Positive feedback & communication
Despite initial problems with the system, the reaction from the rest of the business has been hugely positive. Martinez explains that in order to fix and address issues, open feedback and criticism on the platform has been actively encouraged throughout the process.
“We have not ‘sold’ this as a new way of recruiting, simply just a tool to make it easier for candidates to apply. This has had a positive effect, as many non-HR staff have realized the importance of the tool.”
The advantages have been many:
Improved experience for candidates
It’s now much easier for candidates to apply (and reapply). Because the system is web based, candidates have global access to applications from any computer or device which has an internet connection, explains Martinez. This means they can go in any time and update their application. Plus, once a candidate applies, their profile is created and it’s saved on the system, should they apply again in the future.
Less administrative burden
There’s also been a significant reduction in admin across the whole HR team. Previously, HR admin staff had to sort word applications manually, whereas today, the system sorts candidates automatically.
“The focus of our HR department is not as much on recruitment as it was before. HR has been able to focus on more core, business-related issues rather than the pure transactional operations,” comments Martinez.
More line manager involvement
Managers now have fuller control of progressing and regretting candidates in the system. While this is still done in coordination with HR, Martinez says the participation of line managers is much larger than before.
He goes on to explain: “Managers' ownership of the recruitment process has also increased thanks to the online platform, which we believe may lead to better grounded decisions in recruitment and, in turn, better retention. For example, if a manager is ‘given’ a member of staff, without having been involved in the recruitment, chances are that this might not work out in the long term. The selected candidate may have the wrong skills in the manager’s eyes, or they may not get along well. Whenever the manager has a say in the selection, you minimize the risk of this occurring.”
Increased candidate quality
“We used to have a significantly larger amount of re-advertisements (my guess is around 10-20%) whereas this now happens very rarely (under 5%). This is not because we are more complacent with who we employ (rather on the contrary), but mainly due to the fact that more recruitments are successful at the first attempt.
“We also manage to fill posts with internal means (i.e., without the help of recruitment agencies) to a much larger extent. It’s impossible to pinpoint the exact reason, but I think the platform is definitely part of this success,” says Martinez.