How can we explain the 30% increase in time-to-fill for ASGN Incorporated's engineering contract positions compared to last year?

Introduction

The 30% increase in time-to-fill for ASGN Incorporated's engineering contract positions compared to last year is a significant challenge that requires thorough analysis. To address this issue, I'll employ a systematic approach to identify, validate, and resolve the root cause while considering both immediate and long-term implications.

Step 1

Clarifying Questions (3 minutes)

• Looking at the timing, I'm thinking there might be seasonal factors at play. Has this increase been consistent throughout the year, or did it spike during specific months?

Why it matters: Seasonal patterns could indicate external market forces rather than internal issues. Expected answer: The increase has been relatively consistent. Impact on approach: If consistent, we'll focus more on internal processes and market conditions.

• Considering the specificity of the metric, I'm wondering about the definition. Has there been any change in how time-to-fill is calculated or measured compared to last year?

Why it matters: Ensures we're comparing apples to apples and not dealing with a measurement issue. Expected answer: No changes in the metric definition or measurement. Impact on approach: If changed, we'd need to recalibrate our analysis based on the new definition.

• Given the focus on engineering positions, I'm curious about the talent pool. Have we seen any significant changes in the availability of qualified candidates in the market?

Why it matters: Could indicate an external factor affecting recruitment. Expected answer: Some tightening in the market, but not drastic. Impact on approach: If significant changes, we'd need to consider market-wide strategies.

• Thinking about internal processes, have there been any recent changes to our recruitment or onboarding procedures?

Why it matters: Internal changes could directly impact time-to-fill. Expected answer: Some minor tweaks, but no major overhauls. Impact on approach: Significant changes would prompt a deeper look at process efficiency.

• Considering the competitive landscape, have we noticed any shifts in how our competitors are approaching recruitment for similar positions?

Why it matters: Competitor actions could be influencing candidate behavior. Expected answer: Some increased aggression in competitor recruiting. Impact on approach: If significant changes, we'd need to reassess our value proposition to candidates.