This end-to-end, automated solution maintains SuccessFactors ATS as the system of record, while transforming the experience for both candidates and recruiters. And because the candidate journey is hosted entirely on Outmatch, it’s much faster than before: in some cases, candidates receive an invite to the live video interview the day after completing the process. Second, it’s more automated. Candidates can opt out at any stage, which cuts the numbers substantially; the screening then selects only those who display the relevant skills for the role. So, from the first batch of 1,750 candidates, 260 completed the on-demand video interview. This equates to live interviewing just three people per hire (compared to sifting 1,750 CVs in the old process).
The quality of the candidates has been impressive, too. “By the time we get to the final stage, the ratio of live interview to hire is very high, which shows that the system is working,” says Christopher. And finally, cutting out CVs has allowed Jardine Motors Group to select candidates in line with its business values, removing any bias and making the process as inclusive as possible. In this expanded talent pool, returning mothers and people whose lack of experience has shut them out from the industry before have been among the strongest candidates.