Case Study Talent Acquisition Updated October 14, 2025 4 min read By GPSI Team

115+ Individuals Placed

A tier-1 client was stuck with an incumbent supplier retaining barely 20% of new hires. GPSI’s Wichita office rebuilt the recruiting process — placing 115+ individuals at a 75% retention rate and over $2M in labour savings.

Recruiting and talent placement for a tier-1 multi-division manufacturer

115+ Individuals placed
at 75% retention

Client Tier-1 Multi-Division Manufacturer

Partnered with GPSI’s Wichita, KS office to identify, recruit, and retain quality talent across multiple divisions and shifts.

Industry

Manufacturing · Talent

Engagement

Recruitment, Staffing & Retention

GPSI Office

Wichita, KS

Outcome

75% retention · 115+ placed

Key Takeaways

The incumbent supplier retained only ~20% of new hires through a 6-week probation.
Low retention drove lost knowledge, slow production, overtime, and re-work.
GPSI ran a Needs Assessment to define the right competencies and personality types per division and shift.
Bi-weekly on-site recruiting events sourced high-quality candidates consistently.
85% of interviewed candidates were offered a position the following week.
GPSI reached a 75% retention rate, placed 115+ individuals, and saved $2M+ in labour costs.

Scope of WorkWhat was the talent challenge?

Global Partner Solutions Wichita KS office partnered with a tier 1, multi-division client to help in their quest to identify, recruit and retain quality talent. The client’s main concerns were around issues of receiving volumes of potential candidates, their degree of qualification, and the hiring of such candidates. GPSI took multiple actions to identify the cause and to find the best solutions for these issues. The client’s incumbent supplier regarding recruitment and staffing support had a retention percentage average of around 20% during the term of their 6-week probationary period.

High volumes of potential candidates
Inconsistent candidate qualification
Difficulty hiring the right people
Incumbent retention only ~20% through 6-week probation

ActivitiesHow did GPSI fix it?

As the project progressed, we realized that the low employee retention rate had wider implications than we considered. The lack of retained knowledge within the workforce impacted the production, causing slow production by inexperienced workers. In turn, this gave way to costly overtime payments to more seasoned and experienced staff to meet the delivery schedule. Low employee morale, issues regarding on-time delivery, and re-work were side-effects produced by low employee retention.

A “Needs Assessment” was performed by interviewing the impacted hiring managers, existing personnel and shadowing employees that were currently in positions for which we would be recruiting. Doing so helped us identify the specific competencies required and highlighted the personality types that worked best within each division and shift. Once we determined the specific criteria and competencies needed, we presented them to the hiring managers for their approval or adjustment as deemed necessary. We then planned bi-weekly on-site recruiting events at the client’s location.

DEFINITION

Needs Assessment: a discovery step that interviews hiring managers and existing personnel and shadows employees in the target roles — pinpointing the exact competencies and personality types that succeed in each position, division, and shift.

Needs Assessment

Interview managers and staff; shadow employees in the target roles.

Define competencies

Pin down the criteria and personality types per division and shift.

Manager sign-off

Present criteria to hiring managers for approval or adjustment.

On-site recruiting

Run bi-weekly recruiting events at the client’s location.

ResultsWhat results did GPSI deliver?

85% of the candidates selected for an interview with the hiring managers were offered a position starting the following week. Global Partner Solutions had a 75% retention rate out of the 85% selected candidates. The main aspects of this partnership are continuity and trust. We have created interest by consistently hiring high-quality candidates via referrals, media, and passive recruiting efforts. The client benefited from cost savings due to reduced overtime payments, reduced re-works, and consistent on-time delivery. This particular project is a perfect example of how GPSI provides a proactive solution to rectify human resource issues. It demonstrates how we can strategically position our clients to acquire and retain the talent needed to support their growing organizations.

Incumbent supplier

~20%

retention through 6-week probation

→

With GPSI

75%

retention of selected candidates

Reduced overtime

Retained, experienced staff cut costly overtime to meet schedules.

Reduced re-work

A more qualified workforce produced fewer errors and re-works.

Consistent on-time delivery

Stable staffing restored predictable delivery performance.

Continuity & trust

A consistent pipeline via referrals, media, and passive recruiting.

ImpactWhat was the impact?

115+

Individuals placed

75%

Retention rate

85%

Offered a role the next week

$2M+

Labour cost savings

From an incumbent retaining barely one in five hires to a 75% retention rate and 115+ placements — a proactive solution that rectified the client’s human-resource issues and positioned them to keep growing. — Outcome of the GPSI talent partnership

AS9100NSF-ISR Certified

GPSI delivers recruitment, staffing, and operations support under AS9100-certified quality management — the standard behind engagements like this one.

Frequently asked questions

What was the client’s talent challenge?

A tier-1, multi-division client struggled to identify, recruit and retain quality talent — facing high candidate volumes, variable qualification, and difficult hiring. Their incumbent recruitment supplier averaged only about 20% retention during a 6-week probationary period.

How did low retention affect the business?

Low retention meant lost workforce knowledge, which slowed production by inexperienced workers, drove costly overtime for experienced staff, hurt morale, and caused on-time-delivery issues and re-work.

What did GPSI do?

GPSI performed a Needs Assessment by interviewing hiring managers and staff and shadowing employees, defined the required competencies and personality types per division and shift, confirmed criteria with hiring managers, and ran bi-weekly on-site recruiting events.

What is a Needs Assessment in recruiting?

A Needs Assessment is a discovery step that interviews hiring managers and existing personnel and shadows employees in the target roles — to pinpoint the exact competencies and personality types that succeed in each position.

What results did GPSI achieve?

85% of candidates selected for interviews were offered a position the following week, and GPSI achieved a 75% retention rate out of those selected candidates, placing 115+ individuals. The client saved on overtime and re-work and gained consistent on-time delivery, with reported labour cost savings of over $2 million.

Struggling to recruit — and keep — quality talent?

GPSI rebuilds recruiting around what actually predicts success on your floor, then runs the pipeline to place and retain the right people. Let’s find a time to connect.

Talk to GPSI About Talent Canada toll free: 866-980-1387 · US: 316-263-1288 · UK: 44 121 295 6504