Driving Production Through Strategic Talent Attraction in Aseptic Manufacturing
How a leading CDMO partnered with Advanced RPO to overcome recruiting bottlenecks and fill critical Aseptic Manufacturing Associate roles
Situation: Sourcing methods not generating qualified candidate flow
A leading contract development and manufacturing organization (CDMO) specializing in aseptic fill-finish services faced growing production demands but lacked the recruiting capacity to meet them.
With a large number of open roles across the organization, even the HR generalist and VP of HR were managing requisitions alongside the two recruiters, leaving little capacity to focus on hard-to-fill positions.
One particularly challenging role is the Aseptic Manufacturing Associate, which requires a specific blend of education and experience in manufacturing, medical, or laboratory settings. Additionally, the 12-hour rotating shifts (including weekend schedules) and competitive labor market makes sourcing qualified candidates difficult. The client’s traditional sourcing methods were not generating enough qualified applicants, threatening their ability to meet production goals.
The client needed to rapidly build out a new production line, requiring a large number of qualified Aseptic Manufacturing Associates to support growing demand. Advanced RPO deployed focused campaigns to generate targeted applicant flow without adding strain to the already overextended internal team.
Solution: TARGETED RECRUITMENT CAMPAIGN INCREASES QUALIFIED APPLICANT FLOW
To address the client’s challenge, Advanced RPO launched a Talent Targeting Campaign—a data-driven, campaign-based recruiting solution designed to deliver qualified applicants for hard-to-fill and high-priority roles.
This approach combined market intelligence, technology, and human expertise to generate targeted applicants without disrupting the client’s internal recruiting process. Advanced RPO optimized each step for maximum effectiveness:
- Enhanced job posting: The AMA job post was rewritten and optimized for SEO to improve visibility and appeal to job seekers.
- Advanced Talent Intelligence: Labor market data was analyzed to confirm pay competitiveness, validate talent availability in the target geography, and uncover additional job titles that qualified candidates might be searching for.
- Strategic targeting and budget planning: Using the client’s historical recruiting funnel ratios, Advanced RPO calculated the necessary applicant volume and determined optimal ad spend to reach hiring goals efficiently.
- Advanced Activation Engine: Through targeted, multi-title job advertising across relevant platforms, qualified applicants were driven to apply within a 30-day period. Two knockout screening questions ensured only applicants meeting minimum qualifications were sent to the client’s recruiter.
- Continuous optimization: Throughout the campaign, the team refined targeting parameters and knockout questions based on real-time applicant data and recruiter feedback – something most internal teams don’t have the capacity to do while managing heavy requisition loads.
This holistic and adaptive approach ensured consistent applicant flow while keeping ad spend under control.
Results: QUALIFIED APPLICANT FLOW HELPS FILL CRITICAL ROLE
The 30-day Talent Targeting Campaign generated more qualified applicants, exceeding expectations and coming in under budget. Of these applicants:
- The original job title drew fewer than 10 applicants. With Advanced RPO, we boosted applicant flow by 42% by using data-driven expansion of job titles and nearby geographies—connecting the client with qualified candidates who likely wouldn’t have been found through traditional sourcing methods.
By the end of the campaign, the client successfully filled all their open roles and built a Just-in-Time pool of pre-screened candidates ready to support their next round of hiring.
Through this engagement, Advanced RPO proved how a data-informed, targeted recruiting strategy can overcome bandwidth challenges, increase applicant flow, and deliver measurable hiring success without overburdening internal teams.