Posted on Thu, Mar 21, 2013
BROOKFIELD, WI – March 21, 2013 – Pinstripe, Inc., the nation’s leading pure-play Recruitment Process Outsourcing (RPO) provider, today announced its inclusion on The Outsourcing Institute’s (OI) and Human Resource Executive® magazine’s (HRE) inaugural list of the “10 Best” RPO providers. Pinstripe ranked second overall among the best RPO providers and in the top three in the Value for Fees, Solution Delivery and General Service Capabilities categories.
“This recognition is based on client interviews and showcases the exceptional experience our recruiters and leaders bring to each and every client engagement,” said Sue Marks, Founder & CEO of Pinstripe, Inc. “Our success is ultimately measured by our clients’ satisfaction with our ability to consistently provide quality talent that helps them meet their business objectives.”
Clients surveyed by OI and HRE recognized Pinstripe for its ability to deliver well-defined client solutions and provide services at a cost that either met or exceeded clients’ expectations. In particular, Pinstripe was acknowledged for its cutting-edge tools and technologies that enable clients to hire a large quantity of quality talent rapidly and effectively.
In addition to its ranking as a “10 Best” RPO Provider, Pinstripe has also received five consecutive rankings on HRO Today magazine’s “Baker’s Dozen” list and was identified as a 2012 RPO Star Performer in the Everest Group PEAK Matrix. The firm also received the 2012 North America Recruitment Customer Relationship of the Year award from the Human Resources Outsourcing Association and entered into a successful equity partnership with private equity firm Accel-KKR, reaffirming Pinstripe’s independent position among RPO providers.
About the Ranking & Human Resource Executive Magazine
To assist companies in their analyses of RPO, The Outsourcing Institute, in association with Human Resource Executive® magazine, has conducted its first annual client-satisfaction survey of RPO providers. OI's "Top 10" rankings are based solely on responses from the clients of RPO providers. The rankings are based on the survey analysis of Human Capital Group LLC, an independent third party, and are not the opinion of OI. Responses were collected through an online survey, which was distributed indirectly by sending more than 40 RPO service providers the link to send to their clients. The RPO-vendor clients that responded represent more than 15 different industries.
In determining the overall ranking, the results were analyzed across four primary categories purposefully selected because they provide buyers with insight into some of the key criteria used in evaluating and selecting an outsourcing provider: understanding client needs, solution delivery, value for fees, and general-service capabilities.
After collection, the data was loaded into HCG's database for analysis and scoring. In addition to scoring each of the categories, categories and questions were weighted based on importance for determining the overall score for the providers. The calculated scores presented (see charts) demonstrate the relative differences of the service providers based on the feedback of their clients. The "Top 10" overall ranking, and the ranking for each of the categories, can be found in the charts.
About Pinstripe, Inc.
Pinstripe, Inc. is the nation’s leading pure-play Recruitment Process Outsourcing (RPO) provider. Pinstripe delivers customized solutions that help clients align talent strategies to business objectives. Consistent with Pinstripe’s brand promise WE BECOME YOU™, dedicated recruitment teams act as an extension of the human resources function, providing a tailored candidate experience reflective of the client’s brand, values and culture. Pinstripe primarily services clients in the healthcare, advanced manufacturing, financial service, life sciences and technology industries. For more information, please visit www.pinstripe.com or engage with us on LinkedIn, Facebook, Twitter, YouTube or our blogs.
Posted on Wed, Mar 20, 2013
Pinstripe Executive Vice President
Angela Hills was quoted in a SHRM.com article entitled “
Social Recruiting Opening More Doors for Job Seekers,” about why employees are leaving organizations and how they are using social media to find new jobs.
Excerpt from the article:
Social media sites are proving indispensable for human resource managers to connect with a wider range of top talent at a higher frequency, said Angela Hills, executive vice president of Pinstripe, a recruitment process outsourcing firm. These platforms “remove the hassle of searching across mediums and digging through job listings to reach candidates,” she said, adding that recruiters are now going where candidates go online, “instead of forcing them to come to you.”
“Just as organizations tailor their management and reward strategies to account for what motivates and incents each generation, HR managers should tailor their social media recruitment strategies to ensure they’re reaching and engaging high-quality candidates within each generation,” Hills added.
To read the complete article, please visit:
http://www.shrm.org/hrdisciplines/technology/articles/pages/social-recruiting-and-job-seekers.aspx
Posted on Wed, Mar 20, 2013
Pinstripe Executive Vice President Angela Hills was quoted throughout an article entitled The Next Generation: Reap the Benefits of Engaging in Outsourcing the Second Time Around, published in the March issue of HRO Today magazine.
Excerpt from the article:
Five years is a short amount of time, but it’s amazing how much can change in that period. Just ask recruitment process outsourcing (RPO) buyers. Turn back the hands of time, and HR executives were seeking RPO to tackle staffing problems mainly in terms of cost per hire and scalability. They were in it for the cost savings to drive the bottom line. And while this metric is certainly still measured, it’s no longer top of mind. That’s the beauty of entering second-generation RPO. The industry is at a maturation point where second-generation buyers expect—and earn—more value from their engagement, and first-generation buyers have the opportunity to start ahead of the game.
“We are seeing more buyers come to the table with a much clearer vision of what they want,” reports Angela Hills, executive vice president of Pinstripe, Inc. “They are looking to evolve the model and create a solution that isn’t cookie cutter.”
To read the complete article, please visit: http://www.hrotoday.com/content/5326/next-generation
Posted on Wed, Mar 20, 2013
BROOKFIELD, WI – March 20, 2013 –
Jill Schwieters, President of Pinstripe Healthcare, the leader in recruitment process outsourcing for the healthcare industry, will moderate a panel of healthcare human resource industry experts on the topic of Creating a Culture Conducive to Innovation and Innovative Talent at the Women Business Leaders (WBL) of the U.S. Health Care Industry Foundation and
WBL’s 12th Annual Summit. Panelists include Pinstripe client partners Corry Ioli, Executive Director, Talent Management & Talent Acquisition at Boehringer Ingelheim and Debbie Walkenhorst Regional Vice President, Human Resources at SSM Health Care - St. Louis. Also on the panel is Mary Jo Burfeind, Vice President, Human Resources, Talent Development & Organizational Effectiveness for Health Care Service Corporation.
During the panel, the moderator and panelists will share insights into their innovative talent practices addressing questions such as: How are they retaining the best talent during such a tumultuous time for the health care industry? How are they keeping their talent motivated at a time when we are all being asked to do more with less? Finally, what role does culture play?
The WBL Summit will be a gathering of more than 180 Board members, CEOs, and other senior executive women from the $2 trillion health care industry. The three day event will help these senior leaders study ways to innovate the business of health care, as they compete to stay at the cutting edge in an industry under intense pressure and undergoing tremendous change. The Summit also focuses on increasing visibility for senior executive women from the health care industry for board of director positions with companies across the entire U.S. economy.
Pinstripe Healthcare is also proud to be an annual sponsor of the The Summit.
For more information about Pinstripe Healthcare’s presence at People in Health Care 2013, or to inquire about having Jill Schwieters speak at your event, please contact
Kristen Wright at (262) 754-5340.
About WBL
The Women Business Leaders of the U.S. Health Care Industry Foundation™ is a 501(c)(3) non-profit organization established to address the unmet needs of the senior executive women of the U.S. health care industry. There are over 3,000 senior executive women and women board members in the WBL network. The goal of the invitation-only WBL network is to help these senior executive women in the health care industry improve their businesses and continue to grow professionally, such as through corporate board opportunities. The WBL Foundation also serves as a resource to companies and search firms seeking board members. In addition to its Summits, WBL holds a variety of other programming and networking opportunities, including receptions at major health care industry conferences and educational events. For more information about the WBL Foundation, visit
wbl.org or follow WBL on Twitter at @wblfoundation. For more information about the WBL organization contact Eleanor Whitley at ewhitley@wbl.org.
Posted on Mon, Mar 18, 2013
BROOKFIELD, WI –March 18, 2012 – Pinstripe, the nation’s leading pure-play recruitment process outsourcing solutions provider, today announced that Sally Stacy has joined the executive leadership team as Vice President of Human Resources.
In this role, Sally is responsible for shaping Pinstripe’s HR function to support the organization’s continued growth and further its leadership and innovation in the RPO industry. A human resources professional for more than two decades, Sally drives business performance through her ability to build solid partnerships and generate energy and engagement while leading key initiatives.
She brings global experience in staffing, leadership development, process design and workforce planning to Pinstripe. “Pinstripe’s commitment to immersing into our clients’ organizations made Pinstripe a unique opportunity for me,” said Sally Stacy, Vice President of Human Resources for Pinstripe, Inc. “I’m excited to be part of a company that encourages fresh, bold ideas and is home to so many talented individuals.”
A more detailed biography and photograph can be found at http://www.pinstripetalent.com/about-us/team/Sally-Stacy
About Pinstripe, Inc.
Pinstripe, Inc. is the nation’s leading pure-play recruitment process outsourcing (RPO) provider. Pinstripe delivers customized solutions that help clients align talent strategies to business objectives. Consistent with Pinstripe’s brand promise WE BECOME YOU™ dedicated recruitment teams act as an extension of the human resources function, providing a tailored candidate experience reflective of the client’s brand, values and culture. Pinstripe primarily services clients in the healthcare, advanced manufacturing, financial service, life sciences and technology industries. For more information, please visit www.pinstripe.com or engage with us on LinkedIn, Facebook, Twitter, YouTube or our blogs.
Posted on Wed, Mar 13, 2013
New Client Relationships Driven by Second Generation Buyers in an Increasingly Mature Market BROOKFIELD, WI – March 13, 2013 – Pinstripe, Inc., the nation’s leading pure-play Recruitment Process Outsourcing (RPO) provider, today announced new business milestones already underway in early 2013, including, among others, new recruitment partnerships with Bristol-Myers Squibb and CHC Helicopter.
“As the RPO market matures, there is an emerging group of second generation buyers who are more informed, strategically-minded and quality-driven. The needs of these leaders match directly with our commitment to carefully selecting client partners that are dedicated and prepared to embrace our highly-strategic, transformative solutions,” says
Angela Hills, Executive Vice President of Pinstripe. “Bristol-Myers Squibb and CHC Helicopter are two such organizations and we are proud to add both to our portfolio of clients benefiting from our ability to drive strategic, growth-oriented talent strategies.”
In partnership with Bristol-Myers Squibb’s HR professionals and hiring managers, Pinstripe is responsible for delivering a large number of annual hires in highly technical and hard-to-fill positions that are critical to the company’s continued innovation and growth. These roles include research and development, global manufacturing, commercial sales and corporate management.
“We believe that Pinstripe’s solution will help Bristol-Myers Squibb enable a high performing organization and increase our talent advantages in a highly competitive market,” said Paul Anthony, senior vice president, Human Resources, Bristol-Myers Squibb.
For CHC Helicopter, Pinstripe works with the company’s HR team and hiring managers to reduce internal time devoted to talent acquisition, and leverage Pinstripe’s best-in-class technologies and tools to increase the efficiency and quality of CHC Helicopter’s recruitment efforts.
“I know first-hand that not all RPO providers are created equal,” said Ravi Subramanian, Global Leader of Talent Acquisition for CHC Helicopter, a global helicopter service company. “Our partnership with Pinstripe will enable us to quickly and seamlessly scale up or down to meet our hiring needs, and free up our team to focus on other strategic initiatives driving business growth.”
Pinstripe’s early 2013 success comes at the heels of record-setting growth, client retention and strategic investments during 2012, including a successful equity partnership with Accel-KKR, a leading private equity firm. Last year Pinstripe’s trajectory of increasing the number, size and complexity of client relationships, reinforced that the market is clearly taking notice of and finding value in Pinstripe’s customized approach to talent acquisition practices.
Learn more about Pinstripe’s solutions at
www.pinstripe.com.
About Bristol-Myers Squibb Bristol-Myers Squibb is a global biopharmaceutical company whose mission is to discover, develop and deliver innovative medicines that help patients prevail over serious diseases. For more information, please visit
www.bms.com or follow us on Twitter at
http://twitter.com/bmsnews.
About CHC HelicopterCHC Helicopter is a leader in enabling customers to go further, do more and come home safely, including oil and gas companies, government search-and-rescue agencies and organizations requiring helicopter maintenance, repair and overhaul services through the Heli-One division. The company is headquartered in Vancouver and operates more than 240 aircraft in about 30 countries around the world. For more information, please visit
http://www.chc.ca.
About Pinstripe, Inc.Pinstripe, Inc. is the nation’s leading pure-play recruitment process outsourcing (RPO) provider. Pinstripe delivers customized solutions that help clients align talent strategies with business objectives. Consistent with Pinstripe’s brand promise “
WE BECOME YOU™,” dedicated recruitment teams act as an extension of the human resources function, providing a tailored candidate experience reflective of the client’s brand, values and culture. Pinstripe primarily services clients in the healthcare, advanced manufacturing, financial service, and technology industries. For more information, please visit
www.pinstripe.com or engage with us on
LinkedIn,
Facebook,
Twitter,
YouTube or our
blogs.
Posted on Mon, Mar 11, 2013
BROOKFIELD, WI – March 11, 2013 –
Jill Schwieters, President of
Pinstripe Healthcare, the leader in recruitment process outsourcing for the healthcare industry, and Joel Wernick, President and CEO of
Phoebe Putney Health System a network of hospitals, family medicine clinics, rehab facilities, auxiliary services, and medical education training facilities in Southwest Georgia, will present “Innovate Workforce Practices to Ensure Future Success” at the 2013
ACHE Congress in Chicago.
There has never been more pressure on healthcare providers to adapt, cut costs and elevate care. The only way to adjust and benefit from these changes is by effectively targeting and securing the talent necessary to elevate their care delivery. In his tenure with Phoebe Putney Health System, Joel Wernick has faced all of the changes to the healthcare industry head-on, with a desire to make his organization a leader amongst community health organizations. During the presentation, Joel and Jill will discuss how creating a best-in-class talent acquisition function has helped Phoebe Putney Health System meet its efficiency and quality goals.
For more information about Pinstripe Healthcare’s presence at ACHE, or to inquire about having Jill Schwieters speak at your event, please contact
Kristen Wright at (262) 754-5340.
About ACHEThe American College of Healthcare Executives is an international professional society of more than 40,000 healthcare executives who lead hospitals, healthcare systems and other healthcare organizations. ACHE offers its prestigious FACHE® credential, signifying board certification in healthcare management. ACHE's established network of more than 80 chapters provides access to networking, education and career development at the local level. In addition, ACHE is known for its magazine, Healthcare Executive, and its career development and public policy programs. Through such efforts, ACHE works toward its goal of being the premier professional society for healthcare executives dedicated to improving healthcare delivery.
Posted on Thu, Feb 21, 2013
CareerBuilder recently recognized Pinstripe, Inc. for
Excellence in Applicant Experience and its understanding that every interaction with job candidates provided on behalf of its clients counts.
“[Pinstripe] know[s] that treating candidates well is more than just about trying to recruit new hires (although that’s a large part of it); they also understand that creating a positive experience for job candidates can effect [sic] the company’s employment brand as well as its consumer brand (not to mention its ability to recruit future candidates),” wrote CareerBuilder representative Mary Lorenz.
In a 2012 study spanning 10 months, CareerBuilder tracked the opinions of more than 1 million job candidates who applied for positions at more than 1,000 companies. The study was created to identify best-of-breed practices in engaging and interacting with job candidates and enable other companies to see how their own programs stack up.
“Our approach to the candidate experience is very strategic, and it’s not by chance. We’re a service company first. What you see in our results is a very hardwired and designed approach to how we do the work we do for all our clients,” shared
Erin Lange, executive vice president of operations excellence and innovation for Pinstripe, in an interview with CareerBuilder. “We put an outside-in approach to the candidate experience and say, ‘If I’m a really tough candidate, I need to have action, I need to be responded to quickly. Otherwise, I’m going to move on.’”
Also recognized alongside Pinstripe were Shell Oil Company, MB Financial Bank and Baptist Memorial Health Care for excellence in providing a consistently exceptional candidate experience across their organizations. Companies were evaluated based on timeliness of response to applications and follow through, candidates’ assessment of how knowledgeable the company’s recruiters are, and how well they represented the company brand, and whether candidates would recommend the company or apply again, among other factors.
Learn more from this year’s winners on the CareerBuilder-hosted blog The Hiring Site:
http://thehiringsite.careerbuilder.com/2013/02/05/seven-habits-of-highly-effective-candidate-experiences/
Posted on Thu, Feb 07, 2013
Nation’s Leading Pure-Play RPO Provider Believes Talent is the Power to Make a Wish Come True
BROOKFIELD, WI – February 7, 2013 – Pinstripe, Inc., the nation’s leading pure-play recruitment process outsourcing (RPO) provider, on Tuesday presented a check to Make-A-Wish Wisconsin for the entire amount necessary to grant a child’s wish – a trip to Disney World for his entire family. The donation was raised as internal client teams met and exceeded annual performance goals.
“The way our employees rallied behind our Talent is the Power to Make a Wish Come True campaign is further proof that our success is not just based on what we do, but how we do it,” commented Pinstripe CEO Sue Marks. “As some organizations experience rapid growth they lose the entrepreneurial culture that made them a great partner and great place to work. We continue to be ‘more like Pinstripe and not like anyone else’ while remaining true to our Vision and Values.”
The announcement of the successful Make-A-Wish initiative also featured news of record-setting growth, client retention and strategic investments during 2012, including a successful equity partnership with Accel-KKR, a leading private equity firm. The year continued with Pinstripe’s trajectory of increasing the number, size and complexity of client relationships, reinforcing that the market is clearly taking notice of and finding value in Pinstripe’s customized approach to partnering with HR leaders to create business impact through innovative talent acquisition practices.
In addition, Pinstripe continues to be recognized for its high level of customer satisfaction and the results they provide as proven by the number of prominent industry accolades it received in the past year. Pinstripe was included on HRO Today magazine’s “Baker’s Dozen” list for the fifth consecutive year, including being ranked first in the Size of Deal and Breadth of Service categories, and was identified as a 2012 RPO Star Performer in the Everest Group PEAK Matrix. The firm also received the 2012 North America Recruitment Customer Relationship of the Year award from the Human Resources Outsourcing Association.
About Make-A-Wish Wisconsin
Make-A-Wish Wisconsin grants wishes throughout the entire state of Wisconsin and has granted nearly 4,600 wishes since its founding in 1984. Last year alone, the Wisconsin Chapter granted a record breaking 325 wishes. Currently more than 250 wishes are in progress for Wisconsin children. For more information visit wisconsin.wish.org.
About Pinstripe, Inc.
Pinstripe, Inc. is the nation’s leading pure-play recruitment process outsourcing (RPO) provider. Pinstripe delivers customized solutions that help clients align talent strategies to business objectives. Consistent with Pinstripe’s brand promise WE BECOME YOU™, dedicated recruitment teams act as an extension of the human resources function, providing a tailored candidate experience reflective of the client’s brand, values and culture. Pinstripe primarily services clients in the healthcare, advanced manufacturing, financial service, life sciences and technology industries. For more information, please visit www.pinstripe.com or engage with us on LinkedIn, Facebook, Twitter, YouTube or our blogs.
Posted on Tue, Feb 05, 2013
Pinstripe Healthcare’s strategic partnership with Princeton HealthCare System was profiled for an article on the Becker’s Hospital Review website entitled Management Case Study: How to Avoid Self-Destructive Employee Recruitment.
From the article:
About four years ago, the employee recruitment process was a source of dissatisfaction among many managers at Princeton (N.J.) Healthcare System. Leadership within the system's human resources department felt recruitment was inconsistent and lacked high-calibre candidates. As a result, morale suffered and time-to-fill for positions increased.
The system decided to address these issues and revamp its recruitment process through a partnership with Pinstripe Healthcare, a recruitment process outsourcing firm that prides itself on a "we become you" approach to relationships with clients. The firm acts as an extension of organizations' HR departments in something called full partnership recruiting.
To read the complete article, please visit: http://www.beckershospitalreview.com/hospital-management-administration/management-case-study-how-to-avoid-self-destructive-employee-recruitment.html
