- A multi-national Hospitality Services organisationhas identified their newly established internal recruitment function has dramatically increased the business’ consumption of paper and ink over the past two financial periods. The volume recruitment requirements and lack of established processes led to a reliance on printed documents, and their customised work order system was challenged by other system and platform integration and document attachment issues relating to client site induction and certification/licensing requirements.
- They initially attempted to reduce resource consumption through optimised printer settings and double-sided printing directives, in addition to procuring second screens to reduce the need for printing of CV’s when phone-screening applicants. However, these efforts contributed to only minimal reduction of this cost. Additionally, the separate location of the recruitment and payroll functions has further complicated the recruitment workflow and blurred position responsibilities have resulted in non-compliance, payroll errors and increased employee dissatisfaction ratings from new employee and exit surveys.
- With the capabilities of end to end integration with background check processes, Rec Tech was engaged to identify a solution to support these functions whilst integrating to Client’s existing applicant tracking system. A digital signature solution provided automation of a number of recruitment processes as well as integration to multiple financial systems used by other business units within their complex business structure. The most time consuming component of the volume recruitment process and assessment centre model being utilised was chasing documentation for site entry, which was almost immediately and positively impacted by use of this technology due to email reminder and flag functions, putting the impetus back onto candidates by providing simple reminders and tracking of their process status.
- The implementation of Video Interviewing enhanced the recruitment function was now able to interview and register supervisory, managerial and technical candidates immediately and thus secured them better talent in small regional markets. As an incidental screening tool, the processes provided visibility of candidates’ soft skills, attention to detail and willingness to use new technology for business purposes.
- Environmentally, the paperless on-boarding resulted in more profit to the business which they invested in further HRIS improvements including Self Service and Casual Timesheet portals that would also easily integrate and compliment their paperless processes.
- Considerable saving in paper and ink consumption, reduced time to hire resulting in redeployment of National recruitment team headcount by 10 employees
- Time to hire reduced by 35 % on average
- Consultant’s time reduced by a minimum of 1 hour in on-boarding processes
- Positive feedback from candidates engaged through these innovative processes resulting in increasing social referrals.
Client is a global leader in delivery of Hospitality Services to the corporate, consumer and healthcare facility industry with head office environments in multiple states within Australia. The business employs over 10,000 people and delivers food, beverage and accommodation services sites in over 500 disparate locations. Recruitment of employees is managed via 3 state offices and requires frequent regional recruitment drives, to service a vast range of hospitality offerings with individual contract and legislative compliance requirements such as mine site camps, hospitals, boarding schools and fast food chains.