CASE STUDY: IMPROVEMENT OF RECRUITMENT VELOCITY FOR GLOBAL TECH COMPANY
An internationally-known tech company was concerned over the velocity that their recruiting function operated at after consistently missing out on candidates due to timing pressures.
Background
An internationally-known tech company was concerned over the velocity that their recruiting function operated at after consistently missing out on candidates due to timing pressures.
From initial reach out to offer extend was taking an average of over nine weeks. Amplify consultants were brought in to evaluate the current process, perform root-cause analysis, and recommend and implement further steps targeted at accelerating hiring velocity in an effort to ensure that candidates were not declining offers or withdrawing from the process due to issues with timing.
Challenges
The major challenges the company faced were:
Non-Universal Processes
Because the size of the client was so large (xxx,000 employees), the many
different organizations inside often used vastly different processes resulting in some parts moving faster than others.
Lack of Contextual Data
Outside of the 9 weeks metric, the client had surprisingly little organized data to rely on to discover where the inefficiencies in the process were occurring and how they could track these processes closer to real-time.
Inefficient Workflows & Documentation
The structure of the workflows and internal teams led to a lack of communication, documentation, and information early in the process resulting in delays in later stages.
Solution
Amplify’s data and human capital teams were engaged to identify the current steps in the process where slowdowns were occurring and provide insights into the root cause and potential solutions to existing issues. On arrival, we broke down the recruiting pipeline, identified multiple clear process inefficiencies, and provided solutions that could be implemented quickly and inexpensively by the client. This was achieved through three key drivers:
Discovery and Assessment
The first step Amplify took when coming in was to break down the piecemeal functions that made up the entire recruiting process and reverse engineer it. We came in and took a “start at the end” approach, wherein
we broke the process down to three larger steps: top-of-funnel, pipeline, and end-of-funnel. We gathered data on each sub-process within these larger steps to find the areas where the organization was operating most inefficiently.
Upskilling and Reeducation of Employees
One of the immediate findings after gathering the initial data was
a lack of understanding of the entire workflow process from those employees operating at the top-of-funnel. Similarly, those employees operating at the end of the funnel lacked key tools needed to perform their functions most efficiently. Amplify outlined an employee upskilling and reeducation program to bring all of the employees operating within the recruiting function to the same page on both process and documentation sides.
Implementation & Pilot
Amplify worked directly with recruiting leadership to identify specific teams and organizations where the issues with hiring velocity were most apparent. Collaborating directly with employees on every level within the function,
Amplify provided the data, resources, and trainings to target and identify the specific niches that the company considered the highest priority.
Result
Through Amplify’s approach and leadership the client was able to recognize and achieve the following:
Improved Efficiency: By organizing the data and process, the end result within the client’s pilot organization was a reduction in time-to-hire of over 33% from a 9+ week average to under 6 weeks in the proceeding three months. The client the rolled out the program and processes to other organizations and functions within the company. Internal data showed that compared to the previous quarter, the number of declines and withdrawals due to timing was reduced by nearly 50% from 8% to 4%.
Standardized Processes & Documentation: The increase in efficiency led to a revamp of the way that the client documented and logged key pieces of data needed to push the process forward. The template used to log this data is now being used across all organizations, levels, and functions within the client company.
New Data Pools: As a result of the work done in the discovery and assessment portion of our initial audit, the client now has over a dozen new data points that they can capture at any time to measure the current efficiency of the hiring pipeline with regard to velocity, this
allowing for continual improvement and analysis.
Conclusion
Though recruiting, people operations, and HR functions usually fall outside of the typical functions that an organization may bring in a data team to work on, these functions are also typically some of the most cumbersome and inefficient in mid-to-large-sized companies. Often, it is difficult to know where to begin in starting to assess and analyze how well they’re operating. Amplify’s consultants were able to break down and optimize the process for the client to get them back on track, remove barriers and roadblocks, and allow the client to get back to putting their resources into innovation and technology.
How can Amplify help you? Let’s talk!
Reach out to us at
experts@amprg.com
Other case studies
Recovery of a failed ERP program
A nationally renowned charitable giving organization suffered from a stalled ERP implementation. The goals of the implementation were to modernize, standardize and simplify financial operations processes.
Growing pains at a turbo charged FinTech firm
A well-funded FinTech firm experienced explosive growth over 18-24 months. They were at critical mass in terms of client service delivery capabilities, staffing levels and their ability to manage internal operations quickly and effectively.