A large technology services firm engaged us to help fix recruiting, implement core technology, and build up a pool of talent.
The firm had a laundry list of things they wanted to accomplish: improve in-house recruitment capabilities, set up a new applicant tracking system (ATS) to improve talent attraction and engagement across the company, improve processes and ensure consistency and compliance in the recruitment and selection process, develop position descriptions, structure a recruitment flow plan, and implement a better approach to attracting, engaging and hiring talent.
Early on, we held a series of discovery sessions and meetings to learn everything we could about the people, processes, and company. We reviewed the talent strategy and updated the existing implementation roadmap. We researched their technology needs and available options - vetting dozens of potential technology solutions down to one best-practice technology stack that was right for them. And we implemented an ATS, complete with branded career page, job board posting, team workflow capabilities, screening questions and scorecards, customizable jobs and email templates and more.
We also reviewed job content and ended up rewriting much of what was available. We streamlined the submittal process and created a staging process to improve candidate flow through the system. And we set the company up to expand in-house sourcing across all employees and management - and not just those in charge of recruiting.
In order to identify the widest and talented applicant pool, we mapped out the top 100 competitors, built up a talent map of available talent and a pool of talented people in the field, and engaged people inside those firms. We accomplished most of our work with free or inexpensive tools and extensions - and through various social media and networking channels.
We also worked with them to improve their approach to talent marketing - including advertising on niche job boards, publishing job openings as blog posts and them optimizing the content for search engines, making improvements to their LinkedIn and Glassdoor profiles, and more.
During our time together, we implemented the ATS and integrated best practice tools into a technology stack. We validated their talent strategy and roadmap and build up better processes for their in-house recruitment function. We improved their ability to attract talent and engage with candidates. We enhanced existing content and rewrote job ads, job descriptions, career copy, and pitches to potential candidates. We built up a pool of talent and helped the firm hire for much less than costs associated with third-party agencies.
