The challenge

The solution

• Recruitment is a challenge for TAF’s member associations with some positions taking up to 7 months to be filled
• Lack of awareness among jobseekers about the prospect of working in an association
• Limited tools and self management options when it comes to managing recruitment processes

• A platform to build TAF’s brand and help grow awareness and applications to trade jobs
• Member-managed posting to reduce admin time and fill jobs faster
• More commercial opportunities through partnerships and premium job ads
• Intuitive and streamlined job posting and management tool

Workable partnered with TAF – a group of trade associations who come together to share best practices, network and learn from each other – to launch Jobs at UK Trade Associations, a job board dedicated to helping TAF’s member associations attract quality applicants.

With Workable’s recruitment expertise and inspired by the results of our first branded job board, IG@work, we created Jobs at UK Trade Associations to help TAF’s members deal with recruitment challenges and increase awareness among candidates of the impact working for a trade association can bring. Trade associations are a vital part of the UK economy, representing their sector to the Government, driving standards and sharing best practice.

Since the launch, over 150 trade associations have joined the job board, with an increasing number of jobs being advertised and more and more candidates coming in every day. 

We spoke with Harry Shackleton, Commercial Director at TAF, about their organization’s experience of working with Workable to launch a job board and give TAF’s member associations necessary tools to manage their recruitment processes. 

“Partnering with Workable offered a great solution to raise the profile of the job board and help our members access more and better qualified candidates,” Harry says.

“Partnering with Workable offered a great solution to raise the profile of the job board and help our members access more and better qualified candidates.”

“Having a job board is a great member offer for trade associations and helps raise the profile of the association as well as delivering real world value to members and the community.”

Why TAF wanted to create a job board for its member associations

The recruitment market has become more and more challenging in the past few years, with 62% of TAF’s member associations reporting that hiring has been more difficult for them in the past year, according to Trade Association Forum’s Annual Benchmarking Survey.

This increased difficulty is driven, in part, by the number of quality candidates that associations were able to find – with 42% reporting fewer applicants when recruiting and 35% reporting less high-quality candidates.

According to Harry, this is in part due to the fact that working for a trade association “is not a common career path, so getting candidates to see themselves in these roles is hard.” Unless candidates stumble across it, working in a member organization is often not under consideration.

Harry adds that another reason why getting quality candidates is a struggle for associations is that while “the most in-demand roles at trade associations are for marketing or member engagement and retention”, these skills are most of the time universal and in demand everywhere, therefore associations often find themselves competing with the private sector.

As Harry mentions, even though associations can’t always match the offers from private businesses, they can “offer great flexibility and a clear sense of purpose to candidates.”

Finally, although Trade Association Forum had experimented previously with creating its own jobs board, it did not succeed in “attracting enough candidates for roles”, nor did it have any self management options, limiting its usefulness for member organizations.

Since TAF knew from its benchmarking with members that access to talent is one of the biggest challenges facing associations, they decided they “needed to find a solution”.

How Workable helped

With over 10 years of experience building software, working with small businesses, and enabling organizations to find and hire great candidates, Workable offered a solution that could solve the challenges that Trade Association Forum and its member associations were facing.

“Partnering with Workable offered a great solution to raise the profile of the board and help our members access more and better qualified candidates.”

One of the main benefits that TAF achieved by building their job board with Workable is the ability for members to self manage.

“Previously we had to do all the admin ourselves, Our branded job board allows our members direct access to the platform to create and post their own jobs – giving them control and reducing the capacity burden on us,” says Harry. “The admin portal is nicely designed and easy to use.”

“Our branded job board allows our members direct access to the platform to create and post their own jobs.”

He adds that the implementation of the board was an easy process for TAF. “The Workable team did all the hard work and we were up and running within a month or so.”

From first interaction through to ongoing account management, the board is up and running and already starting to see results.

Successes so far

Since the launch, more than 150 associations have joined the job board and although it’s early days, TAF already is “seeing more candidates come through the board”.

Workable is also able to offer a more professional recruitment offer to TAF’s members.

Harry explains: “As the board grows, we hope to make our board the home of trade association jobs in the UK.”

Moreover, the board is not only helping with TAF’s member associations recruitment, it is also a great hope for TAF’s own sustainability efforts.

“As we grow the board then we will also grow more commercial opportunities through partnerships and paid-for job ads, which will also bring a welcomed new revenue stream.”

Read more customer stories here.

The post How TAF helped its members get more talent for hard-to-fill jobs appeared first on Recruiting Resources: How to Recruit and Hire Better.

Described as a digital challenger bank in the United Kingdom, Starling Bank operates out of four locations in the UK and Ireland with headquarters in London. They take a more customer-centric approach to banking, and continue to grow rapidly as a disrupter in the financial industry. They have amassed £363M in total funding and more than two million customers to date, plus they have been voted as Best British Bank for three consecutive years from 2018 to 2020.

Starling Bank’s incredible growth requires a highly efficient recruitment solution that can handle the volume of candidates and hiring managers while maintaining seamless, easy to use functionality. Workable’s ATS gives Starling Bank what it needs to confidently maintain its recruitment process. 

Says Marc Douch, Talent Acquisition Manager at Starling Bank:

“It’s a simple platform to use from a recruiter and a hiring manager point of view… Training new hiring managers is almost non-existent because I just set them up with an account. It’s fairly self-explanatory.”

To meet the skyrocketing demand of its services in the market, Starling Bank has consistently hired at a high volume in two major areas: engineering and customer support.

“We hired just under 600 people last year and, I think so far [as of November 2020], we’ve hired about 450,” says Marc. “So, it’s been a bit of a busy past couple of years from a hiring perspective, that’s for sure.”

The Video Interviews feature, which eliminates resource-heavy communications between the recruiter and job applicant to set up screening calls, has been particularly helpful, says Marc. 

Marc adds that recruiting continued at its torrid pace even as Starling Bank shifted to a remote working environment, making Video Interviews an even more useful tool in the company’s recruiting toolbox. In fact, he says business has moved even more smoothly than it did when everyone was in the same working space.

“We’ve gone from a company that was five days a week in the office to no one’s in the office five days a week,” Marc says. “We’ve ended up doing some stuff in quicker time than we probably would have done in the office.”

Marc also highlights Workable’s award-winning customer support team as a huge bonus to using the recruitment solution – when operating in such a busy recruiting environment, recruiters like Marc rely on solving problems as quickly as they arise. 

“The support that you get is more responsive, more thoughtful, more on the ball than any other ATS I’ve ever worked with,” says Marc.

Starling Bank’s choice to use Workable’s recruitment solution enabled it to continue to grow its workforce rapidly to meet booming business demands. Moreover, it ensured a seamless shift to a fully online recruitment process throughout the COVID-19 pandemic – making possible a highly efficient operating system beyond the crisis as the business continues to scale rapidly in future.

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Zinger Property is a property management group that owns 16 buildings across the US Midwest with 4,000 apartment units. Based in Chicago, their mission is to blend technology and the traditional human touch in property management. With Workable, they’ve found a recruitment technology partner that aligns with their mission to ensure a personalized touch in the hiring process. Alongside their main Zinger brand, they also hire for their subsidiary company, RuMe. Their multi-tenancy account with Workable allows them to hire in one place, keeping senior leadership aligned on their robust hiring plan.

Says Kate Blake, Assistant Director of Operations at Zinger: “Workable has completely streamlined our entire recruiting process. Furthermore, our staff working in the field is able to utilize the mobile app, which has been a game-changer.”

Prior to COVID, Zinger had been vetting video interview solutions to reduce the administrative time required to screen candidates. When Workable offered their new solution, they went with it because it was a fully native platform keeping all the elements of candidate evaluation in one place.

Says Kate: “Every member of our hiring team reviews the video interviews. Early in the process, our direct hiring manager will review. As candidates progress, our corporate staff utilize video interviews prior to approval.”

Inclusivity increased with the introduction of video interviews as senior leaders who approve hires were able to gain a better overall impression of candidates. The enhanced inclusivity of the video interview feature aligned naturally with Zinger’s vision of a fully inclusive company culture. This was an added benefit to the original value proposition of Workable Video Interviews, which was to eliminate the time-consuming nature of phone screens in the hiring process.

Says Kate: “I would say that video interviews have cut our recruiting time practically in half.”

Video interviews are sometimes stigmatized among candidates as being impersonal. Zinger combatted that by keeping branded video interviews and ensuring increased flexibility for the candidate – so much that a newly hired employee spoke out about their positive experience.

Says Jim Oates, Associate Analyst at RuMe: “It was definitely easier to schedule than a phone screen because you can do it on your own time. I found this online interview to be a great process that was very time-flexible and very much in favor of the applicant.”

Zinger Property Group’s choice to use both Workable’s ATS and Video Interview products enhanced inclusivity, decreased admin screening time and solidified a branded, personalized candidate experience.

The post Zinger Property enhances their inclusive hiring process with Workable Video Interviews appeared first on Recruiting Resources: How to Recruit and Hire Better.

IMAGR, founded in 2017, has offices in Auckland, New Zealand and Osaka, Japan. Breaking into the $5.7 trillion dollar supermarket retail industry, they work with retailers to remove friction in the checkout experience. Say goodbye to those pesky queues with their SmartCart’s computer vision technology. When Jordyn Riley joined as IMAGR’s People and Culture Manager, IMAGR had 25 employees and were headed for a period of growth. However, they couldn’t visualize a clear candidate journey with their current ATS. They struggled to see a single source of hiring truth, and knew that their candidate experience could be enhanced for both direct applicants and referrals through external recruiters.

“We were looking for something that was really easy for us to use, something that would enhance the candidate experience. We wanted to know where things were at with every single candidate at all times.”

IMAGR needed a system with quick team adoption so that they could continue to meet their hiring goals. Implementation with Workable was complete within a week. Over the course of a year using Workable, IMAGR’s headcount surged to 41 employees with 14 new hires. With Workable, they were able to move away from multiple processes and streamline hiring in such a way that respects candidates and creates a deep active partnership with external recruiters. 

“Every single person that comes through is important,” says Jordyn. “Whether or not they’re going to be successful or not is a moot point. I want to make sure that we’re responding to everybody, and Workable makes that really easy.”

When hiring in Japan, IMAGR found that having feet on the ground in a place with a different market and a time difference has been helpful. The external recruiter portal in Workable makes it easy for IMAGR’s internal team to maintain privacy while allowing their agency partners in Japan to access the information they need to do their job well. In addition, IMAGR is posting to top job boards which have been their main candidate sources, including Seek, Glassdoor, LinkedIn and AngelList. 

Says Jordyn: “Workable links to all of the free jobs in the area.”

Candidate experience and employee experience are top of mind for IMAGR, so Workable’s integration with Bamboo – resulting in a seamless transfer of new hire data to HRIS – makes for a smoother onboarding experience and higher talent retention. During the early months of the COVID-19 crisis, IMAGR hired and onboarded three new employees remotely – and much to IMAGR’s pleasant surprise, one of those virtual hires actually beat their onsite record for time to hire. 

“We just kind of transitioned what we did onsite to virtual, and it’s worked fine,” says Jordyn.

Interest has consistently been strong since the early days, but as of late, their vision for a contactless SmartCart service came just in time for the COVID era. They’ve received additional media exposure, retailer interest, and even inquiries from the general public about investment and partnership. The unique nature of their product also maintains the user’s privacy – it scans what goes into the cart, not the shopper themselves, coinciding with the upsurge in data privacy concerns among people worldwide.

With a steady and healthy stream of new candidates, IMAGR has found a partnership with Workable that encourages both a best-in-class candidate experience and an inclusive hiring process with a diverse range of sources and hiring team collaboration. The trio of IMAGR, Workable and Bamboo means no more issues with multiple disconnected processes and welcomes a single candidate and employee truth. 

The post Workable’s seamless BambooHR integration helps IMAGR hire and retain great talent appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Ambitious growth target for upcoming year
• Recently moved from agencies to Hire
• Fast time to hire; hire good people as needed
• Executive recruitment committee focused on diversity targets and necessary skills
• Global company with no dedicated HR department

• System migration without breakdown in hiring
• Liked Workable’s proactive Sales approach
• Migrated data with Workable’s Technical Team
• Maintained top-quality service with immediate support and dedicated account management
• Boosted brand recognition initiative with Workable’s collaborative hiring platform

Founded in 1999, ei³ is a pioneer IoT company with more than two decades of expertise and reputation. Growing steadily from the start, there’s been an increase in market demand over the past few years to build out their product – which in turn required growing the team to meet that increased demand. In Google Hire, they found an easy-to-use platform – but found themselves in the lurch when Google announced its shutdown. 

This meant that finding another easy-to-use system was ei³’s No. 1 priority – and it had to be a quick and seamless move to minimize any potential impact on business operations. 

Gokhan Kucukgirgin, ei³’s General Manager, found their transition to Workable to be exactly what the team needed, setting ei³ up to meet their strategic hiring goals without any breakdown in processes.

“Google Hire was a very easy platform to use. I was wondering if Workable would give me the same. I can say yes, it is easy to use, very user friendly. Good features. I’m happy with it.”

Without a dedicated HR team, ei³’s recruitment planning is handled by the executive team and relevant stakeholders, which includes evaluating applicant tracking systems and developing the hiring process from start to finish. Before using Google Hire, ei³ solely relied on agencies – and wanted to reduce that reliance on external services and take charge of the process internally. 

They were able to do that with Google Hire – and now, in Workable, they’ve found a partner that continued to put them in charge of their hiring without upending their recently created processes. This included a gap-free integration with Gmail, where Workable’s two-way sync means ei³’s communication never gets lost regardless of whether they’re communicating within Workable’s ATS or in Gmail itself. 

ei³ also found Workable’s Sales Team to be incredibly proactive in meeting their needs and unraveling any pain points or worries,  finding real, tangible solutions for each. This included free migration of data from Google Hire, a relatively quick transition, and no learning curve that could slow down adoption of Workable. 

Now, whenever ei³ needs hands-on guidance or direction, they have a dedicated account manager to discuss their strategic hiring plan, and if any urgent question or issue should pop up and they need an immediate answer, Workable’s Support Team averages a 25-second response time. 

Gokhan adds “It’s very good. They are supportive. Whenever we have a problem, we can immediately get in touch with them and we get a response on time.”

Meet hiring targets with Workable

With Workable, ei³ continues to meet hiring targets, and is on track for a 67% expected growth target this year. Moreover, they found a hiring platform focused on hiring team collaboration that encourages working together to boost their brand recognition and find great talent. 

The post ei³ migrates seamlessly from Google Hire to Workable with plans for 67% growth this year appeared first on Recruiting Resources: How to Recruit and Hire Better.

Headquartered in Dubai, GCC operates in countries ranging from Iraq to Indonesia to Australia. Over the past two decades, they’ve established a strong reputation for excellence in their facilities management, providing top-caliber service in kitchen and dining solutions including staffing, facilities, maintenance, and much more. In response to COVID-19, in partnership with Workable, GCC transitioned onsite interviews to virtual interviews when hiring for their global workforce. 

As Roda Collado, Recruitment & HR Operations Lead emphasized, they were already familiar with some video interview technologies when candidates were overseas, but in-country interviews needed to be quickly reestablished virtually.

“What changed is that even the in-country interviews are done either through internet web conferencing or over the phone.”

As the company responded to urgent employee needs and abrupt changes in work-life balance, the corporate team worked to figure out how they’d continue to hire and meet the expectations of their partner companies in these uncertain times. As this was happening, Workable launched their native one-way video interviewing product and GCC jumped at the opportunity to try it out. During this difficult time, GCC started using video interviews right away without expending valuable time and resources learning how to use it. 

“I’ve received good feedback from our hiring managers – even the candidates themselves. I feel that it’s easy to use and that, [on] the recruiter’s side, it’s integrated into their profiles.” 

By eliminating the time-consuming and restrictive phone screen process, everyone on the hiring team could review the candidate profile in their own time, in a previously unachievable way. Instead of the recruiter conducting the phone screen on their own and sharing feedback with the rest of the hiring team, hiring managers got involved earlier and could more actively step in and provide insight on who they wanted to move forward.

There’s the consistency in terms of questions being asked, so the hiring manager, or the hiring team are able to compare one candidate [with another], based on a consistent set of questions.

Candidates were so pleased with the process that they went out of their way to tell the GCC team. Asynchronous video interviews made it easier to schedule (eliminating the need for back-and-forth email communication) and put candidates at ease, enabling them to conduct the interview on their own time and in their own space. This proved especially crucial in that first screening round, before either party had developed a relationship, and increased candidate interest. It also spoke to GCC’s ongoing emphasis on an inclusive hiring process. When Roda compared video interviews with phone screens, she felt that video interviews were less subjective and less prone to bias. 

Speed up your hiring process like GCC

GCC quickly implemented Video Interviews, and in turn actually sped up the hiring process, allowing hiring team members and other company people to focus more on working through this very unusual time while maintaining a high-quality hiring process across all locations.

The post GCC Services fosters a more inclusive hiring process with Workable Video Interviews appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Unmanageable manual spreadsheets that didn’t support rapid growth
• Difficult to project consistent brand story without a centralized recruitment system
• Limited tools for passive sourcing
• KPIs were hard to measure without a structured process

• Implement robust and easy to use platform
• Collaborate with hiring managers on mobile app
• Enhance brand and brought careers page to life
• Boost growth with more diverse job posting sources, like Facebook Jobs
• Report hiring plan on a monthly basis to the board and measure time to hire by role type

Valiant builds an award-winning loan marketplace in Australia focused on small businesses. Headquartered in Sydney, they have offices in Queensland and Melbourne so that brokers are on the ground. Founded in 2015, hypergrowth pushed them over the edge from relying on emails and spreadsheets. With $12.5 million in Series B funding, Valiant’s Talent Acquisition Lead, Joshua Minzie, was tasked with doubling the employee base within a year. As the work picked up, he hired another person for his team, and spreadsheets became unsustainable in the hiring process. 

“There were so many names and contacts. We got to the stage where I was pushing for an ATS software because I knew it’d benefit us.”

Valiant needed an easy-to-use system where things are clear without unnecessary fuss. Often, they’re doing background checks and multiple rounds of interviews within a few days. There’s no time to get buried in emails or questions of where something stands – which made for a headache with numerous members of the hiring team participating at once. This put a burden on time, a resource they couldn’t afford to waste.

“Time to hire could be anything from within a week to four days turnaround.”

Expecting a month-long onboarding process, Workable truly met their partnership with Valiant, onboarding the company in a week so that hiring managers could collaborate effectively. The team picked it up immediately, and hiring managers downloaded the mobile app so they could recruit on the go. 

“With Workable, everything’s been perfect,” said Joshua.

With Workable by its side, Valiant enhanced its brand. Their name is now present on more diverse job sites, and the benefit is paying off as they’re now attracting a broader talent spectrum. Instead of reporting from spreadsheets and disparate sources, all hiring data lives in one place. It’s that single source of truth that feeds the monthly hiring plan report for the board. Maintaining rapid growth, Valiant’s reached their next level of hiring maturity with Workable—hiring quickly with a standardized process. 

The post Valiant Finance more than doubles in size within a year with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Founded in 2014, Cytora tripled in size over the past 2.5 years, going from 20 employees to 60. Projecting rapid growth, their old ATS didn’t meet their needs. Struggling to get everyone on the same page and collaborate effectively, they started looking at other options. In Workable, Cytora found a partner who understands the importance of having the whole team on the same page. Cytora’s CFO Tom Coward discusses how Cytora keeps hiring data in one system with Workable Hiring Plan, doing away with disconnected spreadsheets.

“One of the things Workable does really well is that we have the requisition system in operation, so before any role gets started on, the requisition has to be approved.”

Achieving their hiring goals means they need everyone in sync, each with the same information at their disposal. Workable gives Cytora the ability to view a snapshot of what’s happening across the board, from the beginning in candidate sourcing through to scheduling interviews with self-scheduling options, to seeing where job offers stand and what obstacles could be holding up an offer. 

Additionally, Cytora wants and needs to look at their recruitment history and build on their learnings.  They want to see where everything currently stands and investigate reports in order to troubleshoot and improve their future hiring process. 

Says Ben O’Mahony, Director of Operations: “All the way through to working with hiring managers and the leadership team to really coordinate everyone’s feedback, comments and thoughts – Workable provides the reports that show really clearly which stages are holding things up.”

They’re looking at one of the UK’s fiercest talent markets, that of engineers in London. With Workable, they’re able to see who’s out there with auto-suggested candidates and their own queries with our People Search product. Also understanding the importance of referrals in the market, they take advantage of leveraging their employees’ networks by actively leveraging Workable’s Referrals feature.

Says Cytora’s Chief Product Officer Thomas Soulez: “It’s really difficult to find, not just engineers, but engineering roles like product, designers who have domain experience in insurance, but as well are invested to working at the kind of pace we’re working at.”

There’s no room to room to play around. When communicating with top candidates in London, those who are available get snapped up quickly. Cytora’s team understands that, and they’ve engaged the whole hiring team, keeping communication clear with two-way calendar sync allowing the team to access information no matter where they are. 

Courtney Wood, Talent Acquisition Manager, responds to that competition with a powerful toolkit to stay aligned with growth targets:

“We put such importance on moving quickly because we know how competitive it is out there. For good candidates, they have so many options. Being able to move quickly through the process, having the tools that enable us to do that is really important.”

With Workable, Cytora now has all hiring information in one centralized location. As the company grows and hires the best candidates in the UK, they’re moving forward with an inclusive hiring process and stellar candidate experience.

The post Cytora scales by 3X in 2.5 years, securing top talent for niche roles with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Frosch Travel focuses on the corporate travel industry and customer service is key for their business success. In order to have the level of customer service their clients expect, they must have a company full of quality talent to support clients’ needs. As the company grew, the need for a robust hiring pipeline grew alongside, but they still had a manual job posting process and unstructured recruitment process. Tracking was in various different places including collecting some paper applications. They needed to make a change.

Instead of posting manually to job boards they wanted to post in one place and for that post to go to a large job board network, with Workable they achieved that, and as Kristi Stevens, Frosch’s Head of Talent says, they also got to tap into their internal network for referrals. They hired 25% of employees through Workable Referrals in a year or approximately 50 people.

“I was really able to justify the purchase of the Referrals feature to our CFO for cost savings. It paid for itself within its first three hires. It should be every company’s number one recruitment tool. Good people know good people.”

They moved to a structured recruitment process where everything is kept in one place. Co-headquartered in Houston and New York City, they’re a global company with 40 offices. With constant hiring and often working with first time hiring managers, they needed to get people trained quickly and collaborating right away. Candidate and hiring manager experience went hand-in-hand, and Workable helped them do that effectively with the mobile app and candidate self-scheduling feature.

“The self-scheduling feature is by far one of my favorites because the back and forth between myself, candidates and managers was one of my biggest stressors before Workable. It probably took up more time than anything, so when the self-scheduler came along I was so happy. It made my life 10X easier.”

As a global company there are many factors for them to think about, including the different compliance rules that they’re subject to by country. Operating in Europe, GDPR had been a major stressor. With Workable, Frosch found a partner that they could trust.

“We were all scared to death about how we were going to manage it on a candidate level. Workable packaged that all nice and neat, and was working on it years before GDPR came into effect. I was able to activate with a nice little button. Workable made me look good for GDPR.”

Hiring 200+ people a year and with 100 open positions at any given time, Frosch maintains a hiring plan that requires review by global management. With so many moving parts across the world, without reliable reporting, it was difficult to do that.

Says Jesus Loera, International Accounting Manager: “Just by looking at past trends of how long it takes for us to really hire people in those countries, it’s able to give us a future plan for how long it’s going to take to bring someone in and that translates over to cost reduction and the bottom line. And so having that historical data within Workable, helps us plan for the future.”

With Workable, Frosch Travel scales their international business based on real time metrics. The data is all tied to each other and they’re able to look into the past and see how to effectively move forward in the future.

The post Frosch Travel hires 25% of employees through Workable Referrals appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Recruitment was hugely time consuming
• Lacked infrastructure to manage recruitment effectively internally and relied on agencies
• Spent several hundred thousand dollars a year on agency fees
• As business grew, HR was under pressure to reduce overhead and improve service levels

• Build a business case to purchase and implement Workable
• Decrease agency reliance because of global job board distribution
• Reduce time to hire with hiring manager engagement across all recruitment stages
• Save more than $300K in agency fees in first year

Alexander Dennis designs, engineers, builds and supports a range of market-leading buses. They operate in the UK, North America, Continental Europe and Asia Pacific. Globally, there are over 25,000 people every minute of every day riding their buses. To break that down even further, more than half of the buses that you see on the roads in the UK are made by Alexander Dennis, with over 3.5 million passengers a day in London alone making a journey on one of their buses.

The company’s revenue tripled in the past decade but the HR Team had not grown at the same speed, requiring Alexander Dennis to rely heavily on agencies and manual spreadsheets. Tasked with reducing spend, David Raphael, Head of Talent Acquisition, made the business case to purchase Workable, saving Alexander Dennis $300,000 on agency spend in their first year with Workable.

“With Workable we’ve significantly reduced our agency spend and at the same time, modernized, standardized and future-proofed our recruitment process.”

The HR Team of 12 needed an easy to use system and one that was quick to implement for 120 hiring managers and counting spread across the world. With Workable, Alexander Dennis took charge of recruitment without having to expand their HR Team by collaborating across hiring teams, thus exceeding the Finance Team’s mission to reduce spend.

“I couldn’t guarantee that I was going to get the results. I knew I would, but I couldn’t guarantee. You know, Workable’s a good product. It’s a great one.”

David, new to Alexander Dennis when he made the business case to purchase Workable, was untested in major business initiatives at the company, but with Workable, the HR Team automated admin and became a true business partner.

The post Alexander Dennis saves over $300K in agency fees in the first year of using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

When it comes to hiring, we apply a similar lens. For example, you can also think about candidates being at the top of the funnel, middle of the funnel, and bottom of the funnel.

In February, we opened up two roles on the Tuff team:

• SEO Strategist
• Growth Marketer

Our first step was laying out our hiring strategy. We decided to work with a Talent & People Ops consultant, Mary, from Intention Consulting. We wanted to work with an expert who could help us build a strong and tested process to find the best people for Tuff.

For the SEO Strategist role, we needed a channel specialist who could help our clients increase their organic reach. We work with a diverse set of clients and corresponding business models so we needed someone who has broad SEO experience (rather than specializing in local SEO) and who is comfortable adapting quickly.

For the Growth Marketer role, we were looking for more of a marketing generalist. At Tuff, a Growth Marketer partners closely with our clients to understand the core of their business, their goals outside of marketing, and then get really specific on how we can help drive growth. We needed someone comfortable working closely with clients but in a more generalist role there is flexibility in how they achieve the goals depending on their background.

Here’s what we learned

Specialist vs. Generalist

There is a difference between hiring for a Specialist (SEO Strategist) vs. a Generalist (Growth Marketer). The SEO Strategist role took 47 days to fill from job posted to offer letter signed. We had a more tailored skill set we were looking for. The Growth Marketer role took 29 days to fill from job posted to offer letter signed. We had clear outcomes we wanted this person to achieve and competencies we were evaluating for but there was room for more diversity in their background (i.e. content, paid search, paid social, etc.).

Process

Before these hires, we had 3 full time team members. Now, we are at 5. We learned a few lessons about the process, specifically how much to involve team members who also had a lot on their plate in terms of client work. It was important for us to create a Scorecard (more below) at the start of the process to have clear and explicit alignment on the outcomes we needed these team members to be responsible for.

Sources

We spent $553.34 on LinkedIn. In the end, the two hires came from alternate sources. We break it down more below. We would still spend the money on LinkedIn as it accounted for 80% of the applications and 50% of the interviews. Just not eventual hires.

Employer Branding

In Tuff’s client work, we are very transparent and open. It’s a value Mary came to recognize in our work and it opened up doors when it came to employer branding and helping qualify candidates. With her help, we ramped up these efforts on LinkedIn when we opened up the two roles, posting about our company retreat that happened while we were interviewing and tagging the Tuff team in hiring posts so people could check out their profiles before applying. The person we hired for the Growth Marketer role was a connection of Tuff on LinkedIn.

SEO Strategist hire

We posted the role for SEO Strategist using Workable, on February 6.

Tuff’s new SEO Strategist, Derek, signed his offer letter on March 24. This hire took us 48 days from posting to offer letter signed.

We break down the interview process in more detail below (i.e. what is a topgrade interview?) but here’s a breakdown of our funnel metrics:

Here are a few of our conversion rates we found interesting:

• Applications to phone screen: 5.45%
• Phone Screen to Topgrade Interview: 18.75%
• Applications to Hire: 0.17%

Growth Marketer hire

We posted the Growth Marketer role on February 19.

Tuff’s newest Growth Marketer, John, signed his offer letter March 18. This hire took us 29 days from posting to offer letter signed.

Here’s a breakdown of our funnel metrics:

And, here are a few of our conversion rates we found interesting:

• Applications to phone screen: 3.01%
• Phone Screen to Topgrade Interview: 30.76%
• Applications to Hire: 0.23%

Let’s compare some of these metrics for the two roles:

As you can see, the biggest difference is in the ‘Phone Screen to Topgrade Interview’ conversion rate.

People interviewing for the SEO Strategist role had a lower chance of moving on from the Phone Screen to the next step of the interview process. We did considerably more phone screens for SEO Strategist (32 phone screens) than for the Growth Marketer role (13 phone screens).

In hindsight, this makes sense based on our experience hiring for a Specialist. There are so many areas of expertise when it comes to SEO. We had a fairly specific skill set we were looking for so as we learned more about the candidate’s background and the type of work they were looking to do, disqualifying a candidate or moving them forward felt clear.

Tuff’s interview process:

Step 1: Create a Scorecard

The Scorecard is the foundation of the interview process we held. It is what we used to evaluate candidates at every step of the funnel. By spending an extra 15-20 minutes upfront at the beginning of the interview process, the Scorecard helps lead to a speedier process, better alignment on the team which leads to better hires, and helps mitigate bias by keeping us evaluating on the objective outcomes and skills we needed these hires to achieve and come in with.

The Scorecards we used for both roles had the same four parts:

• Mission – Why does this role exist?
• Outcomes – What will this person be responsible for?
• Hierarchy of needs – What is need to have vs. nice to have?
• Competencies – What characteristics are most important?

Step 2: Post the job!

While this might seem like the first step, it is so important to have clear alignment from the team that it comes after creating the Scorecard. We used Workable as our Applicant Tracking System for a few reasons. As a small (but mighty!) team, Workable was at a good price point for Tuff and offers a 14-day trial that we used to make sure Workable was the right system for us. Workable also posts your job for free on a number of other job boards like remote.co, where our SEO Strategist hire initially spotted the role.

Step 3: Create Interview Plan

Once we had the Scorecards filled in and the job posted, we moved ahead to clarify the interview process and each team member’s role in evaluating candidates.

Step 4: Phone Screens

Goal: Understand motivations and ability to contribute to Tuff client’s + culture. Mary held the resume and phone screens to help save the Tuff team time by qualifying candidates at the early stage.

Here are the questions we asked for the SEO Strategist phone screens:

• What are your career goals? What would your ideal role look like in the next 2-3 years?
• What are you really good at when it comes to SEO?
• What are 1-2 areas you think you could improve?
• Tell me about the most structured and then least structured workplace you’ve been a part of. How did you feel about them?
• Think of someone you have worked really well with in the past. What characteristics, values, or skills did you learn from them and try to replicate?

Step 5: Topgrade Interviews

Goal: Uncover the patterns of somebody’s career history to match with the scorecard.

For candidates who made it through the Phone Screen, we had them speak with me (Founder of Tuff), next. I asked the following five questions for each job on the candidates resume, beginning with the earliest and working your way forward to the present day. Follow-up questions and curiosity are key to keeping this interview conversational.

• What were you hired to do?
• What 2-3 accomplishments are you most proud of?
• What were some low points during that job?
• Who were the people you worked with? Specifically:
  • Your manager: what was it like working with them? What would they tell me were your biggest strengths and areas for improvement?
  • Your team: what did it look like? What worked well? What was challenging?
• Why did you leave?

Step 6: Focus Interviews

Goal: Assess the competencies we’ve agreed are important for success in the role.

As you may have noticed on our funnel metric breakdowns above, we skipped the Focus Interview at times to prioritize speed. These interviews were assigned to Chris and Nate, the other two existing team members at Tuff. These interviews were focused on competencies and attributes the team had identified were important for the roles and culture we’re building at Tuff.

Step 7: Project

Goal: Get a more in-depth understanding of the candidate’s skills.

Here’s the project we shared with our Growth Marketer candidates:

We didn’t want the project to be too time consuming so set the expectation to spend no more than 3 hours on the project. P.S. Snacks is also not a client of Tuff. We wanted to make sure we weren’t asking someone to do work that a Tuff team member would be paid for. So, this is an example of work they’d be doing if they joined the team but it isn’t work Tuff would gain monetary value from.

Step 8: Hire

We did it! Through this process, we were able to find and get to know two great candidates who have now joined the Tuff team.

Sources

Tuff’s new team members came from two sources:

1. The person we hired for the Growth Marketer role was a LinkedIn connection of mine on LinkedIn. He reached out to me after spotting the role and we entered him into the interview process, uploading his resume into our Applicant Tracking System.
2. The person we hired for the SEO Strategist role applied through remote.co.

For more context on what sources were stronger for us, here are two charts below. The first shows Applications by source – you can see LinkedIn brought in the majority of our applications.

This chart shows Interviews by source. These are the people who after we screened their resume, we decided to talk to. Again, LinkedIn is at the top of the list.

Conclusion

We learned so much as a team and with Intention Consulting while hiring for these roles. As a growth marketing agency, the team has a natural inclination for numbers and conversion rates that made our collaboration stronger and more successful. Workable’s own hiring solution helped hugely as well.

The post From 1,018 applications to 2 new hires: Tuff Growth’s hiring process appeared first on Recruiting Resources: How to Recruit and Hire Better.

Salad and Go is a fast-growing, healthy fast food chain that’s been featured in Business Insider and Fast Company. Based in Arizona, their mission is to make healthy food accessible to everyone. As COVID-19 hit the United States, Salad and Go adopted Workable’s Video Interviews platform to screen candidates for 2 new restaurants in addition to the 16 they already have.

“We’re using the new Video Interviews tool to pre-screen candidates and move quickly into the interview step. Normally, we have daily open interview sites, where any interested candidate can come by,” says Brandi Hale, Salad and Go’s Head of People and Culture. 

“This [in-person interview] process is not possible for us right now due to the [COVID-19] crisis. This tool has helped us be more efficient during this time and get our jobs done. Thank you!”

The pivot to remote hiring was a seamless experience for Salad and Go. They quickly adopted Workable’s Video Interviews feature and the results were nearly immediate – they screened 50 candidates within two weeks. That works out to at least five screens per business day. 

Says Brandi: “Video Interviews helped us retain that personal contact we want to have always with anyone who’s applying to our organization.”

When the world goes back to normal, they’ll continue to use Video Interviews as it’s made their hiring process more efficient.

The post Salad and Go – now expanding – screens candidates remotely with Video Interviews appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge: Planning and tracking recruitment across a network of 100+ sites

Experts in environmental research, national security and nuclear nonproliferation, government contracts form the bulk of Navarro’s customer base. From the Department of Energy to NASA, it’s successfully delivered turn-key projects for high-profile clients valued at $300M. Operating from 21 main offices and 90+ individual project sites across the US, planning and tracking the details of job openings across its network put pressure on its small 3-person HR team.

“We had an ATS we’d been using for 15 years,” says Jason Lesher, Navarro’s VP of Talent Acquisition. “But it was a closed system. Our hiring managers couldn’t use it, and there was no effective tool for managing the details associated with job openings.”

Unable to use its ATS to log and track the different roles they were hiring for throughout the year, the team relied upon a manual approach.

“We had a spreadsheet of job IDs and would use this to register and monitor each particular job,” says Jason. “This was time-consuming and, without any automated checks in place, stressful.”

The additional reporting requirements associated with being a federal contractor were also draining resources.

“As a federal contractor we’re under more responsibilities than the normal public company,” says Jason. “We have to comply with Affirmative Action Plans for veterans and equal opportunity. And we have a whole slate of rules through the Office of Federal Compliance Program that we have to comply with. I also deal a lot with the FLSA, determining exempt status and nonexempt status of our employees.”

The solution: Find a hiring platform that’s more than an ATS

Hiring at pace across over 100 different sites, Navarro needed a better way to engage its 100+ hiring managers.

“What Workable offered was an applicant tracking system all of our hiring managers could and would engage with,” says Jason. “Well-designed, easy-to-use and with great collaboration tools.”

Workable’s reporting toolkit provided a powerful solution to its relentless reporting schedule.

“I have to submit daily reports,” says Jason. “And I could quickly see how Workable’s suite of reporting tools, covering everything from requisitions to EEO compliance, would make my life so much easier.”

But, just as importantly, Navarro discovered it could transform its planning process too.

“As soon as I heard about Workable Hiring Plan I knew we’d also found a game-changing, automated solution to our slow, manual approach to requisition planning,” says Jason.

The outcome: Engaging hiring managers in recruitment frees up time for strategic planning

Six months, 150 new hires and a 50% reduction in time to hire later, and Navarro’s requisition planning balances a more granular approach to individual jobs with a wider perspective on overall hiring.

“Using Workable Hiring Plan we can manage our job openings in a more detailed manner. And, because it tracks all the jobs that we deal with—past, current and future—I can see at a glance how we’re doing in terms of our global hiring strategy.”

Data housekeeping is also faster and more accurate.

“We need set job IDs for our EEO plan,” says Jason. “Keeping on top of those using a spreadsheet was time-consuming. The pressure was on me to get it right every time so I’d check and double check. Hiring Plan generates them automatically which gives me peace of mind and some valuable time back.”

With a centralized reporting dashboard, reports are easier to access and to share.

“I view and export Workable reports on a daily basis,” says Jason. “I do the activity report to show people in the reference check stage and the offer stage. And I look at hires for that week. I also regularly look at candidate sources and productivity. Downloading and sharing data and bespoke reports with all of my stakeholders is also so much easier.”

And, because hiring managers are integrated in the process, its small HR team has more time to focus on planning and compliance.

“We’ve been filling positions a lot faster because our managers are now involved in the hiring process. So far we’ve made 150 hires in 6 months and we’ve reduced our time to hire from 50 days to 26. With managers engaged in recruitment, I can focus on using Hiring Plan to support our compliance and reporting requirements.”

The future: The right tools to power a growing portfolio

Powered by Hiring Plan, Navarro’s better-placed to scope out and track future job openings across its growing portfolio of projects and contracts.

“We need highly skilled workers to deliver for our clients,” says Jason. “With Workable we can manage and monitor capacity planning so we find and hire those workers as, when and where we need them.”

It’s also equipped with the right tools to handle the increased compliance and reporting requirements that come with a growing customer base.

“Our reporting remit’s only going to get bigger,” says Jason. “And I’m confident that, with Workable, we’ve got it under control.”

The post Navarro tames planning, compliance & reporting using Workable Hiring Plan appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Stakeholders have little control over process
• Spreadsheets with poor version control used to store hiring data
• C-suite and board reports confusing and lacking in clarity
• Dept heads & hiring managers required to justify approval of every requisition

• Centralize and automate hiring planning
• Give management stakeholders visibility, control and access across hiring planning
• Present hiring plan as a clear, unified, single source of truth when reporting to the board
• Use performance reports to review requirements with team leads

The challenge: Expansion into new markets, no centralized plan to manage hiring data

Backed by $143 million funding—and with offices across Europe—expansion into the US (and beyond) was a natural next step for open banking platform, Deposit Solutions. With internationalization a priority, finding and hiring the right talent in new markets required a change in strategy.

“Hiring in the States is completely different than in Europe,” says HR Manager, Anna-Katje Sparke. “Quality of talent is a hot topic wherever we hire, but the US market moves much faster than those we’re used to.”

Managing hiring data across a wider network of stakeholders also presented a unique challenge.

“We needed to use something other than Excel,” says Anna-Katje. “When you have different people inputting information and then saving their own versions of each spreadsheet it’s much more difficult to get an accurate overview.“

It was also difficult for department heads and hiring managers to input into the hiring process.

“Each department head or hiring manager needs to get consensus before they open a position,” says Anna-Katje. “They really need to justify why they need it, in terms of business reasons. Without a formal process in place this was hard.”

And, without any centralization of data or process, reports delivered to the C-suite and executive board were confusing and often incomplete.

The solution: Tech to tackle human capacity planning

With new offices opening up in both Europe and America, the team looked for a better way to manage its global hiring strategy. And a better way to communicate that strategy to its executive level stakeholders. As the first European fintech company to join the World Economic Forum’s Centre for the 4th Industrial Revolution, they knew that finding the right tech was the answer.

So, embarking on its first human capacity planning exercise, they looked for a platform that could help. They found Workable.

“It was clear we needed a tool to manage our resource planning because we have so many stakeholders involved in the requisition process,” says Anna-Katje. “What we liked about Workable was that, as well as helping us find and hire quality people, it also had Hiring Plan, a bespoke tool for managing requisitions.”

Consolidating data by centralizing and automating resource planning, Hiring Plan also offered the team the reporting functionality it needed to improve exec-level presentations.

“We wanted to be more reporting friendly towards our C-level members,” says Anna-Katje. “With Hiring Plan it’s really easy to pull out reports. Data is clear, well-presented, has the right level of detail, and is organized by department. Having those reports was another reason we decided to use Workable.”

The outcome: Stakeholders engaged, requisition and reporting process mastered

Powered by Hiring Plan, the team conducted and published its first human capacity planning exercise.

“We put each planned position for the year into Hiring Plan,” says Anna-Katje. “I think there were 100 positions that we needed to implement, as well as replacements that we needed to add in.”

With their annual plan in place, an ongoing, bi-annual review cycle of all requisitions was also introduced.

“Having access to all the relevant information in Hiring Plan makes it easier for our hiring managers to input in and engage with the bi-annual review process. If they need to request more positions they know there’s a way to do it ,” says Anna-Katje.

Won over by the reporting functionality, board members are more engaged in the process too.

“Our board members now work more with Hiring Plan reports than with our own budget reporting. Workable Hiring Plan reports are more convenient for them. They can see at a glance the cost of finding candidates and making hires. and, because every requisition’s recorded and all the data’s up-to-date, they trust them as a single source of truth.”

Planning strategy with department heads is also smoother.

“Reports are organized by department, which makes it easier for senior stakeholders to compare hiring and discuss individual requirements with the relevant department leads, ” says Anna-Katje.

The future: A hiring strategy that underpins internationalization and growth

Since joining Workable, Deposit Solutions has grown in size and global coverage. It’s made 100 new hires in two years and opened up offices in Stockholm and New York. Integrating its 20+ hiring managers more effectively in the requisition process means the HR team’s better equipped to keep pace with evolving requirements. And, with internationalization a continued priority, having all current and planned requisitions mapped inside Hiring Plan means future hiring strategy is transparent and easy to track.

The post Deposit Solutions masters human capacity planning using Workable Hiring Plan appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• No reporting mechanisms to measure recruitment initiatives
• Time consuming candidate experience required to reflect their employer brand
• Hiring managers are full-time managers or chefs
• Fast-moving, competitive hiring market with a highly perishable candidate market
• High annual employee turnover

• Hiring managers who can recruit in one central location, with the option to use on- the-go mobile-optimized tech
• Analytics allowed for more strategic talent marketing spend, yielding higher volumes of candidates
• An increase in candidate volume opened up new ways of interviewing, including the introduction of group interviews, reducing the hours spent in one-on-one interviews
• Better candidate experience achieved through efficient screening and timely comms
• Data-driven hiring strategy resulting in a reduction in agency use and more accountability of job boards

The challenge: A competitive hiring market and precarious recruitment process

JOEY Restaurants brings casual, fine-dining to customers in Canada and the US. It’s a family-founded business with a reputation for providing iconic hospitality to its guests, and for unleashing the potential of its Partners (its 5000+ employees). But a high churn rate is a known challenge of the hospitality industry, with every year bringing almost 100% employee turnover. And JOEY was no exception.

On the back of its strong employer brand, JOEY’s regularly attracts high volumes of candidates to open roles. But its slow, impersonal candidate experience fell short of the company’s world class reputation for service and risked losing them the best talent. Talent they needed to keep delivering for their guests at the highest level.

“In our industry great candidates get snapped up quickly,” says JOEY’s Manager of Recruiting & Employment Brand, Kelsey Bleakney. “If you’re a good server, bartender or chef, you’ve got options. We know that.”

Recruitment across the group’s 39 restaurants is driven by hiring managers who are first and foremost: full-time managers or chefs, running multi-million dollar restaurants. Without a strategy or disposable time and resources, hiring was impromptu and often in a panic.

When it came to job posting, “there was a lot of posting and praying,” says Kelsey. “Our hiring managers couldn’t track where quality candidates were coming from and struggled to keep candidates organized, and ensure they were contacted in time. This ate up sponsorship dollars, lost us some good hires, and reflected badly on the business.”

The solution: Easy to use software, optimized for mobile

With her background in recruitment technology, Kelsey knew that the right hiring software was the answer. A web development company working with JOEY, recommended Workable for its fast deployment and easy integration. Another endorsement came from one of JOEY’s internal recruiters.

“We needed a system that wasn’t going to be a thorn in the side of our operators,” says Kelsey. “Someone on our team had used Workable before at a previous company and loved its user-friendly interface. We tried it out and immediately saw how easy it was to use.’

To provide a seamless, high-quality candidate experience, JOEY’s hiring managers needed the resources to hire on the go, in-store. Optimized for mobile, Workable had the solution.

“Most of our computers are deep down in a basement office next to the kitchen,” says Kelsey. “Using Workable’s mobile app, our restaurateurs can look at their phone as they’re checking sections. They can contact candidates with one click, pop the phone back in their pocket and continue on their floor.”

As well as streamlining day-to-day hiring, JOEY needed software to plan for the future.

“We had to be more strategic in our approach, informed by greater insights,” says Kelsey. “I wanted to maximize the right type of candidates into our process and convert them to hires. Workable has comprehensive and easy reporting capabilities, which were perfect for us.”

The outcome: More applications, faster screening and a new approach to interviews

Since moving to Workable, JOEY’s application volume has grown, and its approach to interviewing has changed as a result.

“We are moving in the direction from several one-on-one interviews scattered across the week, to one group interview,” says Kelsey. “Group interviews are efficient and a great way for people to shine in a crowd. But first, we needed the crowd. We weren’t getting the numbers before, but through Workable’s job boards we now are.”

With faster screening and more responsive, high-touch communication, candidate experience now matches brand expectations. Using Workable they can efficiently manage their growing “crowd” of candidates and book interviews at speed.

“Previously a candidate may not have been looked at in a week. Now, we’re checking every 24-48 hours with the goal of meeting all qualified applicants within 7 days.”

They’re also making labor (and cost) savings along the way, condensing interview hours into a more efficient block of time.

“Even a single tool like the email templates makes a big difference. It means we can rapid-fire invite people to next steps. Over a year, we will see incredible savings in terms of labor costs; so that’s time saved arranging interviews and on manual recruiting efforts.”

The future: Cost savings and data-driven hiring

Looking ahead, more efficiencies and savings are planned—using Workable.

“With the insights we can gather using Workable, we’re able to reduce our dependence on external recruitment agencies to just one or two specialty roles a year,” says Kelsey.

Better reporting and accountability of job boards means money is spent only where needed.

“From my dashboard I get a snapshot of each pipeline and can quickly see where we have enough applicants and where we don’t,” says Kelsey. “I can refocus resources where they most matter, improve our ROI and build better hiring strategies for the future.”

The post JOEY Restaurants reduces time to interview by 60% with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Using emails and spreadsheets for candidate data
• No consistent hiring process
• No resilience or systems to scale
• Poor communication with no tracking

• Streamline and speed up recruitment using automated applicant tracking
• An intuitive interface which guarantees fast, company-wide global uptake
• A visible pipeline that follows a sales-funnel approach
• Interview scorecards to standardize and measure the interview process
• Customizable careers pages to promote employer brand
• Wide-reaching, one-click job board posting to maximize reach in seconds
• Flexible pricing options to meet company budget.

The challenge: Hire better people, faster

Bevi needed to build a bigger team, powered by the right people in the right roles. But their approach to recruitment was failing them.

“Our hiring process was a disaster,’ says Lauren Della Morte, People Operations Manager at Bevi. “Everything went into a generic ‘Jobs’ inbox. So it was very difficult to keep track of who was interviewing who and to share feedback on candidates. We’d either update each other verbally, in passing, which meant no documentation, or through email exchanges, which dragged on forever.”

Without a formal system in place, recruitment was ad-hoc, differing from person to person. This impacted their employer brand as well as their internal workflow.

“People weren’t consistent in how they were hiring,” says Lauren. “Not even with posting open roles on our own site. As well as being inefficient, this made a poor impression on applicants and passing talent.”

They had an enthused and engaged culture of referrals. But there was no way of managing these effectively.

“It’s great to have internal referrals,” says Lauren. “And we were lucky in this respect. A lot of people would say ‘Oh, I know this person. They’re great. Let’s get them in.’ So we’d get them in. And, if we hired them, we’d work out the job description afterwards. Which is fine when you’re a very small company. But we’re trying to rapidly scale, so it was never a long term option.”

Even at the end of the funnel—having complete the selection process—there was no guarantee that successful candidates would translate into future employees. A slow, cumbersome offer letter and approvals process risked losing them their preferred hires.

“Our offer letters were flying around all over the place,”says Lauren. “They were PDFs and it was impossible to track them. I was doing intermediary stuff, putting everything in DocuSign. But the problem with that is it’s tricky to amend when details need to be changed. And then there’s the challenge of sharing offers and updates with hiring managers and whoever else needs to approve. Not to mention actually sending and signing the offer!”

The solution: Right product, right features, right price

Bevi knew that automating the hiring process to streamline and speed up recruiting was the answer. But finding the right recruiting platform was crucial.

“We started looking for an applicant tracking system (ATS) and were already 90% down the road of choosing between two platforms we’d pinpointed,” says Lauren. “But, after talking to Workable at a Talent Hackers event, we were so impressed we got on the phone straight after to find out more. We quickly saw the benefits of Workable over the other two platforms. We made our decision, and the rest is history.”

For them, the design and function of Workable’s product was the deciding factor.

“We went with Workable because of the product features. Workable had the type of user interface we’d been looking for. It was so intuitive.

“Our hiring managers wanted to see a sales funnel approach for each of the roles,” says Lauren. “And Workable’s visual hiring pipelines offered a perfect overview of the different stages in the funnel.”

Workable’s intuitive software provided the right balance of structure with manageable customization. On a pricing plan that suited them.

“We loved the interview scorecards,” says Lauren. “And that there were different levels of customizable careers pages. The ability to post jobs and achieve a powerful reach was so easy. You can post to loads of different boards with just one click. The pricing options really worked for us, too.”

Having made their decision, it took just a few weeks to get everyone using Workable.

“The implementation process couldn’t have been better,” says Lauren. “I had a really patient support consultant who sent clear documentation and made immediate time for me whenever I was ready.”

“We trained our hiring managers using a webinar provided by Workable. This worked really well. We recorded it and made it available across three different time slots for them to view. Everyone attended. But Workable is so user-friendly you don’t need much, if any, training.”

The outcome: Bigger teams and a better hiring experience

Fast forward one year and Bevi have doubled in size since implementing Workable.

“We’ve definitely achieved our goal of hiring better people faster,” says Lauren. “The whole process is much easier, far quicker and much more streamlined.”

But that’s not the only change.

“We’re also able to offer a richer, more cohesive experience for candidates,” says Lauren. “We love the fact we can integrate other tools and apps, like Namely, with Workable. This means we can build a richer hiring toolkit and offer our candidates a better hiring experience.”

And they’re now able to harness the true power of their employee network.

“Using Workable we can now track and manage employee referrals,” says Lauren. “We just need the name of a prospect and Workable does the rest. It builds an organized and detailed candidate profile and we just click to add it into our hiring pipeline. And because everything’s recorded in the system we can build a formal program of referrals where everyone benefits and is recognized.”

The future: Unlocking potential and building a richer hiring portfolio

With a streamlined process in place and running seamlessly, Bevi’s focus has shifted. They’re now working on enriching their hiring toolkit using the full suite of features Workable has to offer.

“With Workable it’s more about us unlocking potential and really taking advantage of everything that it can do,” says Lauren.

Unlocking potential also means making the most of product enhancements and future integrations.

“The way Workable shares news of new product releases and integrations really works for us,” says Lauren. “Communication is to-the-point, relevant and helpful—no fluff. This makes it easier for us to see at a glance what’s on offer and how it could work for us.

“We could see immediately how the new Offer and Approvals feature would meet one of our major pain points—getting offers sent and accepted faster. As soon as we heard about it, we registered for the webinar and had all the info we needed to transform our clunky process. We know there are even more more exciting things to come and can’t wait to try them out.”

The post How Bevi doubled in size in a year using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Fast growth prompting an urgent need to hire
• Candidate data logged by different people on different spreadsheets
• One ‘careers@’ inbox overflowing with resumes
• Specialist talent needed for varying roles

• Easy-to-use software everyone can use from day one
• A candidate pipeline offering a clear overview of hiring across the organization
• Centralized collaboration and resources to streamline recruitment
• Faster, more extensive one-click job board posting

The challenge: Fast-growth, sluggish systems

Since starting out in 2012, ClickMechanic’s customer base has rocketed. Thousands are now using its online platform to book honest, reliable and vetted mechanics across the UK. Sophisticated software and efficient customer support have led to fast growth, which isn’t slowing down.

Fast growth prompted an urgent need for more talent within the team and a more strategic approach to candidate sourcing. But, without a platform to manage hiring, the process was clumsy, confusing and messy. Sluggish, slow, ad-hoc systems, based around emails and spreadsheets, struggled to keep pace.

“As more roles needed to be filled, more people needed to be involved in the hiring process,” says co-founder, Andrew Jervis. “Information was logged by different people on different sets of spreadsheets. And emails—with resumes attached for various different roles—were pouring into one overflowing inbox. The approach was inefficient and the process only just about manageable”.

The solution: An intuitive interface for immediate sourcing

Growing at pace, ClickMechanic were after a better way to manage their candidate flow. With open roles urgently needing to be filled, the team had to get moving with their recruitment fast. So the system they chose needed an intuitive interface they could start using straight away.

They joined Workable for a free trial. The ease of use quickly convinced them to sign up for a full plan and they’ve been using it ever since.

“We all found it really easy to set up; straightforward and transparent. Being able to use it from day one, with no training, was a real bonus for us as we desperately needed to start hiring and building our team.”

The outcome: Quality hires for specialized roles

Through Workable they quickly found talent to fill a number of different, specialized roles; from customer service and operations to marketing, sales and engineering. Impressed with the quality of candidates they were now attracting, they recruited eight new employees in their first three months with Workable.

Using Workable’s candidate pipeline they now have a clear overview of hiring across the organization. Streamlined management of the process and centralized communication and resources have also improved candidate experience.

“We all really love being able to move people through the pipeline, and the transparency of the process,” says Andrew. “Getting our hands on resumes at speed and then being able to contact and respond to candidates all within the same system is also really great.”

Their approach to job posting has also been transformed. Their previously, clunky process is now replaced with one quick click.

“Advertising new roles across job boards used to take a huge amount of time,” says Andrew. “It was a major pain as we had to manually post one job at a time. Since we’ve started using the one-click feature with Workable it’s made posting jobs 200% easier.”

To further streamline the whole recruitment process, they’ve integrated Workable into their careers page using the Workable job widget.

“Job specs, complete with our own branding and logo, now load automatically from Workable onto our site,” says Andrew. “What’s also great is that new candidate applications drop right into the roles in the dashboard as opposed to having various emails coming in.”

The future: Investment, expansion and support to scale

Since, moving over to Workable ClickMechanic’s more than doubled the size of its original team. New investment, plans to expand outside of the UK, and ongoing product developments, mean that figure looks set to rise even higher.

“With Workable we know we’ve got the resources in place to keep scaling up as our business continues to grow,” says Andrew. “We’re excited about what’s around the corner and look forward to exploring more of what Workable’s capable of to keep improving how we hire.”

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The challenge

The solution

• Attract digital savvy talent
• Refresh employer brand
• Increase efficiency of the recruitment team
• Streamline processes and reports

• Use mobile-optimized hiring software to attract technology-oriented candidates
• Increase social sourcing through interaction with social media sites
• Identify quality candidates and manage internal mobility using advanced search
• Automate communication for faster hiring
• Improve strategy using automated recruitment reports
• Support product & industry developments with integrations
• Reduce admin through workflow automation

The challenge: Combating inefficient, traditional hiring tools

As the youngest major bank in Greece, Eurobank’s always been focused on innovation and expansion. But the rigid processes and antiquated systems it inherited were holding it back.
Without a centralized system in place, the recruiting team used different databases and software to manage hiring. This slowed down recruiting workflow.

“The team was using a combination of Excel worksheets, an internal CV storing access-based system and emails to go through the regular selection pipeline,” says Philip Anastasakos, Talent Recruitment, Selection & Onboarding Officer.

Managing CVs was complicated and involved a lot of repetitive manual admin.

“We used to get nearly 1000 CVs per month,” says Marianna Kostaki, Senior Talent, Recruitment & Onboarding Officer. “All of these had to be screened and stored in folders.”

With most of the recruitment process based on paper-then-scan, retrieving and searching for files added to the challenge. Manually inputting candidate data across various systems also compromised data security and made accurate reporting difficult.

“We had to send reports back and forth in an effort to reconcile data that was different among various HR departments,” says Marianna.

They lacked a centralized workflow, with limited tools for effective collaboration. As a result, communication across hiring teams was often inefficient and awkward.

“Hiring managers didn’t have access to our databases,” says Philip. “So we had to email resumes, feedback and assessments. There was no integration, or ability to align easily.”

All of this also impacted candidate experience and the bank’s employer brand.

“Asking candidates to send resumes in via email didn’t support our move towards increased digitization,” says Philip. “And with no centralized system in place for managing applications the process dragged on for candidates. This impacted our reputation as an employer and made it hard to attract the right talent.”

The solution: A digital transformation program that modernizes hiring

To compete for talent in a competitive younger market Eurobank’s employer brand, as well as its hiring processes, needed a refresh.

“We wanted to attract a new generation of employees; people who would bring in new ideas and push us to new heights,” says Philip. “To do that we had to modernize our employer brand and open ourselves up to new methodologies and technologies.”

A company-wide program of digital transformation was launched. For the HR team this meant finding new recruiting software to streamline workflow and modernize its brand.

“Our brief was tough,” says Marianna. “As well as an easy-to-use interface, we also needed rich resources, a progressive approach to developing new features, and great support. The user interface and user experience is so intuitive with Workable. Everything’s in one place, it’s accessible, easy-to-find and easy to search for.”

But usability of the product was just part of the appeal.

“When you sign up with Workable you’re not just getting a tracking system,” says Marianna. “Just as important is the service and support you receive—without even asking! That’s what’s so unique about Workable. It’s not just the technology, but the resources it provides.”

The outcome: Streamlined hiring for candidates, recruiters and hiring managers

By streamlining and automating recruitment, Workable’s helped modernize Eurobank’s employer brand so it can attract a fresh generation of young talent. Easy integration with social media, supported by Workable, has helped raise their overall apply rate by 22%.

“By using Workable we’re now attracting a new generation of candidates and building a richer and more robust workforce to support Eurobank’s digital transformation journey.” Golfo Agapitou, Assistant General Manager, People Talents, Eurobank.

The future: A complete, customized hiring toolkit

Choosing the right recruiting software transformed Eurobank’s hiring culture and workflow. The right combination of integrations is now helping them build a richer end-to-end process—for candidates and hiring teams.

“Workable offers a lot of integrations,” says Philip. “We just need to pick the right ones for us. Our account manager’s been great helping us build a powerful, personalized toolkit. Criteria Corp, Human and Codility are just some of the integrations we’re looking at.”

They’re also applying a customized approach to incorporating new features.

“Workable’s GDPR functions are great,” says Philip. “We’ve adapted the privacy notice they provide to suit our needs and we’ve come up with an off-label use for their amazing offer letters and approvals function. Using Workable our recruiting strategy is digital, increasingly mobile, unique to our needs and ultimately a lot faster and easier.”

The post Eurobank increases its apply rate by 22% with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• 200+ applicants per job
• 64 hiring managers using different hiring tools
• An informal, manual process (email + paper)
• Impossible to track or manage process

• Deploy Workable across all 24 locations
• Enable teams to use Workable on desktop or mobile
• Provide access to Workable’s 24/7, global support
• Streamlined process, specifically:
  • Faster candidate screening
  • Improved, trackable evaluation and collaboration
  • Automatic reporting

The challenge: Small budget, big hiring expectations

Every year, Lethbridge School District hires approximately 300 support staff and 140 teachers. A popular local employer with a strong employer brand, it attracts hundreds of applications for every post. Despite this, its hiring budget is low with no dedicated recruiters on the team. It’s the principals and vice principals, already busy with other commitments, who tackle the task of candidate screening.

Rik Jesse was appointed Associate Superintendent of Lethbridge in March 2017. His first mandate was to modernize the department, using technology to make things more efficient.

“We were managing our recruitment by email and on paper,” says Rik. “Although everyone tried to stick to a process, it was kind of like the Wild West. Everyone was doing something different.”

Without a defined process it was impossible for HR Director, Rhonda Aos, to have a clear overview of hiring across the organization.

“Our principals aren’t HR professionals,” says Rhonda. “Hiring is just one of many things they have to do throughout the day. But it was becoming all-consuming. So everyone looked for their own shortcuts. This made it impossible for me to track where we were in the process.”

The volume of applications and siloed approach to recruiting workflow added even more pressure.

“We get on average 200 applications for each post,” says Rhonda. “Our hiring managers had to wait for all of these to come in before sifting. This was so disruptive in terms of workflow.”

The solution: A flexible hiring process that works for everyone

Lethbridge needed to find the right HR tech to tame its wild approach to hiring. Rik and Rhonda looked at almost every ATS available. Only Workable met their brief.

“We wanted a platform that was easy to deploy with fast, personalized customer care and support. It also had to be user-friendly—something our hiring managers and principals could pick up and use quickly. Workable met all of these requirements. And more.”

The “more” included a tool with built-in checks and reminders, and the right pricing options.

“We have 64 hiring managers spread across 24 different sites. Some vendors charge per user. This didn’t work for us. Having flexible pricing plans was another reason for choosing Workable.”

The outcome: Integrated workflow, faster hiring

Since using Workable, Lethbridge has centralized its hiring process.

“Workable gave us the opportunity to revisit the importance of process with our hiring managers,” says Rhonda. “The Workable pipeline is now at the heart of our process.”

Sifting applications used to be an overwhelming, disruptive task for hiring managers. Now it fits seamlessly into their daily workflow.

“With 200+ applications for each post, the process from screening to offer used to take at least two weeks,” says Rhonda. “Now, it’s all done within a week.”

And Workable’s mobile app helps to engage the hiring teams.

“Our principals and hiring managers now screen applications as soon as they come in; whether that’s in the office on their desktop or out and about on their mobile,” says Rhonda.

The future: More sourcing and a richer hiring toolkit

The hiring market Lethbridge operates in is becoming more competitive.

“We’ve never had a problem recruiting people,” says Rik. “Applicants tend to come to us. But it is getting more and more difficult to attract qualified applicants.”

Using Workable, the team is making the shift towards more passive outreach, using product integrations to stand out from the competition and provide a richer experience for candidates.

“We’re very impressed with Workable’s integrations, particularly the video interviewing platforms,” says Rik.”We plan to start using Spark Hire very soon. And we’re excited about how People Search can help us identify and reach out to prospects for specialized roles. We can build a more proactive hiring strategy all from within Workable.”

The post Lethbridge School District reduces time to hire by 50% using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• No HR department or recruiting system in place to source specialist talent at speed
• Ad-hoc approach to hiring
• Generic ‘careers@’ mailbox used to manage applications
• Manually posting to job boards, sifting duplicates and tracking communication drains time and resources

• Replace clunky manual processes with an automated system
• Post to multiple job boards with a single submission
• Maximize exposure on niche job boards using Workable’s job shortlink
• Pre-screen and target the best candidates fast, using customizable application forms
• Easily browse rich candidate profiles, including resumes, team feedback and interview scorecards
• Build effective hiring teams through automated notifications
• Use mobile app to keep on top of admin and make the most of potentially ‘dead time’

The challenge: No HR department and an overstretched admin team

Focused on delivering for a fast-growing client-base meant that hiring at marketing agency FP1 Strategies took a hit. Joining as CAO in 2015, Caroline Knox was faced with no HR department and an overstretched admin team.

“When I started here, FP1 wasn’t using an applicant tracking system,” says Caroline. “Applications were emailed to a generic ‘careers@’ mailbox. Logging it all and sifting duplications was time consuming. There was little clarity on who’d been contacted or when.”

Advertising jobs was also clunky. Manually inputting the details on one job board and then entering them again for another took up valuable time. And tracking candidates arriving from multiple job boards was also hard to navigate.

“With our growing client roster, I knew we had to hire people and we had to hire people fast,” says Caroline. “But the current systems wouldn’t get us there.”

The solution: Candidate experience informs hiring shift

Keen to automate and streamline the process, Caroline drew on an experience she’d had applying for jobs.

“During my own job search I came across Workable,” says Caroline. “I applied for a job and the website said “powered by Workable”. I remember thinking how seamless it felt.”

Curious about what Workable could offer hiring teams as well as candidates, Caroline signed-up for a free trial.

“My first interaction with Workable was from the other side, as a candidate,” says Caroline. “It was such a positive introduction that I was excited to see how it could empower me as a recruiter. By the end of the free trial, we were all hooked. We’ve been using it ever since.”

The outcome: Maximum job board exposure, faster processes

Hiring for multiple positions at speed means getting maximum exposure on the right job boards. Sourcing the majority of its talent from local, specialized sites across Washington DC, FP1 uses Workable to connect with all of these external boards.

“It’s easy to post across loads of free and premium job boards using Workable,” says Caroline. “But most of our prospects look outside this network, on niche sites. So we use Workable’s job shortlink. Posting it on any board we want, everything’s managed and processed through Workable’s ATS.”

To source the best candidates they needed fast, effective pre-screening. This meant designing an application form that would gather the right kind of detail to make screening quick and easy.

“Workable provides everything you need, with flexibility to customize the application process,” says Caroline. “Import pre-prepared job descriptions or application forms, then add extra detail to target your candidates.”

Concentrating on campaign delivery leaves little time for colleagues to focus on hiring. Workable’s ATS notifications engage them with minimal disruption.

“Using ATS notifications, I ensure people know what they need to do and when,” says Caroline. “I can build an effective hiring team with little effort and manage everything centrally.”

Centralized candidate profiles also save time and support transparency.

“Workable keeps everything in one place on the candidate’s profile: their resume, application form, and all the communication that’s taken place with them and across our hiring team.”

Workable’s mobile app is another way for Caroline to engage with her team and keep on top of her hiring pipeline.

“I use potentially dead time to complete quick, admin tasks, focusing on complex issues when I’m back in the office.”

The future: Advocating change to transform hiring

Knowing how powerful Workable has been in transforming her own recruitment process, Caroline’s keen for other businesses to benefit.

“Workable is perfect for fast-growing teams. There are some great packages, which suit different types and sizes of businesses, and it’s really easy to use. Companies relying on an email account to manage recruitment are really missing out!”

The post Applying through Workable inspires CAO to transform hiring at FP1 Strategies appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• High turnover of staff
• Intermittent spikes in hiring
• Recruitment managed manually—resumes printed off and stored in boxes
• Specialist staff needed to resource new 80-bed hospital
• HR team of just 2 people
• Hiring managers using different recruiting methods
• Costly job board posting

• Transparent, real-time communication between hiring managers, the CNO and HR
• Customized pipelines used to hire for different roles—clinical, admin and leadership
• Faster time to hire achieved through automated, streamlined workflow
• Resumes and applications automatically tracked and secure
• Increased brand exposure achieved through multiple job board postings
• High volumes of specialist clinicians sourced and pooled for future use
• Money saved on premium job boards
• Better prepared to meet peaks and troughs in hiring

The challenge: High-demand, low retention rate

Houston Behavioral Healthcare Hospital provides specialist mental health and psychiatric care to 80+ inpatients and 30+ outpatients. Success is measured in the quality of provision they provide; and demand for their provision is high. But, like many healthcare providers, they struggled to find and retain enough qualified nurses and support staff to meet demand.

Yvonne Castillo joined the hospital as HR Director in July 2014. She quickly formed an effective team for the hospital’s opening at the end of that year. But, as the business grew and bed numbers increased, filling new posts became more of a challenge.

“The whole process involved a lot of manual labor,” says Yvonne. “We’d print off and store resumes and rejection emails in expandable files and in cardboard boxes. Each one would be labeled by the month and year.”

Working with just one other HR colleague, and no recruiting software, their hand to mouth approach to hiring wasn’t sustainable. The catalyst for change came when plans to build a new 80-bed hospital were announced.

“It was clear we needed a more efficient, automated process; to be proactive, rather than reactive,” says Yvonne. “Our remit had doubled. As well as finding high volume, qualified candidates for our day-to-day hiring needs, we also had to start building a specialist team ready for our new facility.”

The solution: Automated hiring software with a powerful reach

With high-volume candidate sourcing a priority, they needed recruiting software that came with powerful reach. Word of mouth recommendations from colleagues working at other hospitals in their Signature Healthcare Group, led them to Workable.

“The HR team in our Dallas hospital had been using Workable for a while,” says Yvonne. “They told us how great it was in general—intuitive, collaborative and streamlined. But what stood out was hearing how far-reaching the job board exposure was and how many candidates they were finding through this alone.”

Keen to put this to the test with their own open roles, they signed up for a free trial.

“I could see immediately how powerful the job advertising was with Workable,” says Yvonne. “In one click you can post a job to multiple job boards and reach a wider pool of candidates.”

Beyond her direct HR team, Yvonne works closely with the hospital’s CNO and 8 department heads. To meet their goal of greater efficiency, they needed a new way of collaborating and communicating their recruiting workflow. Workable provided the solution.

“With Workable I can locate the resumes I like and forward them to the department head on the hiring team for that post,” says Yvonne. “They can comment and I can see what they need me to do and take action straight away.”

“The customizable pipeline inside Workable is also great for transparency and time-saving. I can see in seconds what stage we’re at for each requisition, and add or remove stages depending on the role I’m hiring for—clinical, admin or leadership.”

The outcome: Big savings and a growing pool of talent

As the launch date for their new unit gets nearer, the hospital’s talent pool is growing.

“Using Workable I’ve built up a large pool of highly qualified clinicians—particularly Licensed Vocational Nurses (LVNs) and Registered Nurses (RNs),” says Yvonne. “Most of those are on per diem statuses, but once we open up our new facility we’ll transition them over to full or part-time slots.”

The hospital’s time to hire process is faster and also a lot smoother.

“Being able to reach out directly to applicants through Workable is a big time-saver. I get an immediate response from candidates and can start moving forwards with the next stage faster. Having notifications that feed straight into my Outlook email account also helps.”

There are cost savings too.

“In the past, we used a nursing agency to get us through periods where our staffing levels were too low. But we’ve stopped using the agency now. There’s also no need to pay for premium job boards. We get access to thousands of qualified candidates through Workable’s great range of integrated, free job boards.”

The future: A long-term strategy and better brand recognition

With rich pools of talent growing by the day, the hospital can now shift focus to their long-term hiring strategy. Top of their agenda is reducing the high turnover rate which continues to put pressure on their day-to-day hiring.

“Posting jobs to so many different job boards and sharing on LinkedIn has really helped with our brand recognition,” says Yvonne. “And having access to more candidates gives us a better chance of finding people whose values better match ours, people who are more likely to stay.”

“High turnover is common in our industry. But, using Workable, we’re confident we’ve got the tools we need to make a difference.”

The post Houston Behavioral Healthcare Hospital finds more clinicians using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Chaotic approach to hiring leading to slow candidate-response time and sluggish pipelines
• No dedicated HR function or formal recruitment process in place
• Disconnected workflow with external agencies
• Emails and phone calls used to share feedback, interview details and hiring decisions resulting in a lack of transparency and poor tracking of information

• Streamline workflow with agency recruiters using external recruiter portal
• Engage all internal and external stakeholders through intuitive hiring software
• Pool talent for specialist roles using built-in candidate sourcing tools
• Use interview scheduling functionality to set up phone calls and interviews at speed
• Respond quickly to candidates and colleagues using mobile app
• Better organize hiring by using custom pipelines for different roles
• Communicate feedback faster and build a better candidate experience through comments functionality and collaborative tools

The challenge: No HR team and sluggish pipelines

InnoWell runs Project Synergy, a digital platform reforming access and availability of mental health care across Australia. It’s a joint venture, which means recruitment for the project is split. The University of Sydney hires research assistants and clinicians. InnoWell recruits for all other positions.

When the project launched, the Uni’s research team was already well-established. So, the pressure was InnoWell to hire the tech talent and business support required to develop the digital platform. But, without any recruitment process in place or a dedicated HR team, they were unable to move quickly to engage candidates.

“Our time to hire was too slow,” says Business Support Manager, Jenny McMaster. “I needed to streamline the process. I kept missing things because my inbox was full up with emails.”

The solution: Recruiting software with built-in candidate sourcing

They needed a digital solution that would enable them to get up and running quickly and start hiring, fast. A recommendation from their CTO lead them to demo Workable.

“Our initial contact at Workable did a great job with the demo,” says Jenny. “She took an interest in us and what we were doing. That gave us a really good feeling about our future working relationship with Workable.”

Fast implementation and migration of data meant they could start hiring almost immediately.

“The whole onboarding process was easy and quick,” says Jenny. “There was very little back and forth between ourselves and the implementation officer.”

Another big win for InnoWell was Workable’s built-in candidate sourcing functionality.

“With our remit for hiring specialized, tech talent, the other thing that impressed us about Workable was the fact that we could tap into a rich talent pool using built-in sourcing tools like People Search,” says Jenny. “So, essentially, we get an ATS and a far-reaching and targeted online candidate search engine rolled into one.”

They also needed a platform that would engage their active community of agency recruiters.

“Because of the type of technology roles we’re recruiting for we don’t use many job boards,” says Jenny. “Instead we rely on recruiters. We could quickly see how Workable’s external recruiter portal (with its intuitive design) and fine-grained access rights could support this.”

The outcome: A 15% reduction in time to hire

Since moving over to Workable, InnoWell’s reduced its time to hire by 15%. Time savings have been made in a number of different areas:

• Workflow with external recruiters is integrated and more streamlined.

“I’ve linked our recruiters up with Workable. And we’ve had incredible buy-in from all of them. They upload candidates straight into the system, which really has cut down on my time in terms of returning phone calls and emails.”

• They’ve also had positive buy-in within the company.

“Everyone can see Workable makes things more efficient,” says Jenny. “It reduces emails and phone calls and tracks everything too. Our tech team loves that it’s accessible on mobile.”

• Interview scheduling functionality has eliminated bottlenecks.

“I use the scheduling tools (calendar integrations and interview link) to set up initial phone calls and on-site interviews,” says Jenny. “We’re now progressing along the pipeline faster.”

• Using custom pipelines they can better organize hiring.

“We recruit for different roles; developers, designers, project officers and accountants,” says Jenny. “Using Workable, we can compartmentalize by creating pipelines for each of those jobs and having different people coming in as hiring managers at the different stages.”

• With the mobile app they can respond quickly to candidates and colleagues.

“I’m out and about a lot,” says Jenny. “So I love the mobile app, especially the Inbox function because I can reply quickly to comments and keep things moving along.”

• And they can collaborate more effectively on feedback and evaluation.

“Workable has empowered us to have really quick communication about candidates,” says Jenny. “Before, we’d have to hop on a call and send emails back and forth. Now it’s super quick to add and view comments and share post-interview feedback with candidates.”

The future: Reduced cost per hire through more sourcing and referrals

Using Workable and the power of its own company growth, InnoWell aims to reduce agency fees and increase employee referrals. Both of which will reduce its cost per hire.

“Bringing in more talent opens up our employee network,” says Jenny. “I’m excited to see how Workable can help us manage referrals. We want to make more use of the candidate sourcing tools too, instead of using agencies, because we know it will save us money.”

The post InnoWell reduces time to hire by 15% using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• 150+ hiring managers using different hiring tools
• 50% of recruitment done using a manual process (emails + spreadsheets)
• An organization that’s hiring constantly
• Poor communication with external recruiters and candidates

• Deploy Workable across all 10 locations
• Provide access to Workable’s 24/7 global support
• Use structured workflows, pipelines, scorecards and templates to streamline and standardize process
• Collaborate and track communication using templates, 2-way email sync, candidate profiles and timeline
• Introduce integrations to enrich candidate experience
• All UK agency recruiters to submit and track candidates using Workable

The challenge: Different offices, different systems

IQPC is a sales-driven organisation—and hiring constantly. At any one time, they have approximately 80 open roles. But lacking the company-wide adoption of a single, effective recruiting tool, their approach to hiring was inconsistent. While 50% of offices used a legacy applicant tracking system (ATS), the rest struggled with separate hiring spreadsheets.

When Esther Smith became IQPC’s Global Head of People in 2017 her first goal was to centralize and standardize recruitment strategy. This meant switching from their current ATS, which had poor take-up and engagement, to a platform everyone would want to use.

“Our recruiters were using different functionality in different offices but no-one was using it as an end-to-end system”, she says. “This was usually because they found it too difficult, too complex. Everything we wanted to do required back-end intervention.”

The solution: Find a platform everyone wants to use

Most of IQPC’s hiring is done at line manager level. To make this work they needed a platform their 150+ hiring managers could use with little or no training. They looked at a range of systems, from basic packages to fully integrated Human Resource Management Systems (HRIS). Workable’s reputation for helping fast-growing, mid-sized businesses to scale up quickly led them to sign up for a free trial.

“The free trial allowed me to see how easy it was going to be for us to use,” says Esther.

With a planned roll-out to every office, and management-level users who are notoriously short on time, ease of use was vital.

“I wanted something that with just a few pointers and maybe a 20-minute demo people could just jump in and get on with,” says Esther.

“Our teams use LinkedIn and Facebook a lot. Workable’s interface was close to those social media sites in its positioning and I knew it would feel very natural to them.”

To meet IQPC’s full brief, the new system needed to balance manageable customization with tools that promoted consistency.

“I needed a platform that would standardize our disjointed approach to hiring. Workable made this easy through structured workflows and pipelines, scorecards, in-product best practice guides and templates.”

“With Workable you’ve got the option to customize when you choose but, unlike our legacy system, it’s not required to make the product work.”

The outcome: A better hiring experience for everyone

One year on, 446 new hires made, and everyone with a stake in recruitment at IQPC is using Workable. The dip-in dip-out approach that was so typical before has gone.

“Using Workable we’re getting value for money and a well-designed, quality product that people like and want to use,” says Esther.

Another big win was having access to integrations to build a smoother hiring experience.

“With Workable we can grow our HR technology footprint in an efficient, cost-effective way,” says Esther. “All of the partners we’re evaluating or using come through Workable. We’re currently rolling out Sapling for onboarding, and in the US we’re using Spark Hire for video interviewing. I’m also in the process of reviewing a trial with Drafted to boost referrals.”

Keeping track of communication with candidates was impossible using their old system. Now, everyone is up to speed and their candidate experience has been transformed.

“Before, I didn’t know if we were closing out candidates properly or if our communication chain with them was strong,” says Esther. “With the automated templates, 2-way email sync, candidate profiles and the timeline, we’ve been able to improve that experience a lot.”

That improved user experience also extends to IQPC’s network of external recruiters.

“Workable’s Agency tool offers external recruiters far more visibility than other ATS platforms,” says Esther. “It’s working so well that in the UK we only deal with agencies through Workable.”

The future: Building best practice

Day-to-day hiring aside, IQPC now also uses Workable to future-proof recruitment.

“Workable is constantly evolving the product to reflect new approaches to recruitment,” says Esther. ”Their GDPR support has given us a process to follow. It automates a lot of the GDPR requirements and saves time.

“With Workable we know we’ve got a platform we can grow with.”

The post IQPC switches to Workable and streamlines hiring across its global network appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Globally dispersed teams of hiring managers
• Paper-based and telephone-heavy approach to recruitment
• Interviews taking place across different time zones
• Hiring admin stored in different places making it hard to find resumes
• Difficult to manage company-wide data protection compliance
• No record of candidate feedback—instant messenger used to share evaluation
• Top talent lost due to no applicant tracking

• Reduce screening time and keep candidates engaged with integrated assessments
• Reinforce ethos of brand using digital hiring technology to reduce environmental footprint
• Contact candidates at speed using bulk email function
• Use integrated calendar to arrange interviews across time zones
• Create a seamless candidate experience by linking to Workable-hosted careers page
• Maximize built-in sourcing tools to target talent for hard-to-fill roles
• Build convincing business cases using rich reporting data
• Free up team resources by giving hiring managers their own shortlisting tools

The challenge: Globally dispersed organization with no centralized system for hiring

Built on an open source philosophy, 140+ million educators use Moodle’s e-learning management system. Inspired by its mission to empower educators, it’s supported by a community of over 2 million. And there are 300+ developers who regularly contribute code. Buoyed by this, its core workforce has remained small. Until investment prompted change.

“Moodle was started in 2002 here in Perth and has generally operated on a small scale in terms of people,” says Holly Barnes, Head of People and Culture at Moodle. “But, with investment in place and the business growing, it was time to start hiring again. Over the past year Moodle has almost doubled in size.”

Recruitment focused on developing its support functions as well as its core development team. But, without a centralized system for managing hiring, it was losing out on talent.

“We were doing everything through email and the mix of different ATSs we had. We didn’t have one consistent place where our candidate info was stored,” says Holly. “Everything was all over the place. We missed things all the time. This lost us some great people.”

Scheduling interviews was also clunky.

“We’re a globally dispersed organization with team members—and candidates—dotted around the world,” says Holly. “Booking interviews across time zones took so much time.”

And, without an effective tool for collaboration, candidate feedback was often lost.

“We used an instant messaging tool to communicate across hiring teams, creating chat rooms for each role,” says Holly. “It was such an inconsistent system. Nothing was tracked, there was no record of what was said in an interview with notes written on hardcopy CVs, and it was also hard to refer to documents like CVs or assessments.”

The solution: More than applicant tracking

Innovative tech underpins Moodle’s business. So it knew that innovative tech was also the answer to its hiring challenges. But, with so many providers to choose from, why Workable?

“We researched lots of systems,” says Holly. “Workable stood out as the most intuitive platform. It also offered more than applicant tracking. We loved its built-in candidate sourcing tool, People Search; it meant we didn’t need to rely on LinkedIn Recruiter. The BambooHR integration and GDPR compliance tools were competitive features that helped win us over.”

The outcome: A hiring process that supports the company’s tech-focused brand

Increased digitization through Workable means Moodle’s hiring better reflects its brand.

“Recruitment’s progressed from being paper-based and telephone-heavy to almost entirely online. This matches our ethos as a digital, e-learning platform.”

Before Workable, progress through the hiring pipeline was not tracked. Which meant talent often slipped through the net. Now, it’s using integrated assessment tools to reduce screening time. They’re also able to keep great candidates engaged throughout the process.

“It’s much easier now to make quick, informed decisions about candidates,’ says Holly. “Interview scorecards, the thumbs up / thumbs down feature and the dashboard view mean we can evaluate with pace. We can push our best candidates along the funnel quickly. And use the bulk email tool to contact unsuccessful candidates in a timely and sensitive way.”

The interview process is faster.

“The Google calendar integration has saved us so much time arranging interviews across different time zones,” says Holly.

And applying for jobs more straightforward.

“We link to our Workable-hosted careers page when we’re advertising jobs on our social media accounts,” says Holly. “This reduces the steps it takes to apply for jobs. And it means our candidate experience is boosted from the outset.”

The future: New integrations, more sourcing and data-driven strategic planning

With greater transparency across its global hiring operation, there’s less pressure on the People and Culture team. Which means more scope for strategic planning and training.

“Hiring managers now do their own shortlisting. This frees us up to add value elsewhere,” says Holly. “We can focus more time on candidate sourcing, using Workable’s built-in tools to target hard-to-fill roles. And explore new integrations (like Zapier) to enrich our toolkit.”

Workable’s also helping them define targets around candidate care.

“By using Workable, we plan to set internal, service level agreements,” says Holly. “Our aim is to have a charter which commits us to getting back to candidates within a certain time.”

Presenting evidence-based proposals for talent-related projects is also easier.

“Having access to built-in reporting tools has helped us articulate a narrative for other business cases” says Holly. “This gives us greater power and credibility moving forward.”

The post Moodle makes more time for strategy and sourcing using Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

This comes on the heels of considerable growth in the business the past year, with Workable raising an additional $50 million in November 2018 to make its software and service even better in meeting the needs of a rapidly evolving recruitment environment.

Comments on TrustRadius about Workable were overwhelmingly positive. Annie Talbot, Director of Human Resources for Vacation Innovations, highlighted how Workable optimized her recruitment pipeline:

It has really helped us streamline the hiring process and reduce communication issues between the hiring managers and HR.

Maryann Merolla, HR Director of Madison Performance Group, noted its ease of use even for non-regular users:

It’s easy to add co-workers to Workable, and since it’s very user-friendly, they are able to use it without any training. We can share comments, evaluations, and scheduling right in each candidate’s profile. I can customize the process based on co-workers’ needs.

Another verified user at TrustRadius lauded the ability to see all aspects of the hiring process in one place:

Workable is used by our Talent Acquisition team as an Applicant Tracking System. Our entire organization uses it to track the hiring of new employees. Workable allows us to see candidate flow in a simple way to be able to screen and process large numbers of candidates through the hiring process.

Since they launched in 2016, the TrustRadius Top Rated Awards have become the industry standard for unbiased recognition of the best B2B technology products. Based entirely on customer feedback, they have never been influenced by analyst opinion or status as a TrustRadius customer.

Established in 2013, TrustRadius has become the most trusted site for B2B software reviews. Each month, about 400,000 B2B technology buyers use over 168,000 verified reviews and ratings on TrustRadius.com to make informed purchasing decisions.

Workable is all-in-one recruiting software: a single system for teams to find, track and evaluate candidates. Quick to implement and easy to use, Workable accelerates the hiring process by finding the right candidates faster and improving hiring team collaboration. More than 20,000 teams have used Workable to source and evaluate 50 million job candidates in 100 countries around the world. Workable is trusted by teams of all sizes to meet their hiring goals on time and on budget, by reducing their time to hire.

The post Workable named Top Rated ATS by TrustRadius for 2019 appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• A fast-growing, geographically-dispersed client base using spreadsheets, emails or sluggish legacy systems to recruit
• No centralized record of communication
• 100% remote hiring team
• Small “army” of recruiters with a big remit

• Refer clients to Workable to speed-up and streamline hiring
• Support a bespoke, culture-driven strategy using customizable job descriptions and interview templates
• Create a human touch with every candidate
• Actively engage candidates and clients using a mobile app
• Nurture hard-to-find talent using candidate sourcing tech
• Use outward-facing tech to boost brand and hire the best
• Integrate with G-Suite to facilitate 100% remote working

The challenge: A dispersed client-base with a disorganized, broken approach to hiring

OneinaMil provides a bespoke talent-matching service to its growing base of clients. Fueled by a culture-driven approach to hiring, sourced candidates are all strongly aligned to each company’s individual philosophy and focus.

But its input and influence doesn’t end there. It also improves how its clients hire.

“With my clients, the recruiting process is either disorganized, broken or needs to be built from the ground up,” says OneinaMil’s Founder and CEO, Lee-Anne Edwards. “Most don’t have an automated system in place and are using spreadsheets and emails. A few do have a system, but it’s the wrong one.”

To help its clients find the right talent, the right hiring software needs to be in place.

“I’ve trained people on different applicant tracking systems, “ says Lee-Anne. “Most platforms require hands-on training. This didn’t work for us and it wasn’t going to work for our clients.”

The solution: Use intuitive software to unite hiring across agency and clients

OneinaMil had been using Workable for years to manage its own hiring process and knew it was also the right platform for its customers.

“Workable reads my mind a lot of the time. It’s so intuitive and easy to use, I don’t have to train anyone. I can just say: ‘Hey, you’re signed up. Off you go!’”

And, with Workable’s industry-leading customer support, OneinaMil knew that any potential concerns about data migration were in the best hands.

“Workable’s customer experience is personalized, fast and efficient,” says Lee-Anne. “The migration of our data was smooth and problem-free. I wasn’t just another number. They took time to reassure me and enrich my experience. I knew it would be the same for our clients.”

And, to-date, 15 of its clients (and counting) have moved their hiring over to Workable.

“Recruiting has to be taken seriously,” says Lee-Anne. “If you don’t have good people, you have no product. I know Workable is the best, so it’s always the first thing I recommend.

“I love doing a demo of Workable, because as soon as clients see it in action it’s almost like they have this ‘Aha!’, eye-opening moment. They get it immediately.”

The outcome: A bespoke, streamlined culture-driven service delivered at speed

Boosted by Workable, culture-driven hiring is thriving for OneinaMil and its clients. Having recently expanded overseas, it’s also helping them collaborate with recruiters and candidates globally. Process across the agency’s dispersed network is now streamlined, faster and more efficient.

“We have at least 60 interview templates based on culture-driven questions for each client’s candidates,” says Lee-Anne. “This saves a ton of time. And it means that, if we have a new recruiter, they know the exact questions to ask. It’s super simple, efficient and easy.”

Customizable job descriptions are also making a big difference.

“I tailor job descriptions based on the culture each client wants to promote,” says Lee-Anne. “So I put hints in each one that say: ‘This is the type of environment you’re going to have.’”

Using Workable’s built-in candidate sourcing technology and the integration of social profiles, OneinaMil now has access to a richer pool of talent. Perfect for finding best-fit candidates for its clients, fast.

“People Search is one of my favorite Workable features,” says Lee-Anne. “It saves me so much time and, 9 times out of 10, it’s totally on point. It hooks you up with the right person, not just a similar match. This is really fantastic, because it’s a such a hard thing to do.”

And communication tools support a nurturing approach, the key to culture-driven recruiting.

“I’ve hired the same people three or four times over the last decade,” says Lee-Anne. “What I love about Workable is that it empowers me to maintain those relationships over time.”

With so many candidate relationships to manage, Workable holds the team accountable.

“Everything goes through Workable,” says Lee-Anne. “We all work remotely, but I can see at a glance where we are, who we need to touch base with and what to do next. The Gmail integration’s really helped with this.”

The collective outcome is that brand recognition is rising for both OneinaMil and its clients.

“Using Workable helps your employer brand because people can see that you’re organized, that you know what you’re doing and that you care about candidates and their experience,” says Lee-Anne. “I just need to look at our Google reviews to remind myself that it’s working.”

The future: Use new features to continue to scale

Supported by Workable’s growing portfolio of integrations and products enhancements, OneinaMil continues to grow its own recruiting team and its clientbase.

“The features Workable continually adds are amazing,” says Lee-Anne. “I’m excited to see what’s going to come out next and where that will take us.”

The post Why 15 of OneinaMil’s clients moved their hiring over to Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• A small HR team
• Meet high employee retention targets by finding and hiring best-fit candidates
• Limited transparency across hiring teams; information shared by forwarding emails
• High candidate volume, but slow response to applications

• Easy-to-use software that requires little or no training
• Centralized dashboard offering a clear, quick overview of every pipeline
• One-click job board posting for faster hiring and greater exposure
• Built-in reports to guide strategy and reduce dependency on external agencies
• Customer support providing customized solutions to individual hiring challenges
• Webinars and resources to enrich in-house recruitment training
• GDPR features which make it easy to manage compliance

The challenge: Small HR team, big hiring expectations

One of the 10 fastest growing companies in the UK in 2017, digital brand Swoon makes design-led furniture affordable for everyone. With recruitment driving its business success, it works hard to retain talent once hired. Internships, entrepreneur programs, coaching and career mobility keep employees engaged, challenged and loyal. So, finding the right person in the first place is key.

“For us, it’s not only about employing people with the right skill set,” says HR Manager, Ruth Massey. “Attitude, personality and the right culture fit are also important. Each new hire has to be right for Swoon, but we also have to be right for them. We want to be sure we can support their unique ambitions and interests and keep them engaged and developed.”

A strong brand meant it had no trouble attracting high volumes of candidates. But, with a small HR team and no applicant tracking software, candidate experience suffered.

“We struggled to manage the applications,” says Ruth. “Responding to each candidate in a timely way was difficult. Transparency was also hard to achieve. Forwarding emails was our only real option. All of this added to the workload of our already busy hiring managers.”

The solution: Intuitive software that works for hiring managers as well as recruiters

The bulk of Swoon’s hands-on hiring is done by hiring managers.

“The big thing for Swoon was to find software that was user-friendly,”says Ruth. “The HR team here is small, so there isn’t the time to train each new hiring manager on how to use it.”

A free trial convinced them Workable was the right platform. Early feedback reinforced this.

“Since moving to Workable we’ve taken on a number of new hiring managers,” says Ruth. “It can be daunting if you’re new and have to hire immediately. But Workable takes the stress away. All of our hiring managers have fed back very positively. Everyone finds it really easy.”

The outcome: More efficient, cost-effective hiring

Before Workable, tracking recruitment across devolved hiring teams was a struggle. Now, the status of each open role can be assessed in seconds.

“I love the dashboard and pipeline view,” says Ruth. “I can see at a glance how recruitment’s going through all of the different roles. If I see that the applied number’s starting to get high for some positions, I can nudge the hiring manager to start reviewing applications.”

This transparency has also impacted time to hire.

“Having a full and clear overview of all applications means we can review them quicker, pushing candidates through to the different stages at pace,” says Ruth.

One-click job board posting’s made a difference to this too.

“As soon as I publish a job, I can post it to over 14 free job boards in seconds, as well as our own website,” says Ruth. “This speeds up hiring and boosts exposure.”

The momentum they’ve gained through Workable has improved candidate experience and, in turn, kept its employer brand strong.

“We get a lot of young, excited graduates applying,” says Ruth. “So it’s really important that we can get back to people in a timely manner. Workable’s bulk email tool is perfect for this.”

And, because they’re less reliant on agencies, there are also savings on cost-per-hire.

“Our use of external recruiters has reduced thanks to Workable. We now do much more of it in-house, because we can pull reports on where applicants are coming from and plan and implement our own hiring strategy. If we do use agencies, Workable’s access features are great for limiting what information they need to see.”

The future: Build a rich hiring toolkit to future-proof hiring

With day-to-day hiring admin automated and processes in place, Swoon’s better placed to work on its future strategy. With support from Workable.

“We were getting ready for GDPR and had a lot of archived roles,” says Ruth. “Without going into each one, I couldn’t see if there was any candidate data on there. So I reached out to my account manager on chat. In 2 days, they sent me a CSV file with job descriptions and candidate numbers. I kept the job descriptions, then did a mass delete of the data.”

It’s also building a richer recruiting toolkit.

“We join Workable’s webinars whenever we can,” says Ruth. “They give an insight into best practice; how to build an effective careers page, for example. It’s a great way of tapping into industry trends. We’ve even incorporated them into our online recruitment training. With Workable we’ve got more than just hiring tech, we’ve got a strategic resource.”

The post Swoon reduces agency use with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.