- Contingent workforce solutions
- Permanent workforce solutions
- Total Talent
- In Country Services
- Experience Hub
- About Us
- Contact Us
Our customer, a leading snack brand, sought an automated solution that was high tech and low touch to match their current automation goals and support their high-volume hiring needs.
Initially, we presented a tech stack including several hiring automation tools and allowed us to build five integrations between our ATS and the customer’s HR systems.
Unfortunately, the model produced low candidate engagement and resulted in high candidate drop-off in the recruiting process, low ratings on hiring manager satisfaction surveys.
We needed to redesign quickly to provide a solution that still focused on automation but also increased human touchpoints and elevated our roles as hiring advisers.
On the candidate side, we built the following touchpoints into our process:
For the hiring managers, we realigned our support team and created a new Recruiter SPOC (Single Point of Contact) role.
This involved a major change management initiative to train the Recruiter SPOC team and hiring managers in the field.
With this new organisation, we made several enhancements including:
Overall Hiring Manager satisfaction improved from 37% to 70%.
Our support rating increased from 33% to 85% and resolution of challenges increased from 30% to 75%.
Time to Start dropped 17% and the number of open positions aged over 45 days reduced 40%, both after six months.
We continuously evaluate new tech in the marketplace and the effectiveness of the programme’s tech stack, leading to the recommendation of removing portions of the technology that wasn’t providing optimal results.
Based on data analysis and our partnership, our customer agreed to off-boarding the tech and redesigned their internal process.