During the summer of 2022, we had the privilege of working with a client in a unique capacity. Unlike most of our other clients, this client didn’t have any Applicant Tracking System (ATS) at the time but as experienced recruiters, we knew we could still make this project happen. The client faced challenges relating to high turnover amongst mainly drivers and machine operators. As they were quickly losing staff, they were struggling to replace them and secure Class 4 and 5 Drivers due to intense competition in the labour market. What it came down to was their competitors were able to move that much quicker with candidates, than they were capable of.
To address these issues, we established a streamlined recruitment process for our client, as well as provided them with support in processing any new applicants so we could get them the hires they urgently needed.
We created an effective workflow from scratch, specifically tailored to track candidate progress in the recruitment process. We also recognised the need for efficient communication and came up with a solution for the client to have direct access to all relevant information within the same platform, rather than overwhelming them with information that could easily be missed. By honing this information, we gave our client a live visual representation of each candidate's progress throughout the recruitment process; from initial contact to phone screening, interviews, and reference checks. This approach ensured the client had all the necessary information at their fingertips, so that they could understand each candidate's status which made for rapid decision making.
This new customised recruitment process was a game changer for our client. It also increased our ability to reach out to numerous applicants within tight timeframes, resulting in a significant increase in our client's employment rate. As a testament to this project’s success, our client decided to get SnapHire integrated as their ATS, as well as continuing to engage with our team for additional recruitment projects that have yielded equally impressive results.
With the 2023 Election approaching, New Zealand’s largest data agency forecasted a spike in surveys that were going to be needed from people and organisations across the country. These surveys would provide crucial insights and data for government parties to make informed decisions leading up to the Election. As we were already working closely with the client as their recruitment partner, (training new recruiters, managing existing portfolios, and finding ways to streamline their recruitment process and SnapHire workflows), we were naturally offered to take this new project onboard. And with the expected increase in survey demands, it became clear that they needed to hire at least 200 people within three months.
With our successful experience in managing high volume recruitment as well as being SnapHire experts, we stepped up to the challenge. It's important to note that we also had to consider the ongoing Covid-19 restrictions in the country. To tackle this recruitment task, we first made sure we fully understood the positions, their requirements, and the timeframes we were working with while managing the hiring managers' expectations. We then took a close look at our overall recruitment process to see how we could make it more effective for this particular demand:
We also trained multiple people in our team to step in if needed to ensure a consistent and seamless process for our client, free of charge. As was noted by our client, this point of differentiation truly set our team ahead of the rest of our competitors.
Our streamlined recruitment process and the measures we put in place for specific timeframes and deadlines turned out to be highly effective. We successfully hired all 200 staff members two weeks before the three-month deadline, while providing a positive experience for both candidates and hiring managers involved. The success of this project not only strengthened our relationship with our client's team but also led to multiple extensions of our services, with larger opportunities on the horizon.
Our client is integral in the transportation industry, and they were facing an extremely difficult resourcing challenge. Having won a tender for a new operation, they needed to hire and train a minimum of 200 employees before a launch date due in 3 - 4 months. It would already take two months to train these specific employees and that wasn’t taking into account the stringent assessment tests, medical and background checks, and the licenses needed in order to be eligible to be hired. The location of the new operation didn’t boast a high population of people either, therefore sourcing was already a major issue. To most, this seemed like an insurmountable challenge. But for our team, we were excited to rise to the challenge to show our client exactly what we could do to make this project beyond successful.
We met with multiple stakeholders from numerous departments to understand their needs and their current recruitment struggles. Once we had all the requirements, we strategised and implemented a new recruitment process that cut their hire time in half.
We did a complete overhaul of their recruitment process starting with; creating a new micro-site to drive public awareness and ease of communication for relevant information, redid their entire application questions and process, ensured accessibility to take into account the demographic we were working with, obtained advertising analytics and explored other innovative sourcing techniques, created Pipeline Job Families, scaled up our capacity so that each candidate was contacted in a timely and consistent manner, consulted with our Aotal Client Success team to implement the latest SnapHire recruitment upgrades, but arguably the most notable change that our team made was to our client’s assessment centres.
Before we stepped in to help, our client was blocking out four hours to complete one assessment centre with a concerning attendance rate. By completely restructuring and travelling offsite to run this new process, our team cut down the time to complete an assessment centre to an hour and 15 minutes. Not only that, but we were able to invite three times the amount of candidates and the attendance rate went from averaging 5% to 90%. We also took into account that because our client struggled for candidates in the past, they were failing to comply with their own assessment requirements. Regardless of the urgency needed to fill these roles, our team made it a mission to bring back all those necessary standards to ensure that our client’s brand remained synonymous with quality.
Like with many major operational launches, there were a few shifting goal posts. But our team was adaptable and managed to hire more employees than our client anticipated they would initially need. All in time for their new operation launch date, and all within budget. Our approach to understanding their needs was efficient due to our recruitment knowledge. And based on this we were also able to apply highly creative and versatile ideas that when executed, worked seamlessly. The success of this critical project produced more opportunities, as our client put our team forward to also look over their Auckland and Wellington operations with their brand new recruitment process.
The Christmas season always brings a particularly busy period for recruiters, as it’s a critical time for some companies to recruit a massive amount of additional staff to work over the holiday period. We had the privilege of being entrusted by a client who is an iconic fashion retailer to manage their Christmas end-to-end recruitment campaign, across all of their New Zealand stores. With extremely high volume recruitment and very tight timeframes, our client relied on us to execute a seamless recruitment strategy during this demanding period to ensure they in turn exceeded their own sales and operational goals.
Leading up to the Christmas recruitment intake, our team drew up a sourcing strategy and created expression of interest job advertisements that would go live on the most suitable platforms. We made sure that the content targeted the demographic we needed; to draw in as many candidates as possible, as quickly as possible. Also, taking into account these candidates were in high demand with many other competitors. We purposely created an experience for our candidates where they needn’t apply for multiple roles but yet, they could be considered for multiple roles depending on what they selected in their application. This would naturally save a lot on our client’s job ad costs, as well as changing the overall brand perception, as fewer roles meant higher demand and therefore more urgency to apply. As such, we implemented Pipeline Job Families. A special recruitment tool that our team are experts at using.
Within a very short period, we already had thousands of candidates applying. We then leveraged our Pipeline expertise in SnapHire to automatically filter all these candidates instantaneously towards suitable positions. Broken down for each store and categorising them based on location, preferred work type, and other relevant criteria we selected in our registration and application questions. We were then able to pre-screen candidates and once Christmas recruitment was fully underway, suitable candidates were put forward immediately for hiring managers to review via a workflow that was specifically created for our client to maximise efficiency.
With our proactive and innovative recruitment efforts, we always achieved exceptional results well within the timeframes that were provided by our client. Even during unexpected Covid-19 restrictions, we were able to switch our high volume recruitment strategy within a few days so our client was in full compliance with any mandates at the time. Some of our casual hires also progressed to permanent roles after the Christmas period because of the high calibre of candidates we were able to produce. Which also meant a lot less operational costs for our client. We not only met our client's expectations, we exceeded them.
A client of ours in the government sector was facing a significant challenge in their internal recruitment process. In order to hire employees quicker, shortcuts were being taken by hiring managers resulting in the absence of proper documentation and inaccurate information being processed in SnapHire. As a result, departments such as procurement, experienced difficulties accessing relevant information and inaccurate reporting affected decision-making timelines for the executive team.
A comprehensive approach was taken to streamline the internal recruitment process in order to improve efficiencies.
Through effective communication, training, and proactive measures, we successfully enhanced the internal recruitment process and improved documentation efficiency. The client achieved greater compliance, reporting accuracy, and overall process efficiency. The collaboration between the recruitment team, hiring managers, and other departments resulted in a workflow with improved outcomes for everyone involved.
Whilst working alongside a hiring manager who was a chief executive in the government sector and covering a highly skilled portfolio, our team came across a top talent that was going to be a perfect fit for one of our hard to fill positions. To have the applicant successfully accept our offer and start on the requested start date, onboarding needed to be completed within five business days. This included having all of their pre-employment checks completed, liaising with an agency to receive the onboarding documentation, as well as receiving the approved Requested Service Order (RSO) which usually has a five-day turnaround time on its own. Timeframes were extremely tight but we knew we could make this hire happen.
We had communicated with all stakeholders involved on what we were looking to achieve as requested by the chief executive. This included communicating with the executive team, the wider recruitment team, the procurement department, and the recruitment agency, that this needed to be treated as a priority whilst providing the best possible experience to the candidate. With approval, we worked with the agency to have the RSO process underway to cause no further delays. The executive team was ready to give approvals if pre-employment checks were suitable and the procurement team made sure that they had the resources available for this employee to start on the given start date. Throughout the following days, we were communicating with the necessary stakeholders and provided extremely prompt updates to keep everyone in the loop.
Through this approach of communicating with the relevant stakeholders, and helping them understand the urgency, we received the RSO after one day and managed to have the candidate successfully onboarded and ready to start within four days. It was important for us to take the lead with this process to keep everyone involved motivated, as well as show gratitude for their efforts to make this possible. This proactive and positive approach resulted in the chief executive and the recruitment manager praising our efforts, allowing us to further establish our relationship as long-term partners with the client.
