Case Study: Paradigm Precision
When it comes to hiring new employees, finding the right fit can be a challenging and time-consuming process for many companies. This was the case for Paradigm Precision, who turned to Total Aviation Staffing (TAS) for assistance in securing the best candidates for their team.
Using our comprehensive recruiting process, we were able to quickly identify and select the ideal candidates for each role, providing detailed insight into their experience, qualifications, and skills. By eliminating the need for multiple interviews and evaluations, our system saved Paradigm Precision both time and money.
With our help, they were able to build a top-tier team at an affordable price. If you’re looking to find the perfect talent for your organization, visit our website to learn more about our services and how we can assist you. Our team of experienced professionals is ready to help you achieve your hiring goals. Contact us today.
Client Profile
Paradigm Precision is a leading manufacturer of complex machined and fabricated components for the aerospace, land-based power generation, and marine markets. Their core capabilities include laser services, airflow measurement, thermal coatings, electrical discharge machining, precision machining, and TCT BLAST™.
Paradigm Precision adds value by leveraging the synergy between capital investments, engineering, low-cost manufacturing operations, and modern manufacturing methods. Guided by seasoned leadership, the company’s culture is focused on customer requirements and the principles of LEAN and Six Sigma operations.
Their Staffing Challenge
Paradigm Precision needed to bring on a high-caliber of employees quickly in order to meet their production deadlines. To ensure they had the best candidates for each position, they turned to Total Aviation Staffing (TAS) for help.
With our recruitment process, Total Aviation Staffing was able to help Paradigm Precision find the perfect candidate for each of their positions. By using a system that combined interviews and evaluations in one efficient timeline – saving both time as well money- we were able to provide an accurate assessment of skill sets needed at Paradigm while eliminating any guesswork or uncertainty about who would be best suited based on qualifications alone.
Our solution
Recruiting is an important process for any business, but it can be especially challenging in the aviation and aerospace industries. There is a limited pool of qualified candidates, and the positions are often very specific.
To be successful, you need a recruitment partner who understands the industry inside and out. That’s where Total Aviation Staffing comes in. We have a deep understanding of the aviation and aerospace industries, and we use that knowledge to help businesses like Paradigm Precision find the top talent they need.
Our team of experienced recruiters has a deep understanding of the skills and qualifications that are necessary to be successful in this industry. We use this knowledge to screen candidates and identify those who have the potential to be successful in aviation and aerospace roles. We then work with our clients to match them with the best candidates for their open positions. This process ensures that our clients are able to find the qualified workers they need to be successful.
Our comprehensive search & selection recruitment and attraction model. Designed specifically for aerospace specialists took approximately 4-6 weeks from the research stage to offer and acceptance.
It took about 1 week to produce a shortlist of pre-vetted and interviewed applicants to be reviewed.
The core components of the Direct Hire Search process include:
1. Position Evaluation
This reflects the latest corporate information on your company as well as the detail of the brief covering the role, responsibilities, and what the ideal candidate will look like. The position specification is an important document as it provides the core information on the role and the company, which we supply to select sources and candidates prior to you meeting them. It also identifies the key selection criteria against which we will assess all candidates.
2. Pre-Screening – Initial Target List
We will start by identifying individuals who fall, in the broadest sense, within the range of criteria you have identified. We will research both competitor organizations as well as organizations that may have an individual working in the same capacity but with a varied title, as well as candidates poised to undertake a career move to this level.
3. Candidate Selection and Presentation
Following our initial interviews, we will report to you on our progress and findings and agree on a selection of people to be interviewed by you. We will submit written reports on each of the individuals who are recommended for consideration as well as all supporting information including resumes and interview notes and references.
4. Arrange Client Interviews and Feedback
We will arrange interviews between you and the selected candidates at times that you give us, and then follow up with each candidate after they have been interviewed, for feedback at each interview stage. In that debrief, their level of interest in the role is ascertained and any concerns that they may have are addressed.
5. Offer and Acceptance
Appropriate reference checking will be undertaken and negotiation of the offer to the successful candidate, including resignation advice. All unsuccessful candidates will be managed appropriately. In the event that the candidates are not acceptable, or the offer is declined, TAS will continue to work on the assignment.