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Envocore is made up of 7 companies consisting of 5 energy savings divisions - Lighting/Electrical, Plumbing/Water Efficiency, Metering, Building Envelope, and Solar. They serve customers in the energy savings field spanning the entirety of the United States in military bases, universities, schools and hospitals. Envocore’s customers come to them for their deep industry knowledge, national scope, and proven track record.
The Challenge with Building a National Workforce
With an international presence and strong, long-standing relationships with customers, Envocore’s headcount needs are always growing. Projects require a variety of different skill sets, timelines vary, work opportunities involve long distance travel, unexpected employee turnover is inevitable, and Envocore is always expanding their footprint. On top of simply getting the sheer volume of candidates needed, ‘We needed to change the culture and create the expectation that we are a team, and a community, that will thrive together’ said Kim Holwell, National Operations Recruiter. ‘We needed a more vital organization and team, as opposed to trying our best to pull together a team of people not suited for the work we do’.
Before Classet, what was your Hiring Strategy?
‘Before Classet, we primarily used a combination of ADP recruiting and referrals from employees’ Kim continued. While referrals can be great, it can also be a can of worms, because if you lose one employee, it can cause a domino effect. ‘We had gotten to the point where we really had plateaued with growing our workforce to the size and quality we needed to serve our customers’.
“We needed focused, disciplined candidates to lead our growth. People who wanted to bring the right work ethic and grit to our team”
How much time were you investing into Recruiting?
‘Using ADP, I was spending a lot of time trying to craft candidate marketing, job postings, and trying without success to contact older candidates in our funnel’. A ton of time also went into screening referrals and candidates from job boards who were not responsive or qualified. ‘Conservatively, hours every single day were going into this’
What is your recruiting and hiring process like now?
‘Now, all of my time is solely dedicated to talking to people. I don’t tweak job posts, wordsmith them to try and make them more appealing, or chase down cold leads. Zero. It’s unbelievable. We have been able to bring on so many people so quickly with all of the most tedious aspects of recruiting off of my plate’. With over 70 hires in just a few months, ‘This to me, is the best thing ever. I went from a total dead end to right back on track’.
Citing a recent project in Chattanooga, TN, ‘We had 0 applicants. Nothing. I was doing everything I could with old leads and got nowhere. As soon as we engaged with Classet, the interest was so high, the response rates were immediate, and we pulled people in so fast’. She continued, ‘We actually were able to get such quality applicants that we were able to move some of our hires over to another project on the east side struggling for headcount’.
The Bottom Line
‘We know how valuable a good hire is. How much time they save. How much money they save. When it comes to recruiting - you have to have confidence that your dollars are getting results. Classet is helping us build the team that is going to make us thrive for years to come.’
