About Our Company

ORS fixes working with obstacles, misery, and disappointment within all aspects of recruitment. ORS gets in the trenches to build a consistent procedure with reportable KPI’s which implies better information to make better choices. Through listening, examining, evaluating, analysis, application, automation, training, and observation, ORS is able to resolve even the most difficult Talent Acquisition problems. Optimized Recruitment Solutions is able to expect downstream impact of changes executed today. We are genuine and transparent in our constantly aiming to exceed our customer’s goals.

Mission

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

Vision

ORS seeks to develop a harmonious relationship in between leadership, talent acquisition, and the whole prospect experience.

Founder

Talent Acquisition Consultant that is ATS-agnostic. ORS is lead by a super sleuth, Emiley Padgett, who is a passionate professional with in-depth boots on the ground understanding and experience. As a result, ORS can problem resolve quickly and develop the processes to minimize inadequacies.

Emiley Padgett

Hi, I’m Emiley Padgett. Founder of Optimized Recruitment Solutions, disrupter of standard HR, and tenacious sleuth who will not stop until we solve all of your hiring issues. I am enthusiastic about helping my associates in the talent acquisition industry enhance, enhance, 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 tough. Even acknowledging incredible development, we still have a hard time as a field to justify our tactical worth.

That’s because as a function, we do not have alignment within the company, consistent processes, dependable and reportable outcomes, and impactful data to demonstrate our worth. Not to discuss, we are anticipated to concurrently be both the creative, strategic thinkers, and the pragmatic, reliable doers of the organization.

It’s not surprising that that our field is so scorched out.

It’s time to shake things up. Let’s eliminate the challenges from the hiring process and clear a path for employers to do what they do best.

It’s time to interrupt conventional HR Talent Acquisition with Optimized Recruitment Solutions.

Attracting and retaining leading skill is the leading priority for your company, and in this economy, the bring in part is becoming increasingly difficult. Your Executive Team is aiming to your Talent Acquisition Organization to be the tactical partner you’ve been fighting to encourage them that you are.

Organizations Expectations of an Employer:

Source, screen, and location just the finest employees who would never consider leaving the company. (Because yes, when they leave, it’s a hiring problem).
Recruit from a restricted or passive skill swimming pool using a benefits package that is less than competitive.
Create efficient, compliant, synergistic, and scalable processes out of your overwhelming volume of administrative work.
Partner with an increasing variety of demanding internal stakeholders.
Prove that talent acquisition is a specialized capability and an essential revenue-driver and NOT a cost center.
Innovate and affect the tactical direction of your company with best-in-class talent-related data.

Challenges of those Expectations:

– Your group is lean with more on their plate than they can deal with, and yet you constantly need to justify their value.
Your systems do not talk with one another, creating ineffective workarounds that drain your team.
Your relationships with internal partners are strained due to the fact that of unrealistic expectations about what it requires to fill a job.
You frantically need automation, however if your department’s ability to carry out a brand-new system is bad, your capability to validate the added expense is poorer.
Your capability to determine crucial staffing metrics is restricted, making it difficult to affect strategic labor force preparation choices.
Your Executive Team is anticipating you to demonstrate your department’s ROI on-demand, and without applying an exorbitant quantity of effort, you don’t have meaningful data to share.

The economy, technology, the makeup of the workforce, and the extremely nature of work is altering by the 2nd, and yet the Talent Acquisition function within many companies is stagnant.

Your team is under pressure, and you know it’s just a matter of time up until among your workers gives their notice. You wouldn’t blame them; they are expected to do more with less every day. They seek to you for answers, however you are unsure of what actions will create the effect you require.