Customer
Semcore is the first and one of the best SXO agencies in Poland. Since 2012 it's multiplying the potential of brilliant companies online, acquiring traffic for them and turning it into conversions.
Problem
ATS functioning simultaneously with Excel as the primary tool for exchanging information with Hiring Managers.
Hiring Managers preferred to store information about candidates and their applications in Excel because managing them there was more convenient for them.
Why so? The ATS used before Traffit did not allow to collect the kind of data Hiring Managers needed to make decisions. This is why they stored the data they were interested in using notes in Excel. But this content could not be filtered by. At the same time Semcore was running very demanding recruitments in which smooth cooperation between Hiring Managers and the recruitment team was crucial.
Goal
Introducing a single tool to collect applications, manage candidates' statuses and communicate with Hiring Managers.
Everyone involved in recruitment understood the value of storing all these information in one place.
They also wanted to be able to collect exactly the information they needed to select the right person - not just the rigid list offered by the previous system's provider.
TRAFFIT role
The first step after implementing Traffit was to create user accounts for Hiring Managers.
Gaining access to the new system has given them the ability to have a full view of candidates' pipelines, leave notes visible to the entire recruitment team, and respond to new applications more quickly.
In the next step, the candidate's profile was configured. Thet team has created new fields to collect additional information from applicants; making it easier for Hiring Managers to make the right choice.
Last but not least - the onboarding process ended up with the implementing email automation to both candidates and Hiring Managers. This additional form of notifying Hiring Managers about new applicants and their next steps intended to make communication even faster and more efficient.
Result
Hiring managers can see the entire candidates' pipeline and can react faster to changes in candidate stages.
When a new application hits the indicated stage, the Hiring Manager is notified via email and has 24 hours to respond. Except for random situations, Hiring Managers respect this rule.
2 days
20 days
- and yet, after they were filled, the Hiring Manager said that recruitment
had never gone so smoothly before!"
Conclusion
Before starting any process, it's a good idea to design the timeline along with the Hiring Managers.
It is also worth to clearly communicate to the Hiring Managers what metrics will be analyzed at the end of the process. It is easier for Hiring Managers to respect the accepted timeframe if they know what's the purpose of measuring them.
This allows the recruiting team to analyze:
- whether we've hit the salary range?
- what was the most common rejection reason?
- what source allowed to obtain the most matching applications?
- who (or what) was the bottleneck that the team needs to work on?
Result? Even better recruitment processes every single time.