency of their recruitment team.
About The Customer
Founded in 1935, National Safety Apparel is a family-owned protective apparel manufacturer that is committed to creating quality safety products. The company caters to America's utility, manufacturing, and steel workers, as well as the US armed forces. As a leading manufacturer in the industry, NSA is constantly in need of qualified talent to maintain its operations. The company was looking for a solution that could help them streamline their recruitment process, reduce the time and cost of hiring, and improve the overall efficiency of their recruitment team.
The Solution
NSA found its solution in AllyO, a recruitment automation tool that stood out due to its ease of implementation and cost-effectiveness. AllyO's system was set up to capture, screen, and schedule interviews with potential candidates, thereby allowing recruiters to focus on interviewing and hiring the best candidates without being bogged down by time-consuming tasks. This was particularly beneficial for an industry with a high volume of hiring, where saving a significant amount of recruiter time could make a strategic difference. AllyO's conversational AI made the screening process quick and seamless for candidates, leading to a high percentage of candidates deciding to move forward and self-schedule an interview.
Operational Impact
Quantitative Benefit
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