EVO HR Consulting
EVO HR Consulting
EVO HR Consulting
From Shadows to Hires: How ORTEC Achieved 50% Conversion with Job Shadow Days.
03/09/2023
The Million-Dollar Question: Where's Your Next Game-Changing Hire?
Digging Deeper: Unearthing the Hidden Opportunities
Picture this: You're a fast-growing tech company with cutting-edge solutions in analytics and optimization. Your current team? Brilliant. But your talent pipeline? It's running dry. Sound familiar?
Four top-tier Georgia universities, each a potential talent reservoir, a disconnect between ORTEC's vibrant culture and student perceptions, A chance to nurture talent from curious students to full-fledged innovators, An opportunity to energize current employees through mentorship
Four top-tier Georgia universities, each a potential talent reservoir, a disconnect between ORTEC's vibrant culture and student perceptions, A chance to nurture talent from curious students to full-fledged innovators, An opportunity to energize current employees through mentorship
As a strategic talent acquisition expert, I didn't just see problems—I saw untapped potential:
In short, ORTEC was sitting on a potential gold mine of local talent but lacked the tools to tap into it. The cost? Potentially millions in lost innovation and market share.
ORTEC faced this exact scenario:
A talent desert where university connections should have been flourishing
Diversity goals gathering dust instead of driving innovation
Invisible to the very students who could propel the company forward
An internship program stuck on repeat, missing fresh perspectivesEmployees hungry to mentor but no new talent to satisfy that craving
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The Million-Dollar Question: Where's Your Next Game-Changing Hire?
Picture this: You're a fast-growing tech company with cutting-edge solutions in analytics and optimization. Your current team? Brilliant. But your talent pipeline? It's running dry. Sound familiar?
ORTEC faced this exact scenario:
A talent desert where university connections should have been flourishing
Diversity goals gathering dust instead of driving innovation
Invisible to the very students who could propel the company forward
An Internship program stuck on repeat, missing fresh perspectives
Employees hungry to mentor but no new talent to satisfy that craving
In short, ORTEC was sitting on a potential gold mine of local talent but lacked the tools to tap into it. The cost? Potentially millions in lost innovation and market share.
In short, ORTEC was sitting on a potential gold mine of local talent but lacked the tools to tap into it. The cost? Potentially millions in lost innovation and market share.
In short, ORTEC was sitting on a potential gold mine of local talent but lacked the tools to tap into it. The cost? Potentially millions in lost innovation and market share.
Digging Deeper: Unearthing the Hidden Opportunities
As a strategic talent acquisition expert, I didn't just see problems—I saw untapped potential:
Four top-tier Georgia universities, each a potential talent reservoir
A disconnect between ORTEC's vibrant culture and student perceptions
A chance to nurture talent from curious students to full-fledged innovators
An opportunity to energize current employees through mentorship
The question wasn't just how to find talent—it was how to create a self-sustaining ecosystem of innovation and growth.
The question wasn't just how to find talent—it was how to create a self-sustaining ecosystem of innovation and growth.
The question wasn't just how to find talent—it was how to create a self-sustaining ecosystem of innovation and growth.
The Talent Tsunami: Unleashing a Wave of Diverse, Passionate Innovators
Enter the Employer Job Shadow Days initiative—not just a program, but a talent revolution:
"A Day in the Life" Immersion: We didn't tell students about ORTEC; we let them live it
University Alliance Program: Forged strategic partnerships with four Georgia powerhouses
"From Shadow to Spotlight" Pipeline: Created a clear path from curiosity to career
Talent Magnetism Events: Transformed recruitment into irresistible experiences
Mentor-Match Program: Satisfied employees' craving for growth by connecting them with fresh talent
"A Day in the Life" Immersion: We didn't tell students about ORTEC; we let them live it
University Alliance Program: Forged strategic partnerships with four Georgia powerhouses
"From Shadow to Spotlight" Pipeline: Created a clear path from curiosity to career
Talent Magnetism Events: Transformed recruitment into irresistible experiences
Mentor-Match Program: Satisfied employees' craving for growth by connecting them with fresh talent
"A Day in the Life" Immersion: We didn't tell students about ORTEC; we let them live it
University Alliance Program: Forged strategic partnerships with four Georgia powerhouses
"From Shadow to Spotlight" Pipeline: Created a clear path from curiosity to career
Talent Magnetism Events: Transformed recruitment into irresistible experiences
Mentor-Match Program: Satisfied employees' craving for growth by connecting them with fresh talent
But great ideas need flawless execution. We implemented:
Real-time feedback loops for constant evolution
Laser-focused KPIs to measure and maximize ROI
Synced-up communication with universities to stay ahead of the talent curve
The Results?
50% conversion from job shadow to intern, driving 100% cohort diversity. The shadow-to-intern pipeline didn’t just boost conversion; it reshaped access. For the first time, the intern cohort reached full capacity and reflected true diversity: 4 minority interns and 6 women across departments where representation had previously been zero.
Candidate engagement shot up 40% at events—Refined touchpoints led to stronger turnout and sustained interest from high-potential talent—closing the gap between attraction and action.
Interns seamlessly transitioned to full-time roles. Improved onboarding experience drove faster ramp-up, reduced time-to-productivity, and cut hiring costs.
ORTEC emerged as a destination employer for top talent. With a clearer value proposition and optimized process, ORTEC outperformed competitors in attracting in-demand candidates.
This wasn’t a one-off hiring effort. It was a strategic overhaul of how early-career talent is sourced, developed, and retained—built to scale with long-term impact.
This wasn’t a one-off hiring effort. It was a strategic overhaul of how early-career talent is sourced, developed, and retained—built to scale with long-term impact.
This wasn’t a one-off hiring effort. It was a strategic overhaul of how early-career talent is sourced, developed, and retained—built to scale with long-term impact.
EVO HR Consulting
EVO HR Consulting