Case Studies
Cummins Inc:Centralising Recruitment using the Internet |
Property Frontiers:Advertising and Applicant Management |
Cummins – CENTRALISING RECRUITMENT THROUGH THE INTERNET
Synopsis
Cummins European Online Recruitment Website allows candidates to view and apply for its current vacancies. A web based recruitment management solution has centralized their entire recruitment process, so that employees across all departments take the same approach to recruitment, using the same information sources and processes - details of which are accessed through an Internet browser. This has significantly reduced administrative workloads and has allowed for simplified candidate tracking.
In addition to this all current vacancies are advertised on mainstream and niche online job sites where candidates are directed to the companies recruitment page, from which they can find full details of the company and make a direct application. This gives Cummins the opportunity to access a large pool of job seekers.
Company Information
Cummins is the world’s largest designer and manufacturer of diesel engines. With 28,000 employees, 40 manufacturing facilities, 4,500 distribution outlets, branches and dealers, plus sales and service operations in 130 countries around the world wide.
Recruitment sectors include - Design Engineering, Electrical, Electronic, Environmental, Health & Safety, Manufacturing, Mechanical, Production, Project Management, Quality, Systems AND Test.
Objectives
Cummins wanted to develop a new corporate recruitment site to be used as the central recruitment resource by all companies within the group in Europe including Cummins Power Generation, Newage International Ltd, Fleetguard & Nelson and Holset. Cummins appointed Websearch Recruitment to provide impartial advice throughout the development of the new corporate recruitment site.
The aim was to achieve a centralized, standardized online recruitment system which linked to online job sites so that applicants and employers a like can access details on vacancies within the organization. The system was also implemented with the intention to reduce the company’s recruitment spend by £200,000 in their first year.
Methodology
The employer web site is frequently at the heart of an organization’s online recruitment strategy and may be used as the mechanism for communicating details of job opportunities with the general public as well as collecting the data that the organization requires from prospective and actual candidates. Updating the website with new or amended job details was achieved via a simple web-based form to which all recruiters within Cummins would have access to.
It was also decided that the employer web site would typically carry the same branding as the 'main' web site of the company and would provide the following features for candidates:
- Search for jobs
- Register a profile (core details of the candidate plus perhaps CV)
- Apply for jobs online
- Set-up job 'alerts' (enables the candidate to receive e-mail notification when specified types of jobs become available)
- View status of all on-line applications
- Job basket (allowing a single application to be submitted for multiple job vacancies)
- Send a job to a friend (enabling the employer to extend its reach)
Results & Benefits
Both Cummins recruiters and candidates have seen the benefits of the new improved application technology in the streamlined, online application process. This gives applicants a detailed view of all roles available, control over their applications and the ability to apply for suitable positions following a co-coordinated process.
Property Frontiers – MANAGED ONLINE RECRUITMENT ADVERTISING & APPLICANT MANAGEMENT CAMPAIGN
Company Information
Objectives
Traditional recruitment methods were becoming prohibitively expensive and quality/quantity of candidate response from a recent newspaper campaign was poor. They had previously tried a couple of mainstream sites and found the work involved in screening cvs was extremely time consuming and although the response rate was high, the candidates did not necessarily ‘fit’ the company culture or have the relevant background experience required to fulfill a particular role.
Property Frontiers were looking for a one stop shop recruitment solution that they could apply to the various trade specific / specialist roles they were recruiting for. A single organization which could assist them in searching and screening applicants and advise them on which job sites were suitable for any given role. Websearch Recruitment was assigned to undertake this role.
Methodology
The vacancy advert was composed from the job specification. The content/ wording of the advert was designed to match a key skills search criteria that would attract the most relevant CV’s/ candidates.
Websearch Recruitment advertised the vacancy on twenty niche and generalist jobsites for a period of four weeks and each week the advertisement was refreshed on each site to help maintain pole positioning. A CIPD qualified recruitment specialist manually screened each CV application that came through. All suitable candidates were sent a list of screening questions to complete and the most experienced candidates were telephone interviewed before being forwarded to the company for a one to one interview.
In addition to this Websearch composed a targeted search from trade specific online candidate databases and CV Alerts which highlighted new applicants as they register with job sites throughout the campaign.
At the end of the four week campaign statistics detailing applicant sources were provided so the client was able to select the most relevant sites prior to any future campaigns.
Results & Benefits
This study highlights the following benefits made by the employer such as lower costs per higher, reduced manpower to manage applications, increased speed and effectiveness of all recruitment-related operations.