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About Our Company

ORS fixes hiring obstacles, anguish, and disappointment within all aspects of recruitment. ORS gets in the trenches to develop a consistent procedure with reportable KPI’s which implies much better information to make much better choices. Through listening, examining, evaluating, interpretation, implementation, automation, training, and observation, ORS has the ability to resolve even the most hard Talent Acquisition issues. Optimized Recruitment Solutions is able to prepare for downstream effect of changes executed today. We are authentic and transparent in our method constantly aiming to surpass our customer’s objectives.

Mission

ORS intends to build a bridge to fire up synergy in between organizational management and talent acquisition to empower decisions and enhance efficiencies.

Vision

ORS looks for to create a harmonious relationship between management, skill 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 expert with extensive boots on the ground understanding and experience. As a result, ORS can issue fix rapidly and establish the procedures to reduce inefficiencies.

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 resolve all of your hiring issues. I am enthusiastic about assisting my associates in the talent acquisition industry optimize, enhance, and amplify the effect they have on their organization.

I understand what it’s like being down in the trenches of the HR and recruitment world since I spent over 15 years there myself. It’s hard. Even acknowledging remarkable 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 positioning within business, consistent procedures, reputable and reportable results, and impactful information to show our worth. Not to discuss, we are expected to all at once be both the imaginative, strategic thinkers, and the pragmatic, reliable doers of the organization.

It’s no marvel that our field is so burnt out.

It’s time to shake things up. Let’s get rid of the obstacles from the hiring process and clear a path for recruiters to do what they do best.

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

Attracting and maintaining premier talent is the top priority for your organization, and in this economy, the drawing in part is ending up being increasingly difficult. Your Executive Team is aiming to your Talent Acquisition Organization to be the tactical partner you have actually been fighting to persuade them that you are.

Organizations Expectations of a Recruiter:

Source, screen, and place just the finest employees who would never consider leaving the organization. (Because yes, when they leave, it’s a hiring issue).
Recruit from a restricted or passive skill pool using a benefits package that is less than competitive.
Create effective, certified, synergistic, and scalable processes out of your frustrating volume of administrative work.
Partner with an increasing variety of demanding internal stakeholders.
Prove that talent acquisition is a specialized skill set and an important 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 continuously need to justify their importance.
Your systems do not talk to one another, creating inefficient workarounds that drain your group.
Your relationships with internal partners are strained due to the fact that of impractical expectations about what it takes to fill a task.
You frantically require automation, however if your department’s ability to implement a new system is bad, your ability to validate the added expense is poorer.
Your capability to determine crucial staffing metrics is restricted, making it tough to labor force preparation choices.
Your Executive Team is anticipating you to show your department’s ROI on-demand, and without exerting an exorbitant amount of effort, you do not have significant data to share.

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

Your group is under duress, and you know it’s only a matter of time until among your staff members provides their notice. You wouldn’t blame them; they are anticipated to do more with less every day. They seek to you for answers, however you are uncertain of what actions will create the impact you require.