Talent Acquisition team brings in around 1,400 hires, with up to 30,000 applications a year.
The onboarding experience, although functional, did not provide candidates with a consistent and engaging experience, lacking in informative content that the candidate could relate to. Time to hire was taking approximately 6-7 weeks, with Paddy Power Betfair seeing 140 non-starters, who would sign a contract and not turn up to their induction.
The process was very labour-intensive, manual, and inefficient; the team took the opportunity to start a
comprehensive process review. Performing a gap analysis review over several sessions, the team identified all the relevant employee and candidate touchpoints, along with producing an offer and onboarding process flow to compare the current "as is" experience with the "to be’ improved journey.
The gap analysis identified four key objectives;
• Automate manual processes and redeploy cost savings.
• Increase new employee engagement.
• Reduce time to hire a key driver from the Operations team.
Following the gap analysis exercise, a new offer and onboarding process was created, optimising the use of the recruitment platform to underpin and support the new immersive and engaging experience for the candidate and business overall.
Recruitment technology was optimised and automated to enable multiple contract generation at the click of a button, introducing e-signatures, triggering emails automatically and next steps based on decision. Within 30 seconds a contract can now be generated and sent to a candidate.
Key measurement reporting—using data to report on measurements and drive decisions The project was successfully achieved by introducing gamification, a comprehensive reward system, and inclusive learning styles. This resulted in a 9% increase in their induction show rate, a 33.3% decrease in their bounce rate, a 43% decrease in their onboarding time, and a completion rate of 99%. This also led to an increase in hires, more referrals, and a quicker time to hire.
