PageUp

Mater

Tue, 29 Sep 2020 23:38:50 +0000

THE CHALLENGE

Mater is a values-led organisationorganization run by values-led people, caring for some 500,000 patients each year. Founded in 1906 to offer compassionate services to the sick and needy, Mater has since cemented itself as a market leader in the Australian healthcare sector.

But best-in-class healthcare approaches don’t work without a game-changing talent strategy. Which is why developing a shared, integrated system and process that could support both talent acquisition and talent management goals was a top priority for the organisationorganization.

“If you’re not enthused to want to recruit the best people, your candidate experience isn’t going to be ideal. You’re not going to get the right fit – which is especially important in healthcare.”

– Georgie Fisher, Talent Acquisition Manager
Mater

THE FOCUS

When Mater’s Talent Acquisition Manager, Georgie Fisher needed to get the managers actively involved in hiring, excited about the process and providing their input – she looked for a 21st century talent acquisition suite designed for collaboration between teams and hybrid models of recruitment. Their desired recruitment management system would need to bridge the gap between the hiring managers and the recruitment team. Georgie and her talent acquisition team would also need a clear and centralised recruitment strategy that would enable Mater to offer an efficient, transparent and engaging candidate-centric experience.

The first problem was that they had very little time to make a decision: The vendor they sought would need to support high-volume recruitment and swift onboarding, without negatively impacting the employee experience. “Receiving 450 applications overnight can be usual practice for us – double that during COVID-19,” she said.

The second problem was that their existing system had gaps, and didn’t support internal talent mobility. “It was especially important for Mater to try and leverage our existing internal talent before going out to market. Both from a cost perspective, but also a talent visibility perspective.”

“We have over 750 passionate volunteers working for Mater. It was important that we didn’t leave these people out of our talent pool – it was just unfortunate that our old system made it difficult for us to identify, view, access and manage internal talent.”

THE SOLUTION

After a rapid 5-week implementation process, Mater’s workforce was transformed and empowered by the flow of quality internal avenues for talent – opening up exciting new career conversations within the organisationorganization. Georgie and her team were thrilled with their new and efficient checks and balances and user-friendly online portal.

PageUp’s ability to enable internal mobility and support their organisationalorganizational culture of equal opportunity was not the only win for Georgie and her team. Our system provided a sleek, cost-effective, automated, cloud-based solution that transformed Mater’s hiring process with advanced review and interview filters.

“When it comes to shortlisting, I’ve noticed significant improvements in the team’s general demeanourdemeanor because it’s not this laborious, one-by-one task anymore.”

“The product is exceptional, but the biggest piece to this puzzle has been the support and patience we get from PageUp. I’ve never had such a positive partnership from a provider before.”

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Transdev

Mon, 17 Aug 2020 07:09:20 +0000

THE CHALLENGE

International bus company, Transdev, hired over 1,300 workers in Australia and New Zealand in 2019. They did this whilst working under a decentralised decentralized model, absent of governance or informative system use guidelines: not an ideal way to manage high-volume recruitment. Fast forward to 2020, with the added pressure to automate as much of the process as possible due to COVID-19 restrictions, Transdev needed a one-stop-shop for recruitment.

When the outbreak first hit, many businesses were forced to do more with less. Along those same lines, resources were stretched thin for Amanda Selleck (Talent Acquisition Leader) and her team, with only eight members fuelling what was previously a 10-person operation. Their organisation organization moved swiftly to adopt digital tools, setting their sights on creating a single system that would support contingent hiring. This was mission-critical to the continuity of their essential travel services during the coronavirus pandemic.

THE FOCUS

With in-person interviews out the door, the team moved to using online-only methods. “We were using assessment centres centers to achieve efficiencies within a manual recruitment process. But when lockdown measures moved everything online, the efficiency of screening candidates in groups was lost,” Amanda said.

Without a recruitment management system to relieve the administrative burden, the team would have been swamped by applications. “We had one team member who was basically attaching reference checks to each and every candidate record.”

Beyond the workload, Amanda and her team had other objectives: depot managers needed to have confidence they were hiring the right people, and candidates needed to feel engaged and valued in a remote setting.

“Our Transdev depot managers are really happy with their new online interviewing and the results they’re seeing. The process has been much more engaging for them.”

– Amanda Selleck, Talent Acquisition Leader
Transdev Australasia

THE SOLUTION

With the efficiencies gained from PageUp software, and the integration of TestGrid (psychometrics and assessment) Vieple (video interviewing) and CVCheck (background and reference checking), Transdev is back on the front foot – even with their reduced capacity.

Their stakeholders are happy too. “Our Transdev depot managers are really happy with their new online interviewing and the results they’re seeing. The process has been much more engaging for them.”

Record management is no longer a pinch point for Amanda and her team – freeing up valuable time to focus on the human aspect of their jobs. “One example is that we recently hosted a webinar to introduce what it’s like being a bus driver – with over 100 registrations to attend.”

Amanda and her team improved other steps of the candidate journey with PageUp software, automating their online offers and delivering template emails to communicate with a consistent employer brand.

Tip from Amanda: “Do it properly – make sure your team knows how to use the appropriate functionality of PageUp or get someone in to help to optimise optimizing the system and ensure your process and communications represent your brand appropriately. There are so many great features and you will reap the benefits from optimising optimizing the platform.”

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Coles

Wed, 12 Aug 2020 01:56:12 +0000

Here’s how Coles processed 55,000 applications in record time and saved in agency fees – all during a pandemic.

Coles has been at the frontline of the nation’s COVID-19 response, providing essential food, services and supplies to the public throughout the pandemic. Behind the scenes, their essential workforce has been keeping stores staffed and shelves stacked, and deliveries running around the clock for Australians who need it most.

Against the backdrop of a global pandemic, Coles was able to successfully bring on 12,000 new staff in the space of a few short weeks to keep Australia running.

How did they enable finding high-quality talent at-scale and at short notice? The key lies in PageUp’s powerful applicant tracking system (ATS) that provides a full view of current talent, talent pipelines, and internal opportunities.

1. Leveraging internal mobility and redeployment

When the second wave of COVID-19 hit, Coles was once again faced with huge demand as shoppers stocked up on supplies before a looming lockdown. With an urgent need for people to come and work shifts on short notice, their talent acquisition team turned to redeployment to find the skills they need.

But redeployment is something organisations can struggle with if they don’t have a clear plan. Coles was able to seamlessly redeploy its staff by leveraging PageUp ATS recruitment functionality to:

1. Define a population set within existing employee data by segmenting employees based on:

Where they work
When they are available
Employment type: casual, full time, part-time
Names and email addresses

2. Create a unique internal application form

This allowed Coles to gain an updated perspective of their people’s details, availability and whether they are willing to work across different stores or regions.

3. Communicate seamlessly with employees

SMS and bulk email functionality allowed the Coles’ talent acquisition team to communicate easily with existing team members around the shifting needs of the business. Many of these correspondences had links to internal application forms, where thousands of employees expressed interest in open internal roles. The details of these thousands of willing employees was then fed directly into Coles’ workforce planning strategy.

2. Processing 55k job applications in record time

As customer demand increased, Coles needed to hire extra hands to replenish key items and re-stack shelves. A ‘Friends and Family’ campaign was born, which relied on internal referrals as a valuable source of quality hires.

Coles sent an application link to employees which they then passed on to the friends and family they thought would be suitable. Based on this reference from an existing team member, Coles hired these interested candidates and moved them to offer status, undertaking reference checking afterwards. This was a fast and efficient way to get people onto the books at-scale – and this approach helped them process the 55,000 applications they received and hire 2,500 family and friends as a result.

The flexibility of the PageUp system enabled Coles to move these applicants from application to offer, getting them onboard quickly and then completing the required background, reference and employment checks post-offer.

Nina Pollard, National Head of Talent Acquisition praised the PageUp system for its flexibility, configurability and ability to adapt to challenging circumstances. “The PageUp system is so malleable, so flexible that you can mold it to your required use cases quickly,” Pollard said.

“The PageUp system is so malleable, so flexible that you can mold it to your required use cases quickly,” – Nina Pollard, National Head of Talent Acquisition, Coles

“You have all the pieces at your fingertips, so really it is just about putting those pieces together to suit your needs. What is great is that you have the ability to get the process down to your own organisation’s level of detail that is needed, for instance, for us we could tailor the job card. It makes the system so powerful and able to support and adapt our unique volume and scale.”

To assist in interviewing thousands of candidates, Coles integrated video interviewing partner Vieple with their PageUp ATS in what Pollard says was an “amazingly fast” implementation time of 48 hours. Coles will continue to use video interviewing for stores now as “store managers love it”.

3. Redeploying employees: Cross-company mobility

When the first round of COVID-19 layoffs arrived, they hit hard. When lockdown was first enforced in April, it’s estimated that 780,000 Australianslost their jobs in the space of just one week.

Many of these were from organisations such as YMCA, AFL, and AVC Liquor stores in Queensland – and Coles wanted to help these organisations in their time of need. Coles partnered with these companies and many more to identify possible staff that had been stood down or furloughed – then used the PageUp ATS to send these people unique links to apply for roles. In doing so, Coles was able to fill critical gaps in their workforce at-speed, while also supporting Australian companies. It’s a fantastic example of cross-company mobility that sets the bar for collaboration within the Australian business community in the future.

4. Fast-tracking walk-in recruiting

Approximately 30% of Coles hires come from walk-in applicants, which inspired Coles to launch a campaign to fast-track the recruitment process for walk-ins. Using QR codes unique to the walk-in process, in-person applicants could then apply in real time and give store managers their application number in addition to their CV for immediate hiring.

Store managers can now hire walk-ins on the spot, and send their application to be processed through the PageUp ATS back at Head Office. Within 48 hours these walk-ins are ready to commence work, making the recruitment process incredibly fast, efficient and scalable.

To read more about how Coles handles high-volume hiring, see 9 tips from Coles to recruit at scale.

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Life Without Barriers

Wed, 08 Jan 2020 06:19:50 +0000

The challenge

Since 1994, Life Without Barriers has helped jobseekers give back to the community through their work. With a team of over 7,000 professionals across Australia, the organisationorganization is a leading provider of community services such as foster care and disability services.

In a single year, Life Without Barriers will recruit 2,200 positions – from frontline community services, to management and corporate roles. One challenge Life Without Barriers faced was delivering a consistently great recruitment experience at-scale for many cohorts. An added requirement is the need to make the application process easy for candidates with impairments and disabilities.

In Australia’s Not-for-Profit sector there is high demand for skilled, qualified community carers and administrators. Life Without Barriers not only has to attract skilled people in a competitive market: they need to ensure these people are aligned with the organisation’s values of respect, relationships, responsiveness, imagination, and courageousness. “Our values aren’t just words on a page: they inform what we do and how we do it. It’s important to have this alignment when we’re recruiting new staff,” says David Meere, National Manager, Talent and Attraction.

The focus

Built on a foundation of client-centric service and a dedication to championing opportunities for all, Life Without Barriers needed a software solution that allowed them to deliver on these core values. “As an organisationorganization, we partner with people to make their lives better, so the software solution we partner with is really important,” says Meere.

The solution had to engage all candidates, including those with impairments and disabilities, easily integrate with existing HR systems, and be scalable enough to meet future demand. “One in five new jobs created in Australia is going to be in the community services sector. We need to ensure we are getting the right people through our doors,” says Kate McCleod, Systems Analyst at Life Without Barriers.

The solution

Life Without Barriers selected PageUp Recruitment for its ability to deliver a great experience at-scale: from proactive job alerts, through to a streamlined application process, and the ability to nurture candidates in talent pools. “When we talk about an engaging candidate experience, it’s not just one point in time,” says Meere. “When jobseekers apply for a role, we want to constantly engage them and ensure we can tap into that talent pool when needed.”

At each stage of the recruitment process, McCleod is seeing improvements in the candidate experience. “It’s huge for us to be able to easily send job alerts, establish campaigns and nurture candidates,” she says. It’s now easy for candidates of all abilities to apply for roles, with enlarged displays for people with visual or dexterity impairments, easy document uploading, and auto-fill capability.

Behind the scenes, recruiters claim back hours in their day with automated bulk processes that provide individual touchpoints for each candidate through tailored job alerts and nurture campaigns. Since implementing PageUp Recruitment, Project Manager Karen Aylott has seen firsthand how the team has embraced the solution. “I wanted to make sure we selected a quick, simple, user friendly solution that doesn’t require too much technical capability,” says Aylott. “The feedback has been overwhelmingly positive from all of our internal stakeholders so far.”

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Mandarin Oriental Hotel Group

Wed, 26 Feb 2020 00:37:15 +0000

Paul Clark has been Group Director of Human Resources at Mandarin Oriental Hotel Group for over a decade, and enjoyed an extensive HR career before that in Luxembourg and Singapore. Together with HR Systems Manager at the hotel group, Danny Wan, he’s implemented PageUp Recruitment software across Mandarin Oriental Hotel Group’s hotels in the Asia-Pacific, the Americas, Europe, the Middle-East and Africa.

THE CHALLENGE

Mandarin Oriental Hotel Group was seeking recruitment software which met the following selection criteria:

current technology and a best practice user experience
multiple language support
mobile access
integration with job boards and social media platforms
increasing adoption from regional HR teams
reporting and people analytics

“At that stage we were unable to provide the candidate solution in certain languages,” explains Clark. “As a result, it was very difficult for us to produce and analyse recruitment metrics. For example, we were struggling to determine what the source of hire was,” he says.

In some regions there were HR specialists focused on recruitment, and in others busy HR generalists with competing priorities. “We were looking for a solution that was going to get us to full adoption, was going to be a user-friendly tool for both HR teams and candidates,” says Clark.

THE SOLUTION

Wan put together a comprehensive RFP which included current technology and user experience, multiple language support, complete mobile accessibility, integration with global job boards and social media platforms and reports out-of-the box so that high adoption could be achieved.

He also added some other must-haves. To ensure high adoption, the recruiting software had to be easy to use, with flexible workflows and simple approval processes. It had to provide one elegant solution, so integration with talent assessment tools was essential. He also wanted people recruiting to be able to easily manage candidate relationships and the overall experience for candidates to be easy and reflect well on the hotel group. So that internal and existing candidates weren’t overlooked, it was essential that searching for talent was simple.

“When we went through the process of soliciting proposals from different companies we were also looking for the company that was able to satisfy the needs of our hotels and teams globally,” says Clark. “We found when we were speaking with the PageUp team initially that there was a lot of success demonstrated in Asia and we had the confidence that we would be able to use the tool globally.”

In addition to experience in the regions Mandarin Oriental Hotel Group operates, Clark stresses the importance of partnership. “What we were looking for was a very positive working relationship with each part of the team – whether that be the sales team, the implementation team or indeed the ongoing support team,” he says.

“We found when we were speaking with the PageUp team that there was a lot of success demonstrated in Asia and we had the confidence that we would be able to use the tool globally.”

– Paul Clark, Group Director of Human Resources, Mandarin Oriental Hotel Group

THE RESULTS

“The first moment of truth when you’re engaging with vendors tends to be the relationship that you strike up with them and whether you feel comfortable with the individuals – and that was very positive,” says Clark.

The team at Mandarin Oriental Hotel Group has experienced increased efficiencies and improvements to the overall recruitment processes since the implementation of PageUp Recruitment. The PageUp platform has enabled the group to reach and attract a wider demographic of candidates, resulting in a surge of applicant volume. “With a 70% increase in applications since the start of PageUp integration, we are now able to activate strategic talent pooling and pipelining to facilitate the hiring of quality talent and higher applicant-to-hire conversion ratios. PageUp will be a great vehicle to support the next phase in elevating our recruitment lifecycle,” says Lien Chu, Director Human Resources and Talent Acquisition.

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Bucknell University

Mon, 26 Aug 2019 06:24:51 +0000

THE CHALLENGE

As a world-class higher education institution, Bucknell University fosters a culture of opportunity and innovation to ensure a rich learning experience. At its heart lies a strong ethos: inspiring people to thrive and take bold steps in learning.

With faculty playing a prominent role in fuelling the minds of students, the HR services team at Bucknell University needed a robust recruitment management system to support the highly complex nature of faculty hiring. Recruitment consultants, Kelly Dinan and Brandy Bloom, along with Director of HR Services, Marcia Cooney, led the project to source and implement a fit-for-purpose recruitment system.

THE FOCUS

Applying for a faculty position at a university is a lengthy process. During the application stage, candidates must submit several specialisedspecialized documents: including a resume, cover letter, research statement, teaching statement and confidential letters of recommendation. Depending on the type of faculty position, a teaching portfolio, sample curriculum, writing samples, research statement, a statement of teaching philosophy and other relevant documents may also be required.

The applicant tracking system that Bucknell University previously used wasn’t equipped to meet the demands of faculty recruitment. The HR services team found themselves tasked with two challenges – finding a system to streamline and optimiseoptimize recruitment for all, and getting stakeholder buy-in from key players. “We had to have some faculty buy-in for our initiatives to be successful,” says Cooney.

The team was impressed by the functionality of PageUp Recruitment. They held mini introductory demonstration sessions with key faculty members from each of Bucknell’s three colleges and the Provost’s Office to get initial stakeholder buy-in. “We started with a core group of individuals that we thought would be potential supporters,” explains Cooney. “We brought them in and showed them some of the things PageUp could do – and how we anticipated that it could help them with faculty recruiting.”

A key feature of its previous applicant tracking system was the ability to support the management of faculty documents, especially confidential letters of recommendation. The team were tasked with convincing internal stakeholders that implementing PageUp would help streamline faculty processes. “The concept was that it was going to be a lot easier for search committees because they would only have to learn one system for staff and faculty recruiting. Evaluating and communicating with candidates directly in the system would be easier, as well as the ability to efficiently manage and send documents to others involved in the search process,” says Cooney.

Having the support of faculty leaders made the PageUp selection and implementation process a smooth one. “Ultimately the PageUp system was an easy sell,” says Cooney.

THE SOLUTION

PageUp enabled the HR team at Bucknell University to streamline recruitment – including the complexities of faculty recruitment. They have received positive feedback from internal stakeholders. “The faculty are happy. They can access everything easily,” says Dinan.

“The faculty are happy. They can access everything easily.”
– Kelly Dinan, Recruitment Consultant, Bucknell University

Dinan’s role involves getting faculty departments and search committees up to speed with the functionalities of PageUp. “I work with academic assistants using the events schedule and interviews, which has streamlined their work. If you can sell it to the support staff, or those who are managing the applications, that’s a huge talking point in terms of the robust features you can use,” she says.
An important part of the process for the Bucknell HR team was highlighting the ongoing support with PageUp. “We have layers of support in PageUp that we didn’t have before,” says Cooney.

“We have layers of support in PageUp that we didn’t have before.”
– Marcia Cooney, Director HR Services, Bucknell University

Bucknell University’s next step is to start using PageUp for the faculty offer process. The HR Services team expects additional benefits and efficiencies as a result of this next phase.

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Stanwell Corporation

Tue, 11 Jun 2019 03:07:56 +0000

THE CHALLENGE

Stanwell Corporation is a renowned energy provider supplying large commercial and industrial customers in Queensland, New South Wales, the Australian Capital Territory and Victoria. In a year, Stanwell generates over 4,000 megawatts of energy through its gas, coal and hydro power stations. The corporation’s People and Culture teams are constantly recruiting top talent – while staying aligned to its brand promise of producing energy that’s reliable, affordable and sustainable.

Stanwell’s previous systems were challenging. “We were basically working off spreadsheets and a filing system, so there were a lot of inefficiencies with no single source of data. Our systems were very costly and non-integrated and they didn’t cater for cross-team collaboration or allow one experience for candidates and our in-house teams,” said Peter Johnston, Manager – People and Culture Services. “We were looking for a talent management system that could consolidate all of our capabilities to allow our People and Culture teams to work as one. We also wanted to increase employee engagement through a unified talent management strategy,” he said.

“We were looking for a talent management system that could consolidate all of our capabilities to allow our People and Culture teams to work as one.”

– Peter Johnston, Manager – People and Culture Services
Stanwell Corporation

THE FOCUS

Johnston and his team identified that they needed a consolidated human capital management strategy – one that included a robust talent management framework. Empowering hiring managers, recruiters and leadership teams with one system for job advertisements and candidate relationship management right through to onboarding, learning and succession was a key focus.

THE SOLUTION

After reviewing other talent management solutions in the market, the Stanwell team selected PageUp. Initially, the team implemented PageUp Recruitment – and later added the full PageUp talent management suite including PageUp Onboarding, Learning, Performance, Analytics and Succession modules. “We extended out to the full PageUp talent management suite based on the satisfaction we experienced with PageUp Recruitment. We were definitely looking to incorporate a number of functions due to our disparate old systems, spreadsheets and databases. After looking at other products in the market, we decided that PageUp was the best solution for us,” said Johnston.

“We extended out to the full PageUp talent management suite based on the satisfaction we experienced with PageUp Recruitment.”

– Peter Johnston, Manager – People and Culture Services
Stanwell Corporation

The Stanwell team now enjoys the powerful and seamlessly integrated functionality of PageUp Recruitment, Onboarding, Learning, Performance, Analytics and Succession modules. “The integration of all PageUp modules has made a real difference to the overall People and Culture function of the organisationorganization,” said Johnston. Working from one system is a welcome change. When the team was working across multiple systems, decisions were made that were incompatible with other People and Culture functions. “We’re now able to be more collaborative and we consult each other prior to any decision-making. PageUp has given my team full visibility of each People and Culture process, which is something we were unable to do before,” he said.

“The integration of all PageUp modules has made a real difference to the overall People and Culture function of the organisationorganization.”
– Peter Johnston, Manager – People and Culture Services
Stanwell Corporation

Another great benefit for the team is the ROI they’re seeing post-implementation. Costly old systems have now been decommissioned and they have eliminated manual spreadsheets and databases. “With PageUp, all of those processes have been integrated,” said Johnston.

Hiring managers and recruiters are delighted with PageUp. They are now empowered to utiliseutilize analytics dashboards and full reporting functionality; and as a result, have noticed greater efficiencies in their daily workflows. “There was a lot of work upfront to define our capabilities and these formed a lot of the foundations of what we do in talent management,” he said.

Johnston feels that each of the PageUp modules has brought the entire Stanwell team together. Senior managers have the ability to self-serve and review candidate resumes – while leadership teams can look at their full bench strength and identify development plans for succession roles. “There is a pipeline of talent coming through, enabling us to place people in hard-to-fill roles,” he said.

Working with PageUp team is a two-pronged approach for Johnston and his team: it’s both proactive and reactive. “PageUp is always checking in with us and we are kept updated with regular newsletters and informed about new functionality,” says Johnston.

“PageUp is always checking in with us and we are kept updated with regular newsletters and informed about new functionality.”

– Peter Johnston, Manager – People and Culture Services
Stanwell Corporation

The Stanwell team feel comfortable reaching out to their dedicated PageUp team for assistance. “Knowing that support structure is in place means we can raise any issues and know they will be resolved within appropriate timeframes,” said Johnston.

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Affinity Education

Wed, 15 May 2019 08:21:55 +0000

THE CHALLENGE

As a dedicated provider of early childhood learning, Affinity Education operates over 150 education centres across Australia. Their team of learning professionals fuel the minds of 15,000 little stars in the making. The organisationorganization’s brand promise is to inspire and nurture individuals to reach their full potential: and they pride themselves on bringing the indikiduality into everything they do.

The Affinity Education HR team needed to create greater efficiencies in their day-to-day recruitment and onboarding processes. Early childhood learning is a unique sector – comprising of full time staff and a casual talent pool of people who step in and fill last minute staffing gaps. It’s imperative to have a seamless recruitment and candidate nurture process which is user-friendly for everyone – from candidates and casuals to hiring managers and area managers.

Linda Carroll, Head of People and Culture and her team were looking for a holistic system, where everything could be housed in one place. “We wanted a system that could provide our customers, centre managers and area managers with transparency of where we were at with recruitment processes, that could also take the place of the onboarding system we had at the time,” she said.

The team set themselves a goal: to find a provider who would work with them to implement a recruitment and onboarding system within tight timeframes and meeting their key requirements.

“We wanted a system that could provide our customers, centre managers and area managers with transparency of where we were at with recruitment processes, that could also take the place of the onboarding system we had at the time.”

– Linda Carroll, Head of People and Culture
Affinity Education

THE FOCUS

Aside from increased transparency and a seamless experience, the team were looking to remove manual processes from their day-to-day recruitment and onboarding. The organisationorganization’s existing tech stack had recruitment, onboarding and reference checking in three separate systems: which meant a highly manual experience for administrators and users. “New people coming into the business had to access three different systems, and we used to get several phone calls and emails from centres to see where their recruitment was up to,” said Kate McShane, Employee Relations Manager. “We were looking to increase efficiencies in recruitment, so that we no longer had to deal with system issues when candidates and users were trying to login from different platforms,” she said.

“We were looking to increase efficiencies in recruitment, so that we no longer had to deal with system issues when candidates and users were trying to login from different platforms.”

– Kate McShane, Employee Relations Manager
Affinity Education

THE SOLUTION

The team chose PageUp to help streamline its recruitment and onboarding processes. “We selected PageUp simply because they were the best provider we could find in the market for our needs,” said Carroll.

Affinity’s implementation team were impressed with PageUp’s ability to successfully deliver a system within the organisationorganization’s tight timeframes. “Implementation was quick and seamless. We had six weeks to implement whilst also managing our full time roles. Any minor challenges were easily fixed – the PageUp team were really helpful,” said Renee Ransfield, Recruitment Manager.

“We selected PageUp simply because they were the best provider we could find in the market for our needs.”

– Linda Carroll, Head of People and Culture
Affinity Education

Implementing PageUp has delivered greater efficiency and a better experience for all users, and the system has integrated seamlessly with Affinity’s current business processes. “Being able to make changes quickly has been great from both a recruitment and a management perspective,” said McShane.

“Implementation was quick and seamless. We had six weeks to implement whilst also managing our full time roles. Any minor challenges were easily fixed – the PageUp team were really helpful.”

– Renee Ransfield, Recruitment Manager
Affinity Education

From a recruitment perspective, the team feel they can perform their roles better because they have access to accurate reporting and analytics dashboards. “We’ve had a lot of success being able to accurately report with PageUp. We can now download and manipulate the data as we need to, which we haven’t had the ability to do previously,” said McShane.

Affinity Education is also seeing real savings on their bottom line. “The savings we’ve achieved by implementing PageUp have been both economical – considering we’ve been able to successfully combine three systems into one: which has been great from a business value perspective – but also from a customer satisfaction perspective,” said McShane.

Post-implementation, the team are full of praise for the great support they receive from the PageUp team. “We use live chat regularly. We love that it is instant – someone from PageUp is there to instantly assist with queries you have. If something needs further investigation, the PageUp team get back to us within 24 hours.”

Now that PageUp is fully implemented, managers have complete transparency of the recruitment process, which allows them to identify what’s working and pinpoint areas for improvement. “There’s a lot of feedback around the efficiency of the system, the quicker time it’s taking to fill these roles, transparency and the ease of use,” said Carroll.

“There’s a lot of feedback around the efficiency of the system, the quicker time it’s taking to fill these roles, transparency and the ease of use.”

– Linda Carroll, Head of People and Culture
Affinity Education

The Affinity team set out to achieve seamless integration between recruitment and onboarding systems as well transparency to all end users: and they have met their goals. “We feel we’ve been able to do all of those things with PageUp,” said Carroll.

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James Cook University Singapore

Thu, 11 Apr 2019 06:47:26 +0000

The challenge

In 2003, James Cook University (JCU) Australia established a campus in Singapore with a vision to provide quality education to a diverse community. As an institution, they are ranked in the top 2% of universities in the world. To further bolster their reputation of excellence, JCU received the highest level of accreditation from the Singapore Government: the EduTrust Star in 2015.

To help the University maintain their exemplary status, Shazwana Nartino, Senior Executive Human Resources and her team felt greater efficiencies were needed in day-to-day recruitment processes. Their older-style systems were extremely time-consuming, involving a lot of email and verbal communications. To help move the institution forward and attract the best talent, an overhaul of its talent management processes was in order.

The focus

To achieve the team’s ideal recruitment approach, they required an easy-to-use system that would eliminate back and forth communication between departments. They also wanted to make the process easy for all of their in-house recruitment teams. “We used to follow up with people with paper-based forms and get sign off on everything,” said Shazwana. With such time-consuming processes in place, it’s no surprise that the team were leaning towards automated solutions.

It was essential for Shazwana and her team to identify which processes were going well and where bottlenecks were occurring. “Having everything in a manual process meant that we were checking back with recruitment teams to see where the position descriptions were at, how we were progressing with shortlisting candidates and manually sending job applications to different departments. We wanted a system that could automate the entire process of posting jobs, creating shortlists and allowing different users within our organisationorganization to check progress.”

“We wanted a system that could automate the entire process of posting jobs, creating shortlists and allowing different users within our organisationorganization to check progress.”

– Senior Executive Human Resources
James Cook University, Singapore

The solution

The JCU team chose PageUp Recruitment to help streamline and automate its recruitment processes. Since implementation, Shazwana and her team have enjoyed greater efficiencies. “Before PageUp, we had to get people from other departments to sign off on forms. With the PageUp system, we know the status of each form because everything is accessible to all of our users online. Now we can just direct them there,” said Shazwana.

“It’s all online, so our recruiters can get to their candidates and look through their background and resumes much faster.”

– Senior Executive Human Resources
James Cook University, Singapore

The recruitment team are also raving fans of the PageUp system. Automating processes has led to increased visibility of current job postings, job end dates, sourcing channels and a much easier way to perform reference checks. “It’s all online, so our recruiters can get to their candidates and look through their background and resumes much faster. PageUp is better than our previous manual one-drive system, where users had to download CVs, which took up a lot of time,” she said.

With a solid recruitment system now firmly in place, Shazwana and her team feel at ease working with PageUp. “I am very comfortable with PageUp, because they understand what is required and where we are coming from – given their experience with advising other education institutions. They know exactly what we need in our recruitment processes,” she said. PageUp worked closely with the team to ensure the new recruitment system wouldn’t deviate too far from their current workflows. “PageUp allowed us to customisecustomize our forms and basically moved it all online,” she said.

“I am very comfortable with PageUp, because they understand what is required and where we are coming from – given their experience with advising other education institutions. They know exactly what we need in our recruitment processes.”

– Senior Executive Human Resources
James Cook University, Singapore

PageUp’s post-implementation support is also reassuring for the JCU team, who often use the chat functionality to ask questions. “PageUp are very fast and reliable. Whenever I have a question, I use chat and the PageUp team answer me straight away. If I have more questions, I can email them an image and the team will follow up quickly to make sure everything is working. I’m never left waiting for a response,” she said.

“PageUp are very fast and reliable. Whenever I have a question, I use chat and the PageUp team answer me straight away.”

– Senior Executive Human Resources
James Cook University, Singapore

JCU’s partnership has been a great success. Automating processes has empowered the wider recruitment team to self serve when they need to post a job or track the status of jobs – freeing up the HR team to focus on core human capital functions.

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Tarrant County College District

Tue, 17 Nov 2020 23:26:00 +0000

The challenge

Tarrant County College District (Texas, US) is a fast-growing higher education institution with a mission to provide affordable and open access to quality teaching and learning. Backed by over 5,000 employees, their values-driven education and unending pursuit of continuous improvement offers real-world learning experiences that address societal needs. The college set out a challenge to provide the same better-than-textbook learning experiences for their employees. Something that would support a culture of continuous feedback, so their employees could better understand their contribution to the institutions’ goals.

We saw a significant reduction in the time it took for us to report to senior leaders, as the (PageUp) platform allows us to capture and present value very quickly.

Jennifer Benson,
Coordinator of Online Professional Development,
Tarrant County College

The focus

In these disruptive times, online learning such as educational courses and compliance training takes center stage – prompting colleges and universities to develop more innovative processes for their employees. Tarrant County College was seeking a smooth and agile system to support their people’s learning and performance.

With their previous learning technology contract coming to end and its inability to meet the Americans with Disabilities Act (ADA) requirements, the college sought a vendor and technology that could address these concerns.

But they didn’t stop there. Jennifer Benson (Coordinator of Online Professional Development at Tarrant County College) and her team began to research tools that would enable the connection between learning and performance. Through an RFP process, Tarrant requested a platform that could do all of this, as well as help curate eLearning experiences and encourage the skills development of their talent. Crucially, their chosen system would need to integrate seamlessly with Skillsoft and their SCORM learning.

The solution

PageUp helped Jennifer and her team improve the efficiency of delivering the necessary training programs and online learning modules to reinforce Tarrant’s professional growth culture. “PageUp’s Learning and Performance modules allow our managers to have more regular and effective performance conversations with employees,” Jennifer says.

“That’s because every discussion around performance has the opportunity to turn into a development discussion. We especially love that our employees and managers can operate from the same platform and that they can track any conversation they’re having at any time in their performance reviews.”

PageUp’s Learning and Performance modules allow our managers to have more regular and effective performance conversations with employees.

Jennifer Benson, Coordinator of Online Professional Development,
Tarrant County College

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Bates College

Wed, 18 Nov 2020 23:27:48 +0000

The challenge

A leading international liberal arts college, Bates College, has made it its mission to create an academic community that reflects the richness of the world into which its students will graduate. Founded in Maine in 1855, Bates College has always admitted students regardless of race, religion, background or gender and was the first coeducational college in New England.

While an institution recognisedrecognized for innovations in teaching and learning, Bates College was yet to investigate leading-edge HR technology. The college eventually looked for a system that could help them automate, analyze and improve their process for finding, developing and motivating their talent.

Melani McGuire, Director of HRIS and Project Management and Melissa Benoit, Manager of HR Partner Services and Deputy to the AVP of Human Resources at Bates College faced significant challenges with a previous technology solution. Despite their confidence in the potential of HR technology, the team had no other choice but to revert back to their manual, paper-based methods to get the job done.

The focus

Creating a seamless experience for finding and onboarding new hires, as well as keeping track of performance objectives for all employees was critical to the college’s EVP. With two different tools to track and measure performance, the team sought a single solution that would be easy for both HR administrators and employees to use.

For us, performance management was much more than just a box-ticking exercise. We had clear objectives to create excitement for our employees, as well.

Melani McGuire
Director of HRIS and Project Management
Bates College

The other missing piece to the puzzle was the need to automate an exceptional recruitment and onboarding experience to welcome newcomers to Bates College and get their people up to speed quickly. Best-of-breed technology that could tick off compliance requirements and give Melani, Melissa and their team the ability to optimiseoptimize each step of the talent lifecycle was key to their decision-making.

One of the biggest pinch points for US higher education HR functions is getting multiple stakeholders to collaborate effectively on position description documents. Position descriptions play an important role in the college’s overall recruitment process, offering total transparency and ensuring their job postings are compliant with the law. The team needed to “ensure hiring managers and committees were aware of the position requirements needed,” says Melissa. “It’s about getting the right questions into the system to identify top candidates and ensuring that our hiring decisions are based on the position requirements.”

The solution

With the help of PageUp, Melani, Melissa and their team are already seeing the benefits of having a talent system that’s “streamlined and feels much more complete from a talent lifecycle perspective,” says Melani. The team engaged departments across the organisationorganization to create a tailored talent management system that would support their institution and empower the people who use it. Not only are they enjoying their one-stop talent system, they’ve become early adopters of our user-centred solution for position description management.

The job description module is slick. We particularly love being able to quickly filter those candidates and remove bias from the hiring process.

Melissa Benoit
Manager of HR Partner Services and Deputy to the AVP of Human Resources
Bates College

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Building a successful alumni program with Mandarin Oriental Hotel Group

Mon, 19 Apr 2021 20:07:16 +0000

Challenge

Mandarin Oriental Hotel Group is the award winning owner and operator of some of the most luxurious hotels, resorts and residences located in prime destinations around the world. Increasingly recognisedrecognized for creating some of the world’s most sought-after properties, the Group provides 21st century luxury with oriental charm.

As the Director of Human Resources and Talent Acquisition, it is Lien Chu’s responsibility to drive global talent acquisition to support organisationalorganizational growth. However, the impact of COVID-19 led to a significant drop in hiring needs with recruitment freezes across many organisations in the Hospitality industry. For Lien, this was an opportunity to rethink and pivot the Group’s talent acquisition strategy to focus on employer branding and building talent communities.

Focus

Mandarin Oriental identified its alumni networks – former employees – as an untapped source of quality hires. With no structured alumni program in place and only 3% of hires coming from former employees, Lien needed to attract and engage this audience. The goal was to increase alumni hiring to 20%, reducing recruitment and onboarding costs whilst increasing employee engagement and retention.

With budgetary restraints, Lien was keen to identify a cost-effective technology solution to extend the current Mandarin Oriental Colleague experience to alumni. “We steered away from traditional recruitment marketing channels used to drive alumni programmes. To deliver a branded, immersive alumni experience, we sought a solution that was flexible, customisablecustomizable and user-friendly.”

“Given the complexity of times, we shifted our focus on fortifying the Group’s employer brand positioning to attract untapped talent communities. We needed a technology vehicle to facilitate that.”

Lien Chu, Director, Human Resources and Talent Acquisition,

Mandarin Oriental Hotel Group

Solution

PageUp partnered with Mandarin Oriental to deliver a recruitment marketing solution that creates an exclusive and engaging experience for alumni, known as their ‘Forever Fans’.

A dedicated landing page was created to allow alumni to easily register and interact with the content on the ‘Forever Fans’ portal. Behind the scenes, Lien can quickly update the landing pages with fresh company news, videos, and blogs based on alumni feedback. “The ability to engage with the alumni by sending out newsletters and customising it so that it was on brand to Mandarin Oriental is hugely important to us.” says Lien. “I appreciate the flexibility that the technology allows me”.

Lien is also leveraging the powerful CRM capability of the PageUp Recruitment Marketing platform to easily search her alumni network for right-fit talent. “If I’m looking for an Executive Chef in a particular location, I love that I am able to look into the alumni database, quickly identify who is a current or former Executive Chef and be able to approach the alumnus. Building the alumni community is effectively building a talent pool.”

When it comes to working with PageUp, Lien appreciates the personalised approach. “The PageUp team recognisesrecognizes there is no ‘one size fits all’ solution for their clients. I appreciate that they recognisedrecognized our unique set of challenges and partnered with us in the journey to achieve the best possible outcome.”

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Flight Centre

Wed, 09 Jun 2021 00:46:52 +0000

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The State of Arizona, Arizona Department of Administration

Wed, 02 Mar 2022 00:17:27 +0000

How a major U.S. state government attracts top talent, manages hundreds of thousands of applications, and facilitates exceptional training to retain its workforce.

The challenge

The State of Arizona, Arizona Department of Administration has 108 unique agencies and more than 36,000 employees. This makes it the second largest employer in Arizona.

The organisationorganization receives more than 375,000 applicants annually. The sheer number and diverse range of roles pose a unique challenge for its recruiters.

On top of this, the State is taking a hybrid approach for employees returning to the office. Some agencies and divisions offer hybrid models to accommodate the need for on-site coverage. Others have moved to permanent remote solutions to save office space and costs.

The State needed to implement a talent management system to accommodate this digital shift. The talent team needed a way to attract top talent, manage applications effectively and deliver an exceptional onboarding experience.

The focus

More than 55% of employees would prefer to work remotely at least 3 days per week, according to PwC’s 2021 U.S. Remote Work Survey.

Luckily, the State of Arizona was ahead of the game, trialing remote working models prior to the pandemic.

“We’re listening to our employees about what works best for them,” says Kimberly Adams, Senior Business Analyst at the State of Arizona Department of Administration.

“Although state government may provide less remuneration than the private sector, we attract great talent through remote work flexibility, promoting our generous benefits packages, and providing continuous training. We also offer subsidies, retirement plans and prestigious certification opportunities.”

To promote these benefits, the State relies heavily on social media, targeted messaging on its career site, and employee testimonials. A strong focus on DEI helps the organisationorganization attract diverse talent.

Adams’ team has also implemented strategic measures to target and attract veterans, early-career professionals and tech talent.

The solution

PageUp’s talent management solutions have played a critical role in facilitating the State’s remote working processes. This includes seamless marketplace integrations with hiring boards like LinkedIn, as well as virtual tools to screen, interview and hire remotely.

“PageUp’s marketplace integrations have allowed us to have a direct integration with LinkedIn. Our recruiters can post to our internal/external career page and LinkedIn in the same workflow within PageUp,” explains Adams.

“Recruiters no longer need to login to LinkedIn to post their jobs separately and there is no need to manually add candidate resumes from LinkedIn. This saves our recruiters valuable time as PageUp handles both ends of the integration process.”

Pivoting online with PageUp Recruitment Management

PageUp Recruitment Management software allowed the team to pivot quickly to online interviews and digital recruitment processes. PageUp’s highly configurable ATS allows the State’s HR team to easily manage hundreds of thousands of applications and pipeline talent for future roles.

“PageUp Recruitment Management helped us pivot to online and hybrid ways of working by allowing all of our users including applicants, hiring managers and recruiters to access all facets of the recruiting process online. We also conduct many interviews online rather than in person using PageUp processes,” says Adams.

Shifting recruitment processes online hasn’t come at the expense of DEI. Thanks to PageUp’s accessible sites and job boards, the State can uphold inclusive recruitment processes for applicants with special needs.

“We previously set up workstations in many offices throughout the State with staff to assist these applicants and others having difficulty applying for jobs,” says Adams.

“The PageUp job board is an ADA accessible site which allows visually impaired applicants to easily apply for jobs. We no longer need extra office workstations to assist applicants as they can easily apply online and even from a mobile device.”

“PageUp has helped us to pivot to online working as it has a built-in resume viewer allowing hiring managers and recruiters to view resumes from a web browser. To view resumes, it isn’t necessary to have the same version of Word or other resume authoring tool as the candidate had installed on their PC. This saves us calls to IT for software installation and on software license costs.”

Kimberly Adams, Senior Business Analyst, State of Arizona Department of Administration

CustomisingCustomizing the new hire experience with PageUp Onboarding

With a strong focus on engagement and early training, PageUp Onboarding sets new starters up for success from day one. This is especially important when onboarding new employees remotely: onboarding processes need to go above and beyond to connect new starters to the institution and minimise disengagement.

“We use PageUp Onboarding to engage our hires between the offer and hire stage to continue the communication to the candidate with “welcome” and “what to expect next” messages at the critical stage where the candidate may drop off and accept an offer with a different employer,” says Adams.

“PageUp automates the messages and steps in the process allowing us to use templates to customisecustomize the new hire experience. Remote employees learn how to obtain devices and get started on their first day. New hires in-person are given instructions regarding parking, who to meet with in the office and where their workstation will be. We try to prevent the new hire from feeling lost and not knowing where to go on day one.”

“We also use Onboarding for the “first day”-specific tasks and reminders for new hires. These include where and how to access training as well as introductory information about working for the State. Managers are also sent tasks and reminders after the first week to ensure they meet with their new hires and set goals and expectations.”

With PageUp’s suite of talent acquisition solutions, The State of Arizona Department of Administration is able to provide a captivating remote and in-person candidate experience from first interaction to first day. The State can now attract high-quality talent at-scale, deliver a personalisedpersonalized and engaging experience for both online and in-person candidates, and set new starters up for success before day one.

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Bendigo and Adelaide Bank

Tue, 01 Feb 2022 22:57:47 +0000

After relying heavily on job boards and receiving little ROI, Bendigo and Adelaide Bank turned to PageUp to maximisemaximize sourcing channel effectiveness.

The Challenge

A proud regional and community-focused bank, Bendigo and Adelaide Bank employs 7,000 people and helps over 1.9 million customers achieve their financial goals.

After shifting recruitment responsibility from individual divisions to a centralisedcentralized function, the hiring team was busier than ever before. Increased demand for roles and a decrease in suitable applicants meant proactive recruitment strategies were being put on the backburner.

“We increased our spend on job boards, but we weren’t seeing conversion rates,” says Belinda Leon, Employer Brand Specialist at Bendigo and Adelaide Bank.

“We needed accurate recruitment data to see what was working, what wasn’t, and compare apples with apples.”

Leon and her team did a complete assessment of critical recruitment functions, including sourcing channels, applications, hiring processes and workflows. A deep dive into the data revealed job boards made up 59% of applications, but only 2% of these applications resulted in an actual hire.

The Focus

Savvy recruiters understand that in today’s tight labour market, candidates discover and connect with organisationsorganizations through a number of different channels: careers sites, review sites, social media, word of mouth, and more. Bendigo and Adelaide Bank knew they could attract top talent through these underutilisedunderutilized channels and wanted to put their best foot forward on every platform. The team also undertook detailed employee value proposition (EVP) research to ensure the content, values and benefits it was promoting was attractive to its target talent segments.

“We re-validated our EVP to ensure it still spoke to the market and used PageUp data to understand our baseline,” says Leon. “From there, we built candidate profiles and created editorial calendars. This would ensure we had the right content to speak to these personas and told a consistent story across recruitment channels.”

The Solution

Using PageUp’s easy-to-edit careers site builder, the team launched a new internal careers site featuring personalisedpersonalized job recommendations and content, as well as launching landing pages on their external career site for key business areas. With many business units experiencing exciting, major transformations, Bendigo and Adelaide Bank are now able to sell the vision and story behind these changes to create a personalisedpersonalized candidate journey.

“This offered a better candidate experience, particularly for internal mobility. We also looked at conversion rates, drop-off rates, and the type of content potential candidates were engaging with across landing pages,” explains Leon.

Bendigo and Adelaide Bank used multiple calls to action on its careers site to capture candidate details, then relied on PageUp’s talent pooling functionality to segment different talent groups.

The team is partnering closely with the business and HR to understand business needs and requirements and pipeline candidates ahead of vacancies arising. Sharing the dedicated landing pages, which include the calls to action, helps ensure that key talent is engaging with the brand and being captured, even when jobs aren’t live.

The Talent Pipeline work is also being linked to their internal talent mobility efforts. This ensures internal candidates are given development opportunities and included in the Talent Pipeline.

Leon’s team created an employee ambassador program, encouraging employees to participate in photoshoots and share their stories on social media (including employees who had made successful lateral career moves). Beyond day-to-day activities, these stories promoted the intangible benefits of working in the organisationorganization, to get quality candidates over the line.

By relying on data and investing in alternative sourcing channels, Bendigo and Adelaide Bank showcases their EVP with consistent branding, has established a strong recruitment process, and created a more effective process for sourcing talent from internal and external networks. The payoff is reduced cost and time to hire, greater personalisationpersonalization, and a more engaged pool of talent.

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APM

Thu, 21 Oct 2021 04:43:53 +0000

The challenge

Since 1994, APM has delivered life-changing human and healthcare services to enable better lives across 10 countries. With a network of 7,500 people, their services reach more than a million people each year.

APM is on a growth trajectory, with high demand for its disability employment, allied and occupational health, psychology and wellness services.

But this created a twofold challenge: finding talent to grow key areas of the business, and growing in a highly-competitive market.

Allied health roles typically receive four applicants per role, in comparison to retail, where there is an average of 90 applicants per role.

International and local border closures meant qualified, available talent was even tougher to access. Attracting enough applicants required a different approach.

The focus

To forge a trailblazing talent attraction strategy, APM’s Employer Branding Manager Dario Paolini needed to understand how to attract APM’s ideal candidate personas. He also knew APM needed to elevate and amplify its brand – not an easy feat, considering the organisationorganization operates across 10 different brands.

Paolini started off by undertaking detailed market analysis. It revealed 73% of qualified candidates were passive candidates, and just 27% were active candidates. It typically took four months for candidates to move from awareness to applying for a role.

With this knowledge, we knew we needed to focus higher in the recruitment funnel. A best-in-class careers site would allow us to educate top talent about our vision, values and story, engage this passive audience and encourage them to apply,

Dario Paolini, Employer Branding Manager,APM

APM adopted a recruitment marketing strategy to drive content into spaces where their target audience consumed media. This would help the business generate awareness and interest among active and passive candidates. They could then turn that interest into a pipeline of prospective candidates.

The solution

APM used PageUp Recruitment Marketing to launch 19 different job search pages across its 10 brands. With custom content for each brand driving traffic to the careers site, the business can capture the interest of human services and healthcare talent, then move them from awareness to application. A simplified signup process and compelling Calls to Action (CTAs) makes it easier for visitors to enter APM’s talent pool and stay updated with content and suggested jobs.

PageUp software empowered APM’s team with insights to understand the content driving engagement and application rates, where applicants were coming from and how people interacted with the content.

Within eight weeks, we converted 18 new hires. 40% of candidates who reached the interview stage were hired. They wouldn’t have applied for a role unless they were engaged and nurtured along the way,

Dario Paolini, Employer Branding Manager,APM

Having a full view of the recruitment funnel allows APM to capture visitors and convert them to hires using automated workflows. For example: by setting up automatic notifications to those who did not apply, but viewed or started an application, APM saw a significant increase in applications submitted.

“With these insights, we can continue creating content that speaks to our audience’s values and desires, authentically uphold the APM brand, and convert applications.”

Download case study

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Compass Group

Fri, 03 Sep 2021 05:29:30 +0000

Tapping into a pool of passive candidates with PageUp Recruitment Marketing

The challenge

Compass Group is Australia’s largest food and support services company, with over 11,000 employees nationwide. The company’s services extend across fine dining establishments in the CBD to Australia’s most remote towns. No matter where Compass Group operates, people are at the heart of everything they do.

The COVID-19 pandemic has not slowed Compass Group’s growth. Instead, it’s given the company even more drive to nourish bodies, minds and souls through its health and wellbeing-focused food and support services. With the goal of welcoming 8,000 new hires in 2021, Alissa Patoulios, General Manager, Talent at Compass Group needed a way to proactively attract candidates at scale by increasing brand awareness in the market. The competitiveness of the hospitality landscape posed challenges for high-volume recruiting.

Previously, Compass Group lacked visibility over the number of candidates visiting their careers site, what landing pages they came in through, and what content they were engaging with. “We had no analytics; that was one of the biggest challenges,” says Kristyn Maslog-Levis, Marketing Specialist at Compass Group.

The focus

Compass Group wanted to incorporate recruitment marketing strategies – like creating targeted and engaging careers site content – into their broader talent attraction efforts.

In a tight candidate market, Patoulios and her team realisedrealized that their current careers site was not going to differentiate the Compass brand. They needed an intelligent careers site that would allow them to easily create and update landing pages, job description and campaigns, while also delivering a personalisedpersonalized candidate experience.

The team also needed a system that could engage visitors with relevant job alerts and calls to action (CTAs), capture their details, and keep them interested for future roles.

The solution

Already a PageUp Recruitment Management customer, Compass Group leveraged the flexibility of PageUp Recruitment Marketing to create an intelligent careers site with engaging, targeted landing pages. The new solution allowed Park’s team to target specific candidate personas across its distinct business groups with purpose-built content. This content includes videos of team members, day in the life snippets, and highlights the company’s beliefs and benefits.

“Behind the scenes, it is very user-friendly. It’s made it easier for us to keep changing things as we go along, if there’s any additions that we need. Previously, the system we were using was very static and hard to tinker with,” says Maslog-Levis.

To capture high volumes of passive talent, Compass Group’s careers site features prominent CTAs across each landing page, including relevant location-based job alerts and chatbots. Automated nurture campaigns underpin each CTA, helping to regularly engage prospective hires and amplify Compass Group’s unique employee value proposition and benefits. This high-touch communication differentiates the brand in a competitive market, with minimal effort from the team.

“The biggest win and big success for us is the CTAs, the ability to capture that talent, whether it be through a live role or for our consideration for future roles,” says Patoulios.

Since January, Patoulios’s team has captured over 31,000 passive candidates that are warm and interested in the Compass Group brand. “We are looking to send out targeted communications to 16,000 of these passive candidates on how we are supporting our team members during the pandemic. Traditionally, we would not have had 16,000 candidates in our talent pipeline. These are a direct result of the CTAs on our careers site,” says Patoulios.

With PageUp Recruitment Marketing, Patoulios’s team can track careers site visitors and interactions. Since launching in January, over 65,000 candidates have visited the site, and PageUp’s heat map functionality highlights what content visitors are engaging with the most. “I really like the colour block analysis: I love seeing where the candidates are going, what they are clicking on. Looking at our career site block analysis, it’s all green,” says Maslog-Levis.

Compass Group also uses PageUp Recruitment Marketing to support careers fair hiring, seamlessly capturing talent to nurture and ultimately convert into hires. A two day careers fair saw 354 candidates placed into roles within months.

Moving forward, Compass Group will continue to leverage recruitment marketing functionality to proactively source talent and achieve its goal of 8,000 hires in 2021.

“If organisationsorganizations aren’t considering recruitment marketing as an option, there needs to be a pretty good business case around ‘why not’ given the current market. For those who are looking to increase their brand awareness and all the benefits that come with that, then this is the bolt-on that I would recommend,” says Patoulios.

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Big Four Audit Firm

Tue, 02 Dec 2025 04:38:56 +0000

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Travel + Leisure Co.

Tue, 02 Dec 2025 04:28:26 +0000

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World-Leading Healthcare Provider

Wed, 29 Oct 2025 03:22:29 +0000

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Golden Hippo

Sun, 28 Sep 2025 05:56:24 +0000

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Places for People

Sun, 28 Sep 2025 05:12:28 +0000

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Manchester Metropolitan University

Sun, 03 Aug 2025 00:50:35 +0000

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Octavius

Tue, 15 Jul 2025 05:10:27 +0000

Overview

Octavius Infrastructure Limited, a prominent player in the infrastructure sector, has undergone a remarkable transformation in its talent acquisition strategies. This case study delves into the journey of Octavius, tracing the evolution from its acquisition by Sullivan Street Partners in April 2022 to the implementation of a robust in-house recruitment model.

Formerly known as Osborne Infrastructure, the company rebranded as Octavius Infrastructure Limited in 2022. RecognisedRecognized for its commitment to excellence, sustainability, and community impact, Octavius specialisesspecializes in innovative solutions for Rail and Highways projects. The Construction Skills Network report projected a demand for 225,000 construction workers by 2027, positioning Octavius as a major recruiter in the industry.

In March 2022, Octavius initiated a comprehensive evaluation of their recruitment processes. Through input from employees, hiring managers, and external market intelligence, a strategic recruitment plan was crafted, emphasising resilience, user experience, and partnership.

Key initiatives

The team executed various initiatives in response to identified needs, such as developing an in-house recruitment solution, establishing a talent centre of expertiseexpertize, fostering collaboration with hiring managers, and introducing a ‘Recruiting for Talent’ course. These initiatives aimed to enhance the recruitment process, promote diversity, and create a collaborative environment.

The challenge

As a business, they faced challenges in filling open vacancies. This can be attributed to several factors, with the absence of a tailored ATS being a prominent one. Additionally, the lack of an ATS that aligned with their growth aspirations and business objectives hindered their ability to attract qualified candidates. Moreover, they were facing difficulties retaining candidates throughout the hiring process, resulting in an inadequate understanding of why candidates were dropping off. Both the candidate and hiring manager experiences were below expectations, hindering their ability to gather reliable data.

The results

To support the strategy, the team introduced PageUp Europe, in March 2023. This system streamlined approval processes, facilitated better candidate management, and introduced talent pools, internal portals, and a new Careers Website.

The implementation of the new recruitment strategy resulted in several notable achievements:

Substantial decrease in agency-filled roles, leading to cost savings and showcasing the value of the in-house recruitment team.
Pre-implementation, 32% of new hires were agency-recruited, a figure now reduced to 19%.
The post-implementation scenario paints a success story with noteworthy improvements in time-to-hire.
The vacancy authorisationauthorization process dropped from 3-4 days to under 2 days, while the time to send offers decreased from 5-6 days to 3-4 days.
The positive impact is evident in the 10% increase in new starter feedback
A remarkable 57% surge in the number of applications, averaging 42 more applications per vacancy.

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Mitie

Tue, 15 Jul 2025 04:18:42 +0000

It is no secret that recruiting high volume candidates is a difficult feat, and Mitie recognisedrecognized that their “One Mitie Resourcing” initiative goals would not be achieved without an innovative strategy.

The strategy

To improve stakeholder management and engagement, Mitie needed a centralisedcentralized resource that handled 100% of their recruitment roles. Combined with our Applicant Tracking Software (ATS), their team could reduce the risk of errors, improve reporting and accuracy, and automate processes, laying the foundation for a smoother candidate experience. But time was of the essence, as the full initiative had to be rolled out in just 10 weeks.

And so the centralisationcentralization began, and the “One Mitie Resourcing” project was in motion, supporting their two new business models: high volume or specialist recruitment. The team worked tirelessly alongside PageUp Europe’s experts to ensure a smooth transition.

“A significant part of this project was to build and ensure a consistent brand and employee experience which is fit for business.”

– Graham Rolland, Recruitment Project Manager, Mitie.

The solution

A new resourcing model, one stream of dashboards and reports, one centralisedcentralized team, and a TA suite that can effectively support a high volume of recruitment – these were the ingredients for success. Now, here’s the method.

PageUp Europe implemented new ATS features including:

Chatbot
Vacancy advert analysis
Quick apply
Quick shortlisting
Talent pools

This new-found automation allowed for a more streamlined recruitment process across the board. Mitie’s resourcing team could eradicate delays, unify job vacancies, increase efficiency through a centralisedcentralized and more cost-effective resource, and flex in and out of the solution when necessary.

“To achieve One Mitie Resourcing we needed an ATS that could meet our requirements and move us to a single ATS and a single way of working. PageUp Europe has helped us realign all onboarding processes and is the foundation for us achieving our vision.”

– Graham Rolland, Recruitment Project Manager, Mitie

The results

We’re proud that our award-winning recruitment software drives positive results for our clients, and we love seeing it boost their resourcing services. Here’s how our ATS upgrade helped Mitie level up:

Job offers being onboarded first time rose from 15% to 92.3%
Average applications per vacancy grew from 3.5 to 8.5
Diversity data collected on applications increased from 70% to 97%
Related spend reduced by 75%

Hiring managers are now fully onboard and are really seeing the benefits and efficiency improvements. Better yet, our highly accurate KPI data has allowed Mitie to kick-start a range of resourcing improvement projects.

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Five Guys

Tue, 15 Jul 2025 02:06:26 +0000

Overview

Since arriving in the UK in 2013, Five Guys has grown rapidly, now operating 164 restaurants. A big part of this success is thanks to attracting and retaining talented individuals. Their UK careers website, first launched in 2017, played a key role in this, but by 2023, it was clear the site needed an update to keep pace with the company’s expanding focus on career development, learning and development (L&D), and a wider range of rewards.

As Five Guys continues to grow, the careers site needed to evolve to meet new demands. The site needed to better showcase career opportunities, reflect the brand’s culture, and simplify the application process. Five Guys recognisedrecognized that to remain competitive in the hospitality sector, they needed a platform that engaged both active and passive job seekers while offering a seamless user experience.

To achieve this, Five Guys partnered with PageUp Europe, to reimagine their careers site and enhance the candidate experience.

The solution

Five Guys selected PageUp Europe as their partner in building a mobile-first recruitment platform to better showcase Five Guys as a place to have an incredible career in hospitality and to offer a slick, simple and seamless candidate journey.

Our team worked closely with Five Guys, conducting focus groups with key stakeholders to gather valuable insights. The feedback highlighted the importance of career development, rewards, and company culture, as well as the need for a streamlined application process.

We designed an engaging careers site that was simple, accessible, and informative. One of the key features developed by PageUp Europe was an interactive career path. This path guided candidates through entry-level roles as Crew Members to opportunities within the Support Office. Each stage of this path was visually presented, providing role summaries, development insights, and video content that authentically showcased the Five Guys experience. This approach allowed candidates to explore potential career trajectories and understand the development opportunities available at Five Guys.

PageUp Europe redesigned Five Guys’ careers site, transforming the way rewards and perks were presented. The interactive format keeps potential employees engaged, highlighting the value of a career with Five Guys.

The results

The new careers site, launched in January 2024, quickly demonstrated its effectiveness. In the first six months. Here are the results;

Five Guys have seen a 13.18% increase in new visitors and a 12.72% rise in overall visitor time spent on the site, indicating increased engagement with new and improved content.
The introduction of the interactive “Career Path” and “Rewards” pages, developed by PageUp Europe, resulted in a 5.86% increase in the number of pages viewed per session and a 2.97% increase in the time spent on the site. The new and improved pages helped showcase the company’s benefits and career development opportunities at Five Guys.
The bounce rate decreased significantly to 23.70%, down from 32.09%, indicating fewer drop offs and more engagement with the new site.
Five Guys saw a 23% increase in applications within the first 4 months since the launch. This can be attributed to the improved traction and effectiveness of their revamped website. This coupled with its ability to effectively showcase Five Guys’ opportunities and simplify the application process.

PageUp Europe’s collaboration with Five Guys transformed the company’s careers site into a powerful tool for attracting and retaining talent. The mobile-first, engaging platform showcased Five Guys as an employer of choice in the hospitality sector and provided a seamless candidate experience which highlights the rewarding career opportunities available.

Five Guys won the Silver Award for their career site at the 2024 IHR Awards

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Kier group

Tue, 15 Jul 2025 00:59:54 +0000

The challenge

The importance of giving candidates a great experience really can’t be underestimated. Kier’s previous application process was too complicated, taking over 10 minutes to complete, which led to more than 30% of candidates giving up part way through their applications. Onboarding took too long and recruiters were losing significant time each year due to various issues.

The careers site also had its challenges. It was buried within their corporate website which was aimed at a different audience and was not integrated with Google for Jobs or other job boards, making it hard for potential candidates to find and apply for open roles which included a significant amount of clicks.

To attract a wider range of candidates, both in thinking and background, Kier needed a recruitment process that wasn’t just fit for the industry, but a leader in the market.

Recognising these challenges, Kier decided it was time to revamp their recruitment software and processes to improve both the candidate experience and operational efficiency.

The solution

As part of their talent acquisition strategy, Kier identified four key areas that needed improvement:

Accessibility: Ensuring the careers site was easy to find and accessible for all candidates.
Simplification: Streamlining the process for candidates, recruiters, and hiring managers to make it more user-friendly.
Engagement: Giving recruiters more time to engage directly with candidates and convert website visitors into applicants.
Futureproofing: Implementing a system that could adapt easily to changing market conditions and allow for updates to content and processes.

Kier introduced a new recruitment system, PageUp Europe, internally branded as ‘Kier Recruit.’ This provided the opportunity to redesign the recruitment and onboarding process from the job search to the candidate’s first day at work.

The new system enabled Kier to create a standalone careers site focused on the candidate’s experience. Collaborating with PageUp Europe, colleagues, and candidates, Kier redesigned the site’s content to be people centric. This change led to a significant decrease in bounce rates, and candidates now spend more time browsing the site, gaining valuable insights to make informed decisions about their careers.

To further support inclusivity, Kier implemented a globally leading accessibility toolbar. This tool allows candidates to customisecustomize their experience by adjusting font sizes, colours, and animations. By prioritising accessibility, Kier ensured that all candidates, regardless of their needs, had equal opportunities to engage with the site.

The application forms were streamlined, reducing the number of questions to only the essentials and displayed in a format that was more inclusive. This has made the process quicker and resulted in a noticeable decrease in incomplete applications.

Throughout the recruitment process, candidates are kept informed via email and SMS. When invited to an interview, candidates can select a convenient time slot and calendar invites are automatically generated.

Candidates can request interview adjustments, ensuring a comfortable experience and feedback is offered to all interviewees, ensuring a good candidate experience.

Kier has also streamlined the offer and onboarding process. The onboarding process was simplified with features like auto-populated forms and gamification, making it more engaging. Candidates are now introduced to Kier’s culture through animations and a personalisedpersonalized pre-boarding stage, including a welcome video from the CEO.

The results

The transformation of Kier’s recruitment process has yielded impressive results:

Unique visitors to the careers site have increased by 110% with a 30% conversion to applications.
Visitors are spending 4+ minutes on the careers site, with a significantly improved bounce rate There is a much greater level of engagement and intent demonstrated by visitors.
The content in Kier’s application forms have been reduced by 68% which now takes around 1-2 minutes to complete. This led to an increase in complete applications, with incomplete applications reduced by 83%.
Recruiters have become more efficient due to a more stream lined process and have with more time to now engage directly with their candidates.
Candidates typically now receive written job offers within 48 hours, speeding up the process for both candidates and hiring managers.
During just six months, the accessibility toolbar was used over 19,000 times demonstrating a high demand for accessibility among their site visitors.

Kier’s candidate experience received a multitude of accolades in 2024, showcasing excellence in various aspects of recruitment and onboarding. This only strengthens their employer brand, making them a more attractive choice for new talent.

They were rewarded with the following awards:

* Candidate Experience at the Personnel Today Awards 2024

* Best Use of Mobile at the Onrec Awards 2024

* Bronze for Candidate Experience at the IHR Awards 2024

* Bronze for Onboarding Strategy at the IHR Awards 2024

*Gold for Recruitment Team – Large (More than 5,000 employees) at the IHR Awards 2024

Kier’s recruitment processes have been successfully transformed with the implementation of PageUp Europe. By simplifying the application process, improving accessibility, and enhancing the candidate experience, Kier has created a more inclusive hiring environment and is now better positioned to attract top talent in a competitive market.

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IWG

Mon, 09 Jun 2025 01:58:57 +0000

The challenge

With over 12,000 employees in more than 120 countries, IWG is the world’s number-one provider of flexible workspace solutions. To keep their brands firing on all cylinders, they often recruit for volume roles. But in doing so, they noticed their careers site wasn’t delivering an engaging candidate experience, or capturing their true identity.

IWG wanted to tell a truer, more engaging story about their culture and work life – one that improved brand awareness and attracted the right talent. The answer? A best-in-class careers site and a new EVP around their key message ‘Ambition never stops’, which brought on board internal stakeholders and partners. That’s where PageUp Europe came in.

“Our business relies on having brilliant people to consistently give our customers a “Great day at work”. Our previous careers website gave a poor candidate experience so was not delivering the quantity or quality of people we need.”

– Richard Solomon, Global Talent Director, IWG

The strategy

Putting the candidate at the forefront of their careers site design was key. Our team needed to carve out a clear and effective journey, with easy navigation, relevant and engaging content, and simple search features.

We wanted to transform IWG’s site into a ‘shop window’ for the new EVP, subtly increasing brand awareness and portraying an authentic view of the organisationorganization. This would give us the opportunity to take risks and be innovative, delivering aesthetics and layouts that jump off the page and draw candidates in.

This all had to be created with their new EVP goals in mind:

Capture the core employee experience, portray who IWG is, and demonstrate how their people drive the success of their global organisationorganization
Define and embed the employer brand and tone of voice throughout
Deliver an authentic, relatable message through real people’s stories

Then it was time for IWG to get stuck in!

The solution

Drawing on extensive research and analysis from candidates and competitors, IWG provided our experts with the user experience and candidate journey blueprint we needed to weave into their new careers website.

Adopting an agile approach to the design and build, we worked with their team to craft prototypes, pulling each page through a fine-tooth comb to ensure it:

Served the right purpose for the candidate
Was easy and efficient to navigate
Popped from the page with dynamic imagery and cutting-edge functionalities

There were no limits to how far the design could be pushed; we wanted to achieve something boundary breaking. Yes, it had to hit the new EVP principles, but authenticity was just as important. So advocates were carefully selected to tell IWG’s story from an employee perspective, rather than a recruitment one.

“The new careers site is easy to navigate, has engaging content and really captures the essence of our brands and people.”

– Richard Solomon, Global Talent Director, IWG

The results

‘Ambition never stops’ rang loud and true throughout the process and the finished product. IWG’s engaging and candidate-friendly careers site hit their new EVP goals, and showed innovative design and technological boundaries with stand-out features.

We’re proud that our experts were able to achieve their objectives. It’s why we love what we do, and why we’re so confident in our solutions. Here’s what that looked like for IWG:

Applications increased by 26%
Number of candidates reaching interview stage grew by 66%
Candidates’ time spent on the careers site rose from 50 seconds to 3.33 minutes
Bounce rate dropped from 85% to less than 50%
Mobile optimisationoptimization led to 50% of candidates viewing the site from a mobile device

From interactive 3D visuals and location targeting, to social walls and podcast libraries, we helped IWG break boundaries with their new careers site, and we couldn’t be happier with the results. But the ambition doesn’t stop there! We’re planning to send visitors on a journey around the site using user analytics and behaviours . Watch this space!

“We more than doubled the amount of time users spend on the site. People engage more with the website and are looking at video content, about us, discovering the podcast. We know these are working and need to do more of it.”

– Jon Allott, Global Head of Field Recruitment, IWG

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bp retail

Sun, 01 Jun 2025 05:20:57 +0000

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PagerDuty

Sun, 01 Jun 2025 02:15:28 +0000

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Ancestry®

Thu, 15 May 2025 05:25:16 +0000

Since using PageUp Clinch, Ancestry has seen:

25% of application volume coming from career site visitors
A 36% increase in career site traffic since the career site went live
An increase of 250% in started applications and 188% completed applications, year on year

The challenge

Ancestry® is the global leader in family history and consumer genomics. With over 40 billion online records and the world’s largest consumer DNA network, its mission is to empower journeys of personal discovery to enrich lives.

As a prominent and recognisablerecognizable company, Ancestry can leverage its high-profile external brand to boost awareness of its career opportunities. Over the past year, the team worked hard to create a new EVP to help them attract and retain a talented and diverse workforce. Talent Acquisition Marketing Manager, Kristen Jacobs, then faced a new challenge: activating that EVP, and creating a consistent, outstanding candidate experience across every candidate touchpoint.

“Candidate experience is number one. At Ancestry, we’re always looking for ways to improve the hiring process so it’s not frustrating for candidates. A poor experience can negatively impact a candidate’s impression of our brand — so it’s important we provide a great experience.”

—Kristen Jacobs, Talent Acquisition Marketing Manager
Ancestry

With innovation and cutting-edge technology core to the growth of the business, the team needed a powerful solution to help them bring their employer brand and EVP to life.

The solution

Ancestry chose PageUp Clinch for a complete and easy-to-use recruitment marketing solution. Using the Clinch career site builder, Ancestry built internal and external career sites quickly and easily.

“I am pretty technical but have never built a complete website before so working with Clinch on building the new career site has been fantastic —and very, very easy. Bringing our EVP to life on our career site has allowed us to reach more candidates and drive more qualified candidates to our roles.”

—Kristen Jacobs, TA Marketing Manager
Ancestry

The ease of use and flexibility of the platform brought Ancestry’s EVP to life, attracting and engaging more candidates and driving qualified job seekers to hit ‘apply’. Dynamic, targeted and engaging content showcased employees and expanded on the information available on the website. The team was able to whip up custom landing pages to speak to target talent segments with ease — pushing pages live in just half a day.

“The team was thinking: ‘How long will it take her to build this page? Probably weeks!’ And it took me half a day. That’s just one example of how easily I can use the platform to support the team. It’s been great to see how we are able to take what the candidates are looking for and build it out so quickly.”

With seamless integration with their Workday ATS, Ancestry can further enhance the candidate experience, allowing jobseekers to apply for a role quickly and easily. Being able to see the visitor-to-hire journey across the recruitment funnel gives the Ancestry team complete visibility into the recruitment process through in-depth end-to-end analytics —so they can see clearly what’s working, and where to adjust their sourcing and talent attraction approach.

With access to the powerful Clinch CRM, Kristen and the team are now exploring how they can harness this functionality to build and segment talent communities. Working with the broader recruitment team to introduce this workflow, the Ancestry team is excited to see the impact this sourcing channel will have on their ROI. This CRM functionality extends the power of Clinch beyond employer branding into proactive talent acquisition.

“’We can make a big impact on the business by utilizing our talent community. These are active candidates, who’ve expressed interest — and we have almost 100,000 individuals enrolled. We’re helping recruiters realiserealize the value of engaging candidates through the CRM.”

—Kristen Jacobs, TA Marketing Manager
Ancestry

Kristen also highlighted the impact of the outstanding customer support received. With a hands-on partnership approach, the team was always available to help every step of the way: through implementation, optimisationoptimization and beyond.

“Working with Clinch has definitely made my job easier, and it’s helped me support the whole team beyond building the initial site — (PageUp) Clinch support is fantastic.”

The results

Using PageUp’s recruitment marketing platform, Clinch, Ancestry has been able to activate its EVP on their career site and create a seamless experience for its candidates. By pairing Clinch with the Workday ATS to increase candidate conversion at speed, the team has seen an incredible 250% increase in started applications, and 188% in completed applications, year on year.

The new career site has emerged as an impactful, high-ROI sourcing channel, now driving 25% of application volume. With Clinch’s user-friendly platform and self-service CMS, the team now has an easy-to-manage solution, empowering them to take control of the employer brand, showcase the EVP and optimiseoptimize content on the fly.

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Kansas State University

Thu, 19 Dec 2024 01:56:48 +0000

Kansas State University (“K-State”) is an award-winning higher education institution and the first operational land-grant university in the United States. With a mission to foster excellent teaching, research, and service, it operates three main campuses, serves over 20,000 students, and engages approximately 5,000 employees.

The challenge

Part of K-State’s bold, strategic plan to become a next-generation land-grant university focuses on one essential pillar: building their workforce. The talent acquisition (TA) team recognisedrecognized the value of actively engaging candidates from the get-go with information to guide their decision-making process. But their basic careerscareer site and job board presented major challenges.

Their careerscareer site had a single landing page that spoke briefly to employee benefits and featured open roles, but was missing imagery or a compelling story that would inspire people to apply. The job search page listed jobs which lacked titles and had long descriptions, as well as a long list of filters making it difficult for jobseekers to navigate across devices. The application process was too long, deterring candidates. There was no way to capture passive talent, or follow up with candidates who had incomplete applications. Without a strong candidate experience, K-State’s TA team knew they were missing out on talent.

To make matters more complex, they only had visibility over two data points—complete vs. incomplete application numbers. Missing critical recruitment data made it difficult for TA to mobilisemobilize their talent strategy and make ongoing improvements.

The focus

Operating in a “team of two”, K-State Talent Acquisition Manager, Shannon Leftwich and her TA officer knew they could address these challenges with an innovative recruitment marketing solution.

They sought an engaging, user-friendly, and mobile-optimisedoptimized careerscareer site with functionality to capture active and passive candidates, stay ahead of competitors, and strengthen their talent pipeline. The solution needed self-service capabilities to keep their careerscareer site content fresh and provide candidates with important, compelling information, such as:

EVP (Employee Value Proposition) messaging
employee quotes
organisationalorganizational values
employee benefits
campus locations.

Additionally, they needed a revamped, easy-to-navigate job board to showcase roles and departments – a particularly important feature for recruiting hard-to-fill and regularly-recruited jobs. Automation capabilities would facilitate TA’s ability to connect with talent more readily and boost application rates, using minimal resourcing.

To support their ideal system and inform their talent strategy, TA needed data-driven insights to help them determine the best place to focus their time, effort, and budget.

The solution

K-State has successfully been using PageUp Applicant Tracking System (ATS) and Onboarding solutions for sometime. When they discovered the PageUp Recruitment Marketing solution, they soon realisedrealized it was the missing piece of their tech stack to help resolve their pain points and enhance top of funnel recruitment, talent attraction and engagement.

To kick off the project, Shannon and her TA officer partnered with K-State’s marketing team to ensure branding, messaging, and imagery were aligned throughout the change management process. With support from their PageUp project manager, they implemented a brand new, mobile-optimisedoptimized and user-friendly careerscareer site. It features strong EVP messaging, images, employee quotes, and easy-to-use job search. They were able to create dedicated landing pages with important information, such as K-State’s vision, strategic plan, recruitment FAQs, “talent tips”, “communities” (campuses), and more with ease.

“We knew this additional content would be valuable for candidates, but we were blown away by how much traffic these pages receive, particularly the ‘Our Communities’ page. It reinforced for us how much they need this information in their decision making. We’re very proud of this page, and our site. The PageUp system gives us more flexibility than we’ve ever had before.”

– Shannon Leftwich, Talent Acquisition Manager, Kansas State University

By combining PageUp Recruitment Marketing and ATS, they have transformed the job search experience. Prospective candidates now benefit from simplified filters and an intuitive browsing experience. Enhanced functionality allows job ads to include personalisedpersonalized recommendations for other roles, tailored to candidates’ browsing history. Additionally, the TA team has streamlined the application process, reducing drop-offs, increasing efficiency, and attracting higher-quality applications.

There are multiple CTAs for active and passive candidates to engage with K-State – such as “contact a recruiter”, express interest in a role, submit a resume, sign up for job alerts, and join the university’s talent network.

TA has established automated nurture sequences—for instance, encouraging candidates to submit incomplete applications—to engage candidates without manual effort. Within 10 weeks of launching the site, K-State has seen incredible conversion rates from this initiative:

52% of jobseekers who expressed interest in a role (without starting the application process) returned from the nurture sequence to complete an application, resulting in a 13% hire rate.
41% of candidates with incomplete applications returned from the nurture sequence to complete an application, resulting in a 10% hire rate.

Analytics demonstrate top-visited pages and career-related pages that have the biggest impact on application rates. TA is encouraged to see analytics around visitors’ time on site and return visits moving in a positive direction. Insights into sourcing channel effectiveness ensure they’re using their job ad spend wisely.

“Like many TA teams, we have a limited budget. So it’s incredibly impactful to know the sources where we achieve the best return for our ad dollars.

We’re taking full advantage of all PageUp tools to make really good decisions. We’re excited about the data we have access to, and our improved ability to communicate with candidates. We love that it’s totally customisablecustomizable and flexible. Implementation was seamless, and we felt supported every step of the way.”

By leveraging PageUp solutions, K-State has refined communications from attraction and engagement to hiring and onboarding by introducing new templates and automation that ensures consistent messaging aligned with their brand.

Looking ahead, the TA team is motivated to continue collecting candidate feedback, using data-driven insights, and optimisingoptimizing processes to secure top talent and deliver a best-in-class candidate experience.

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City of Kingston

Wed, 18 Dec 2024 21:50:47 +0000

“We’ve had teams that have been heavy recruiters for years and years, and from day one have gone ‘This is amazing. This is so much easier. We have much more visibility. It’s way more intuitive.’”

The City of Kingston is a local government area located south-east of Melbourne, Victoria, Australia. It employs approximately 1,600 people in diverse roles and specialisationsspecializations and focuses on delivering exceptional services and benefits to the community.

The challenge

The small but dedicated HR team at the City of Kingston operates within a decentralised recruitment model. Hiring managers are responsible for shortlisting, interviewing, and conducting reference checks. The HR team supports the business to curate advertisements, manage pre onboarding checks, the offer stage and onboarding.

The team faced a pressing issue: their Applicant Tracking System (ATS) provider discontinued its product, requiring a migration to a new solution. This transition highlighted several challenges they had been grappling with:

Limited flexibility: The ATS was rigid and required manual intervention to progress through each step with blockages in the process as it lacked agility in its approach. Tasks had to be completed sequentially, even when unnecessary, such as sending paperwork that wasn’t always needed.
Dependence on the provider: Any internal changes to the system’s configuration required the provider’s involvement, incurring additional costs and lengthy delays.
Lack of updates: The provider had ceased investing in the product, leading to outdated functionality and no enhancements with little support when issues did arise.
No analytics: The system lacked sufficient reporting capabilities, leaving the team without data and insights to inform decisions.

Beyond the ATS, the HR team needed functionality to keep new starters engaged, induct new employees and provide them access to online learning from day one. These gaps hindered their efforts to streamline onboarding, enhance employee learning, and ensure compliance.

The focus

The City of Kingston sought a modern ATS that would go beyond the capabilities of their previous provider and elevate their HR operations. Their priorities included:

Enhanced HR capabilities: They aimed to improve processes related to employee inductions and day one learning.
Seamless integrations: The new system needed to integrate with their existing payroll and HRIS systems to automate workflows and increase efficiency.
User-friendly system: Hiring managers required an intuitive system with the flexibility to tailor workflows to their business needs.
Actionable insights: They wanted robust analytics to provide visibility across the hiring process, share insights with stakeholders, and generate detailed reports to find trends, identify bottle necks and inform process improvements.

By addressing these focus areas, City of Kingston aimed to streamline recruitment, support employee development, and drive greater operational efficiencies.

The solution

After evaluating various options, City of Kingston selected PageUp ATS, Onboarding, and Learning solutions, identifying it as the best fit to meet their priorities.

“We went through a really competitive process. We landed on PageUp for a whole bunch of reasons, and really loved that PageUp is an Australian founded company.”

Sarah Varley, P&C Systems – Project Coordinator at City of Kingston

Throughout the implementation process, the system was configured to meet the needs of their People and Culture teams, internal business users and candidates. Receiving greater flexibility to align with their workflow ensured they got the most out of the platform.

“PageUp came with a defined plan, but also flexibility. We had really great project leads and phenomenal implementation support who were experienced in working with other local councils, which was very helpful for us.”

The ease of use and new found control has allowed HR to take on feedback and implement changes that better support their users.

“The thing we really love about PageUp is we’re all skilled as superusers. So anytime we get feedback about improvements that could be made in the system, we can make them on the spot. This has really changed the narrative internally for our team and our users trust in the product we deliver.”

The enhanced workflow flexibility and seamless integration with Kingston’s HR systems have significantly saved time and boosted productivity across functions.

“Previously, it was just HR and the hiring managers who had access; now we have payroll and health and safety too. This has streamlined our workflow with less manual effort and a lot more automation.”

The improvements have received great feedback from existing employees, achieving high adoption rates. Within the first five months of implementation, over 200 new employees were hired.

“We’ve had teams that have been heavy recruiters for years and years, and from day one have gone ‘This is amazing. This is so much easier. We have much more visibility. It’s way more intuitive.’”

1,200 staff are now using the Learning solution for compliance training. With many staff working away from desks, the training is accessible on any device. Employees also have access to sufficient learning modules to support their development down the track.

“For us, having the onboarding solution meant that on day one our new starters got access to learning and compliance activities. That means employees can get out to the field work within their first couple of days, rather than waiting a week.”

The team now has visibility over the data and insights they need across the entire recruitment workflow and inform their talent acquisition strategy.

“The dashboards and reporting have been really helpful, and we can see where the gaps are. We’ve also been able to use analytics to see where we are getting stuck in the process and see if further training is needed or if system configurations need to be tweaked which we can do right away.”

City of Kingston users have praised the support received and prompt resolution of any roadblocks, while they continually learn about the system.

“The support team, knowledge portal, and live support have been invaluable. Lodging tickets is simple, and live support even educates users on fixes to empower them to resolve similar issues independently moving forward.”

With PageUp, City of Kingston has not only resolved their previous challenges but also set a strong foundation for future growth and innovation in People and Culture operations. This transformation underscores how the right technology can drive efficiency and elevate the employee experience.

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Story House Early Learning

Mon, 02 Dec 2024 03:15:34 +0000

A leader in the early childhood sector, Story House Early Learning (SHEL) delivers quality services across NSW, VIC, and QLD. With a focus on showcasing their authentic culture and speaking directly to the talent demographics best suited to open roles, SHEL’s TA function has developed a real strength in recruiting and retaining a committed, diverse workforce.

The challenge

Operating in an extremely competitive sector, SHEL needed to stand out as an employer of choice to recruit educators, casual employees, leadership and operational staff across locations. The shortage of early childhood educators, in particular, has been an ongoing challenge for many organisationsorganizations throughout the industry, including SHEL.

As a values-driven organisationorganization, their recruitment team looked to amplify a strong, authentic Employee Value Proposition (EVP) and employer brand across channels—including their careerscareer site—to attract top talent, aligned with their culture and values.

The biggest roadblock? Their careerscareer site was managed by an external company. This severely limited their ability to make timely updates, keep content up to date, and respond quickly to changing recruitment needs. It also lacked analytics for them to optimiseoptimize content, refine the application process, and maintain a high-quality candidate experience.

Other sourcing channels, such as social media, were underutilisedunderutilized to target diverse candidates – including Gen Z, one of SHEL’s primary talent demographics.

The focus

Operating a lean recruitment team, Talent Acquisition Manager Kelly Murphy recognisedrecognized the value of implementing best practice recruitment marketing and analytics to enhance their hiring efforts.

Gaining control over their careerscareer site would enable SHEL’s recruitment team to truly reflect their powerful EVP, employer brand, mission, values, and unique culture to attract top talent. Knowing candidates seek a wealth of information before applying for a role, their goal was to feature a variety of engaging content to aid their decision making – with inclusive design, functionality, and accessibility features to accommodate a diverse range of candidates.

They also looked to revamp their job ads, as well as the questions and mandatory fields required during the application process to ask better interview questions and strengthen connections with candidates during screening.

Real-time analytics would underpin their strategy, allowing them to optimiseoptimize various pages and content, build a robust recruitment marketing content plan, and gain a comprehensive understanding of the candidate journey. They sought strategic insights to identify areas to save costs, and where additional investment was needed to ensure resources were utilisedutilized effectively.

The solution

Kelly and her recruitment team turned to PageUp’s Recruitment Marketing solution to transform their careerscareer site in strategic alignment with their EVP and employer brand. Their new, mobile-optimisedoptimized site enables prospective talent to easily navigate, find key information, and take action.

“We chose PageUp Recruitment Marketing so that we would know where people are coming from and what people are engaging in. It also allows us to make really quick updates and changes as needed.”

Kelly Murphy, Talent Acquisition Manager, SHEL

They also implemented a range of unique calls to action (CTAs) across their site to further engage and capture visitors, including a unique “secret page” to showcase SHEL’s fun, celebratory culture through videos, photos, social posts, testimonials, employee stories, and more.

“Our secret page creates a unique, memorable experience for candidates and fosters deeper engagement with our brand.

Analytics have shown we’ve already achieved a number of successful hires from candidates who were going to exit the site, but found this page and applied.”

SHEL appointed a dedicated Recruitment Marketing Officer to strategically plan and publish content for the site, and tailor posts for key sourcing channels, such as Facebook, LinkedIn, Instagram, and TikTok. Most notably, SHEL was one of the first early childhood education providers in Australia to adopt TikTok to share recruitment marketing content—some of which has gone viral! This has been a major drawcard for Gen Z talent. This segmented approach balances how different generations and talent demographics consume and engage content, targeting them on their most active channels more effectively and driving them back to their careerscareer site.

The team updated the application process to showcase values and culture from the get-go, reduced mandatory fields, and asked personalisedpersonalized questions to engage candidates throughout the recruitment process.

“Transitioning to PageUp Recruitment Marketing has been a game-changer. We’ve seen the immediate positive impact of our careerscareer site and strategic sourcing initiatives. We’ve been able to use analytics to identify top-performing pages, develop an effective content strategy, and optimiseoptimize resource allocation. Our interview process is far more personalisedpersonalized. So far, candidate feedback has been exceptionally positive.”

SHEL’s proactive recruitment strategy and key sourcing channels are setting the new standard in digital recruitment. SHEL are now seeing their careerscareer site deliver a sourcing channel effectiveness of 6.5 compared to the industry average of 30 (this shows the number of applications from a particular sourcing channel required to secure 1 hire). By partnering with PageUp, the recruitment team is operating with greater efficiency, delivering meaningful, engaging experiences for candidates, and driving faster talent acquisition.

“Everything is about speed in recruitment and the talent market is constantly evolving. Having full control with PageUp Recruitment Marketing means we can move faster. Our new capabilities enable us to monitor performance and make data-driven optimisationsoptimizations to win top talent more quickly, and stay ahead of the competition in an incredibly competitive sector.”

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University of Central Florida

Thu, 28 Nov 2024 23:09:54 +0000

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Camp Australia

Wed, 25 Sep 2024 23:48:58 +0000

Reduced time to fill
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Reduced new starter
processing time by

Reduced
onboarding time by

Camp Australia is a leading national provider of out of school hours care (OSHC) and vacation care. They operate nearly 550 services across the country with approximately 3,500 employees, primarily educators.

The challenge

Operating within an industry with a volatile labour market, and a largely casualised workforce, Camp Australia is not immune to high levels of turnover. They constantly recruit educators, depending on high-volume recruitment, to anticipate and meet the needs of their services and deliver an engaging, safe, and compliant OSHC experience.

While providing OSHC services might seem straightforward, Camp Australia must navigate a complex and highly regulated industrial landscape with inconsistencies in approach across the country. Compliance with these regulations can prove challenging, and the need to source, attract, and retain qualified educators is critical. However, this issue is compounded by educators facing high barriers of entry into the industry and constant assessment to demonstrate they are meeting stringent industry standards and maintaining their qualifications and skills.

“There are various federal and state regulations around qualifications, certifications, and educator-to-child ratios. There’s no uniformity across the country. It’s all very different state by state.”

Craig Stewart, Head of People at Camp Australia

Camp Australia relied on multiple proprietary platforms that didn’t integrate with key systems. This fragmentation led to manual, inefficient processes and workflows, which resulted in time and cost wastage and a greater risk of errors or invalid information being captured and used.

“There were a lot of bits and pieces that we had to string together to get the ultimate outcome. When dealing with thousands of educators hired each year, that pretty quickly compounds into a massive amount of time, energy and effort that could be far more efficient.”

Their systems lacked essential reporting capabilities, making it difficult to extract valuable insights to inform business decisions or provide real-time visibility on recruitment progress. This deficiency hindered their ability to manage and balance workflows effectively.

“It’s all about transparency and visibility that we just didn’t have.”

The focus

Camp Australia was seeking a far more sophisticated talent acquisition system to better manage volume hiring demands and enhance recruitment processes. By moving to a specialisedspecialized system, they aimed to

Improve the user experience throughout the recruitment journey and into onboarding
OptimiseOptimize their processes and workflow efficiency,
Gain greater visibility and reporting capability.

“The biggest thing was process efficiency. Being able to map out our process so that the people who needed to interact could do so seamlessly in one place. We needed transparency and visibility across the various stakeholder groups and be able to report easily.”

They sought an adaptable, configurable system to meet the diverse hiring needs across their different functions. The solution would enable the creation of customisedcustomized hiring and onboarding workflows to deliver a personalisedpersonalized and superior candidate and onboarding experience relevant to each individual.

Camp Australia wanted a user-friendly solution that would empower their talent acquisition team to take full control of their careerscareer site to enhance candidate engagement, encourage more applications, and effectively promote their employer value proposition (EVP).

“A big part of it for us was the control that the TA function had. We needed the ability to change something without needing to go to IT and wait for weeks for that to happen.”

The solution

By implementing PageUp Recruitment Marketing, ATS and Onboarding solutions, Camp Australia was able to recraft their recruitment and onboarding processes to achieve more efficient ways of working.

“We’ve almost halved our time to fill across roles, largely by the process efficiencies we’ve had through implementing PageUp and how we’ve been able to change our approach.”

With access to essential reporting and analytics Camp Australia can clearly see how they’re progressing, and use this information to optimiseoptimize processes and inform business decisions.

“To report back and see where we were having our pain points, to interrogate ‘why?’ with data, and make changes has been a game changer. It’s so easy to create reports or view the dashboard to see those changes in action.”

After implementing the PageUp solutions, the talent acquisition team immediately felt the benefits, regaining control and resolving long-standing issues.

“The talent acquisition team were super excited because they could see their pain points being solved. They can get a sense of empowerment because they can directly change things themselves. If they see something that’s not working, they can fix it.”

Camp Australia CareersCareer Site

They no longer require IT to get things done and have been able to take control of their careerscareer site, keeping the content fresh and engaging to attract talent.

“Being able to change things, both visually and content wise, has been incredibly freeing for the team. Equally from an efficiency perspective, we can just do it, and know it gets done, so that’s great.”

The time savings experienced has extended beyond Camp Australia’s talent acquisition team. By integrating with their payroll system, they have streamlined new hire paperwork, eliminating a tedious manual process. This efficiency has freed up an entire headcount in payroll to focus on more valuable work.

“The time processing of a new starter has been phenomenal. What used to take half a day, now takes about 5 minutes.”

Key results

Reduced time to fill
by close to

Reduced new starter
processing time by

Reduced
onboarding time by

Camp Australia’s onboarding time to get new employees ‘ready to roster’ and provide care to kids, has been streamlined from 3 months down to 2 weeks. The Onboarding solution has provided insight to how new starters are progressing through the process, what tasks need to be completed and if there are any issues.

“Because of how the onboarding process has brought it all together, most people are through that process, from offer acceptance to their first shift within two weeks, which is a phenomenally good improvement. We can support people through the process faster and fill the gap in a much more timely fashion.”

Since implementation, Camp Australia has been able to rely on PageUp support when needed and have built a great relationship with their Customer Success Manager (CSM).

“We haven’t had to use online support that much, but when we have, they’ve been super responsive. Our CSM has been great at sharing information and new features, and making sure we understand it.”

By partnering with PageUp, Camp Australia overcame fragmented systems and manual processes. Their talent acquisition team now operates with greater efficiency, transparency, and control, driving faster recruitment and onboarding times and freeing up resources for more strategic work.

The post Camp Australia appeared first on PageUp.

Fire and Rescue NSW

Mon, 02 Sep 2024 03:56:19 +0000

The challenge

Fire and Rescue NSW (FRNSW) is one of the world’s largest urban fire and rescue services, serving the Australian community with courage and care, without judgement.

Its diverse, highly-skilled workforce is comprisedcomprized of a wide variety of roles, including: permanent and on-call frontline firefighters, corporate and administrative roles, trade-based roles, and non-station-based operational roles. Each have unique, highly-specific recruitment requirements and challenges.

In order to cater for both centralisedcentralized and decentraliseddecentralized recruitment processes, its Talent Acquisition (TA) team needed to collaborate with field-based administrative teams and hiring managers to meet those needs.

At the heart of this challenge was managing their large, annual recruitment campaign for permanent firefighters, which typically attracts upwards of 5,000 applications. No small feat for a lean recruitment team.

TA needed to manage thousands of applications, qualify candidates through a vast number of pre-screening steps —approximately 68, to boot!— and ensure compliance with safety and training requirements.

The focus

For its annual firefighter recruitment campaign, the TA team needed to progress candidates through a vast number of important pre-screening steps, including: psychometric, behavioural, physical, and medical testing, as well as online video and panel interviewing, group activities, questionnaires, and training.

A flexible, scalable solution with integration capabilities would enable them to streamline these processes by:

improving internal collaboration
reducing manual, paper-based processing
effectively managing a high volume of applications and reducing ineligible applications through established criteria
progressing and facilitating efficient communication with candidates.

“There aren’t many organisationsorganizations that have such a complex, in-depth recruitment process. We chose PageUp as our ATS, primarily because it would enable us to efficiently handle bulk recruitment, from application to onboarding.”

–Sally Langley, Principal Project Manager – IT Directorate, FRNSW

The solution

When FRNSW partnered with PageUp, TA was concerned about how implementation would be received internally – but this was short-lived.

“Having been at FRNSW for more than 13 years, this was one of the smoothest implementations I’ve experienced. With support from our dedicated Professional Services Consultant, we had a strong onboarding process, there was real collaboration. We managed to troubleshoot, create solutions that worked with the system, reduce impact on teams and hiring managers, and improve business processes overall.”

–Sally Langley, Principal Project Manager – IT Directorate, FRNSW

With this win under their belt, the team launched their annual recruitment campaign for firefighters. As thousands of applications flowed through, established criteria enabled recruiters to filter ineligible applications, designate candidate statuses, and progress them accordingly.

“Previously, slow communication and manually booking candidates in for interviews, testing, and assessments meant we were inundated with calls from candidates. Now, we do it all through PageUp. From a user and candidate perspective, it’s seamless.

“From a data security perspective too, going from a manual to a digital system has given us more peace of mind over storage and visibility of candidate data, as we can easily invite users and manage access.”

–Amy Hurst, Talent Acquisition Manager, FRNSW

“Setting up multiple recruitment events and sharing them with candidates is a breeze. We’re able to share important information through one applicant portal, including offers during the final stages. PageUp integrations for pre-screening and onboarding have made a huge difference.”

–Renay Whitney, Talent Acquisition Advisor, FRNSW

While TA initially chose PageUp as their ATS, they are now taking advantage of its career site capabilities.

“We’ve been able to strengthen our employer brand and drive traffic to our career site. It’s been a huge, surprising success that we hadn’t initially considered. It’s been such a great asset to our organisationorganization, and even brings out our creative side! We’re looking forward to growing our talent marketing capabilities through this channel.”

–Amy Hurst, Talent Acquisition Manager, FRNSW

PageUp reporting functionality has enabled TA to demonstrate their effectiveness. For instance, by implementing critical eligibility criteria at the start of the application process, they saw more than 5,000 application ‘starts’ reduce to 3,000+ completed applications for their assessment. They are also using metrics to strengthen and validate recruitment marketing efforts.

“We coordinated with our communication team on a recruitment marketing campaign with Nova radio. When we had status-update meetings with Nova’s marketing team, we were able to directly correlate increases in our career site traffic with marketing activities. Being able to validate and confirm the impact of our initiatives is amazing.”

– Amy Hurst, Talent Acquisition Manager, FRNSW

They are sharing important metrics for corporate and trade roles with senior leaders, specific to their areas – such as time-to-hire. Diversity data is also playing an important role in their external recruitment efforts, ensuring the organisationorganization’s practices attract a range of people with diverse backgrounds and skills.

“Feedback from hiring managers has been overwhelmingly positive, particularly about how user-friendly, straightforward, and intuitive the system is. The implementation was extremely smooth. Our CSM provided fantastic support and quick responses any time we had questions. Internally, it’s brought us together, strengthening relationships between teams that would have never happened without this project.

“Creating a better experience for our recruiters benefits our employer brand, and in turn, benefits our candidates. As a team, we can achieve so much more with greater efficiency, time, and productivity. PageUp has been great for us and benefited everyone involved in the process.”

– Amy Hurst, Talent Acquisition Manager, FRNSW

The post Fire and Rescue NSW appeared first on PageUp.

The State of Virginia, Department of Human Resource Management

Tue, 18 Jun 2024 01:08:57 +0000

The challenge

The Department of Human Resource Management (DHRM) is a central state agency for the Commonwealth of Virginia. It is responsible for developing the talent strategy for over 200 unique agencies under the Commonwealth. Operating under a decentraliseddecentralized model, each agency has its own HR office with oversight from the central DHRM team. As part of this, DHRM is in charge of providing the technology and systems needed to support the effective management of people-related data and processes.

During the pandemic, the state government experienced many tenured employees entering retirement. Today, DHRM is focused on supporting state agencies with talent acquisition and retention of current employees. One of the biggest challenges faced within the public sector is attracting candidates to work within the state government when the private sector is often offering greater compensation.

DHRM had been using the same talent management system for years and faced a series of system limitations, including a lack of reporting capability and compliance tracking, difficulty screening applications, and no interview scheduling tools. They were bogged down by manual manipulation of data to build statewide reports and time-consuming processes to extract important information from their system. Across the state, agencies used different recruitment management systems which presented challenges in interfacing job posting with DHRM’s system due to different vendors being used.

The focus

The state knew it had outgrown its current talent management system and wanted to implement a modern solution to resolve its current challenges and system limitations. A new software needed to be highly responsive, load quickly, and provide immediate access to critical information.

Under a decentraliseddecentralized HR model, DHRM wanted all agencies on the same page with a single system that provided greater screening capability and reporting functionality. Allowing agencies to gain visibility across the recruitment processes with ease, to be able to make data-driven decisions and to achieve better hiring outcomes. The system also needed a level of customisationcustomization for each agency to be able to tailor certain criteria within their job applications based on their unique needs.

DHRM was looking for more than a software provider, but a long-term partner that would be able to support their future growth and development to further enhance their talent acquisition effectiveness.

The solution

DHRM implemented the full PageUp Talent Acquisition solution including recruitment marketing, ATS and onboarding capability, with over half of the agencies under the Commonwealth of Virginia now using the PageUp platform.

We caught up with the Director of Policy and Talent Management, Ponette Smith, who was responsible for implementing and stabilisingstabilizing PageUp at DHRM on the impact of their new talent acquisition management system.

By implementing one unique workflow for the whole system, DHRM were able to introduce cohesive systemwide reporting and provide visibility to key recruitment metrics across agencies. PageUp has provided direct access to real-time data, saving a significant amount of time and reducing the amount of requests going to DHRM to pull reports. This has empowered the state agencies to be able to identify what is causing issues and inefficiencies in their recruitment processes.

“State agencies did not have visibility into what was driving their time & numbers to be as high as they were. They now have real-time metrics and visibility into the recruiting process”
said Ponette.

In a true partnership approach, the team at DHRM was able to customisecustomize features and tailor the product to suit the structure of the state government. An example of this included each of the agencies being able to build their own customisedcustomized library of application questions to suit their unique needs.

“There is a lot of flexibility to build an ATS to meet your needs. As a state government with a central HR agency, there is customisationcustomization available to be able to account for the different businesses within the state agencies”.

The team at DHRM wanted a partner that would continually evolve with them and are always looking for ways they can leverage more functionality and better use the system.

“We are still learning new functionality, which is exciting! And because PageUp is a software as a service, they are constantly improving – which I love! So you’re not stale in a system like we were with our previous provider.”

“My favorite thing is PageUp’s willingness to listen to all of my ideas. If they can’t do it now, you know why. I like the community feedback forum, where you can put ideas out there and have the ability to vote for them for future product releases. I appreciate the customer success emails that show what they are working on and what’s coming.”

When it comes to their new careers site and application process, DHRM has received exceptional feedback from candidates coming from outside of the state government on the modernisationmodernization and ease of their new application process expressing, “the state has moved into the 21st century”.

Ponette had overwhelmingly positive feedback on how the customer support has been since the implementation and how efficient PageUp support has been in addressing their team requests and keeping them informed about upcoming product releases.

“On a scale of 1 – 10, I would give them 15. They have been very responsive to our requests and the chat is really easy to answer your questions. Even if I submit a ticket it is responded to relatively quickly, within a couple of hours, if that. It feels like we are our Customer Success Managers only client, and I’m really appreciative of her and the whole support team”

With PageUp’s suite of Talent Acquisition solutions, DHRM has been able to unite its agencies under one system, streamlining processes and providing agencies with direct access to essential reporting. DHRM is looking forward to continually rolling out PageUp across further state agencies and leveraging greater functionality into the future to enhance their recruitment efforts.

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Savannah College of Art and Design (SCAD)

Tue, 11 Jun 2024 02:23:04 +0000

The challenge

SCAD is a global university specialisingspecializing in the creative arts, with over 17,500 students enrolled and over 100 academic degree programs. Their mission at SCAD is ‘to prepare talented students for creative professions through engaged teaching and learning in a positively oriented university environment’ (SCAD). The university employs over 2,100 people and has three main campuses: two in Georgia, United States, and one in Lacoste, France. With their HR team centralisedcentralized in Georgia, they support hiring managers across all locations.

As a university, SCAD employs staff and faculty who have different needs and require varied hiring and onboarding workflows. On completion of a successful hiring process, preparing an offer, new hire paperwork and a new starter’s first day was a time consuming task for multiple HR team members at SCAD, with various administrative processes in place. This was taking away valuable time that could have been spent towards creating a meaningful onboarding experience.

“Prior to PageUp, we were working with different processes in different places, and I’m scared to say some still existed on paper.”

Sarah Witcher, Senior Director of Employee Development and HR Communications at Savannah College of Art & Design (SCAD)

The focus

1. Focus on the moments that matter

When beginning a journey at SCAD, they understood the importance of the employee experience. They knew they wanted to create a sense of belonging for new employees by focusing on the moments that matter and delivering a purposeful onboarding experience. To do this, they needed a new system that could streamline and automate administrative tasks throughout the onboarding journey.

During the interview process, to their first day and beyond, they want every person to understand how they play a part in achieving the SCAD mission.

“Whenever we are making a decision to hire or onboard a new employee, whether that is a faculty member or a staff member and across any type of full-time, part-time or contract role, we understand that they are an employee in their own unique way. We want to ensure prior to day one that they have a sense of belonging and step in fully assimilated, ready to do their best work.”

2. Curate & simplify

To improve their onboarding experience, they wanted to ensure they didn’t overload new starters with unnecessary tasks, paperwork, or information. To do this, they needed the ability to tailor the experience with highly relevant, actionable tasks that would support new starters in becoming fully functional within their role faster.

“We wanted to simplify and curate, to only include onboarding tasks that were time sensitive and highly applicable to the individual that was assigned.”

3. Equip leaders to onboard well

Hiring managers are essential in delivering a successful hiring and onboarding experience to new hires. The team at SCAD knew they needed buy-in from their hiring managers and wanted to turn them into champions of onboarding. This included providing hiring managers with the tools and resources to deliver essential onboarding initiatives with ease and confidence.

The solution

SCAD implemented the full talent acquisition suite including Recruitment Marketing, ATS, Onboarding, Learning, and Performance modules. Through PageUp they were able to create and customisecustomize two separate onboarding portals, one for staff and one for faculty. This enabled the team to tailor content and deliver different onboarding workflows that were highly relevant to each individual. They were also able to bring their portals and communications to life with colorful and exciting branding that is consistent across their talent lifecycle.

As part of their Recruitment Marketing solution, they created landing pages with tailored content for their employees. An example of this included developing resource pages with helpful content and information on relocating to work at one of their campuses in Georgia. The HR team has complete control over career site content and candidate communications, allowing them to edit and add information as needed.

“In PageUp you have the ability to create workflows that are different and have different tasks. We took this a step further, creating different portals and landing pages. So not only are my tasks different as a staff or faculty member, but my experience and some of the resources linked for me are different as well. So I don’t have to weed through information that does not apply to me and see what is relevant based on my role.”

“We don’t have to work with our internal design team to go through a long editing process. The HR team has the ability to jump in, make improvements, and add information as needed – PageUp has been great for that reason.”

SCAD staff employee portal

SCAD’s new user-friendly onboarding portals highlight essential tasks and timelines for completion. They added touch points that asked for feedback to help identify any gaps, supporting the team in continually building and improving their onboarding experience.

“We make sure all of our onboarding tasks are highly relevant and actionable, and PageUp has really enabled us to do that more efficiently. We can take digital forms that new hires previously had to print, sign, upload and email. Now we have a seamless process, where they can do that all on screen and sign paperwork within the onboarding portal.”

SCAD learning portal

Through the PageUp learning library SCAD has been able to deliver training on the recruiting, hiring and onboarding experience. This has created a source of truth, where everything a hiring manager might need is located in a customisedcustomized hub that they can access anytime. This has built trust in the onboarding process and confidence in its ability to deliver.

“We use PageUp to put templates and customisablecustomizable resources in their hands. All of our hiring managers have asynchronous on-demand training about how to recruit, hire, and onboard well. Hearing the data and statistics about why onboarding is important is critical to help our hiring managers understand that they play the most important role.”

The results

Prior to PageUp, it required 5+ hours per new hire for offer, new hire paperwork, and onboarding initiation. With PageUp Onboarding workflows, they have reduced the time to 30 minutes per new hire. Reducing the time spent by 90% time saved has impacted the talent acquisition team, compensation team, HR Managers, Hiring Managers, and the new hire.

Hours
before PageUp

Minutes
with PageUp

of time saved

“The new hire has the ability to mark tasks complete themselves and similarly hiring managers have tasks on the other end which they can mark complete. This has saved so much time for our HR team as it has been able to hold those individuals accountable.”

Through the PageUp Onboarding solution, they have been able to create a seamless and personalisedpersonalized experience for new starters. Results from a SCAD employees survey have shown that 97% of employees reported being satisfied with the information and support they received prior to their first day and 99% received a comprehensive itinerary for their first week of employment.

“Truthfully, it was one of the most complete and comprehensive onboarding processes I have ever been involved with. Staff from all levels at SCAD went above and beyond at every juncture to ensure we were made to feel welcome and were provided with any information required.”
– SCAD new starter

Watch how SCAD set up their new starters for success in the on-demand webinar and learn more about the PageUp onboarding solution here.

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National Heavy Vehicle Regulator

Fri, 06 Oct 2023 00:05:22 +0000

The challenge

The National Heavy Vehicle Regulator (NHVR) is the single, national regulator of heavy vehicles in Australia. Employing over 800 people across the country, NHVR’s headcount has grown exponentially in recent years, as they have transitioned the different states and territories’ frontline heavy vehicle regulatory services to the NHVR. This growth has spurred large-scale organisationalorganizational change, a dynamic new culture —and the urgent need to modernize processes and streamline operations.

“As we grew as a regulator —especially with the transition of New South Wales last year — that nearly doubled the size of our workforce. That meant our systems and processes that supported the organisationorganization had to change as well.”

—Rita Ho
Remuneration and Resourcing Lead, NHVR

The talent team at NHVR wanted to overhaul their recruitment workflows —steering away from manual, spreadsheet-heavy processes. The staff were spending hours manually tracking and processing applications and this labour-intensive approach was draining precious time and resources. It hindered the team’s ability to focus on more strategic recruitment priorities.

“One of our challenges has always been attracting a diverse range of talent. Our applicants traditionally have come from other government departments or agencies as we are perceived as similar. But, in the past two years, we have gone through significant change and we are committed to being a modern regulator through our strategy and culture.”

The antiquated manual processes also meant there was limited visibility into what was really impacting their recruitment strategy. To keep up with their demand for talent, NHVR was funnelling a substantial portion of their budget into external job boards. But, without proper analytics, the effectiveness of this strategy was difficult to track. They needed a way to pinpoint what was working, and what wasn’t, to help inform decisions around future recruitment efforts.

This confluence of rapid growth, inefficient manual processes, lack of analytics —and the strategic desire for cultural transformation —demanded a comprehensive solution. It was time to embark on a journey towards modernisationmodernization and efficiency that would help NHVR to redefine its image in the industry, and attract the best talent.

The focus

When setting out to transform their hiring processes, the team at NHVR identified some key focus areas: firstly, the Regulator’s growth had provided a golden opportunity to reshape their culture. But, they needed to convey this culture effectively to potential hires. They needed a platform —a shopfront —to sell their employer brand story to candidates.

Secondly, the team aimed to modernize internal processes, replacing labour-intensive, manual tasks with streamlined automated workflows. This transformation would also provide them with access to detailed reporting, enabling data-driven decision-making for the future.

They sought a highly configurable, user-friendly solution to enhance their capabilities and provide a stand-out experience for candidates, hiring managers and users alike.

The solution

NHVR partnered with PageUp on its digital transformation journey. Using the PageUp Talent Acquisition suite, a comprehensive solution including Recruitment Marketing, an Applicant Tracking System (ATS), and Onboarding tools, the team are now equipped with the tech they need to elevate their hiring.

PageUp’s Recruitment Marketing feature empowered the team to take control of their online presence through a dynamic, self-service careerscareer site. Now, NHVR has a virtual ‘shopfront’, which has allowed them to move away from an over-reliance on job boards, and showcase their vibrant company culture directly to potential candidates.

“Before this, we really didn’t even have a careerscareer website capability at all —it was a static page that redirected to external job boards if they wanted to apply. People started to believe that the external job boards were our website. But now, we can show EVP information, they can apply directly with us, and the site gives people a real sense of the ‘people’ side of NHVR.”

The team have enjoyed the user-friendly nature of the PageUp products. Highly configurable, NHVR was able to build a solution tailored precisely to their needs —and in alignment with their current supporting software. PageUp integrated seamlessly with their preferred reference checking software, meaning a smooth transition for staff, and consistent end-to-end experience for candidates.

What’s more, immediately post-implementation, the team were able to start collecting data to help with their future decision-making —and keep all their applicant data in one central, secure location.

“I think a huge goal for us was to have a single source of truth —something that will track everything for us and to have a careerscareer website. Before, everything was manual and it was difficult to get any data. Time to fill? What types of roles? Application source? It was spreadsheets upon spreadsheets, and very difficult to keep track of or no data recorded. Now, I can easily see where we’re spending, and where our applicants are coming from. With the website candidates can now also see what it means to work at the NHVR —the improvement is clearly visible.”

Next, Rita and the team are hoping to expand the impact of the solution —with scope to build on their Recruitment Marketing strategy and use this enhanced visibility of analytics to set baseline metrics for future performance goals.

“I think it’s been great for us to see this information so we can plan ahead for next year’s budget. Now, we’ll have the data to show what’s a good investment and what’s not —we’ll have the data to see what’s driving the best candidates, which means we’ve got better facts to take back to leaders. I’m also excited to do more with the Recruitment Marketing module this will be key in our proactive sourcing strategy.”

Want to see how PageUp can help you on your journey to recruitment innovation? Get in touch today to book a free demonstration, to see PageUp in action.

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University of Wisconsin-Madison

Wed, 19 Jul 2023 23:30:41 +0000

The post University of Wisconsin-Madison appeared first on PageUp.

The California State University

Thu, 15 Jun 2023 00:38:03 +0000

The Challenge:

The California State University (CSU) is one of the largest universities in the United States. With 23 campuses and 7 off-campus centers spanning over 800 miles, they have 477,000 students, and over 56,000 faculty and staff members, all operating under a decentraliseddecentralized model. Each campus has its own HR office, which operates independently with limited oversight from the central HR team. This has led to competition among campuses — as they each vie for the same pool of talent.

A decentraliseddecentralized approach makes it difficult for CSU to streamline recruitment efforts, attract the best talent and maintain a consistent candidate experience across the entire university system. CSU needed a way to tap into the benefits of a centralisedcentralized recruitment process, while respecting the autonomy and unique cultures of each campus.

Hiring in Higher Education is more competitive than ever. PageUp data reveals that in the US, there has been a 34% increase in advertised roles, but an 8% drop in applications submitted. To compete in this challenging market, CSU recognisedrecognized the need to:

Eliminate competition for top talent between its campuses
Empower each campus to remain autonomous and showcase their unique cultures while presenting a united brand to candidates
Streamline recruitment and maintain a consistent, positive candidate experience across the CSU brand

The Focus

To get started, CSU’s central HR team interviewed all 23 campus HR departments, to get a deep understanding of the hiring challenges they each faced. Every CSU campus has its own culture, and the proposed move to centralisecentralize hiring wasn’t intended to take away from this. Rather, it was about giving each campus the tools needed to attract talent and provide access to centralisedcentralized talent pools, while giving candidates a consistent experience.

During this audit, the team found that campus police were a department hit hardest with hiring challenges. When recruiting university police officers, hiring managers often struggled to source more than one qualified applicant. This struggle was the same regardless of location, with roles going unfilled across regional and metropolitan campuses.

The team identified a large gap in awareness. CSU was competing for talent against local police and sheriff’s departments —and many jobseekers didn’t realiserealize that roles like this existed at CSU.

The team decided to use this as an opportunity to trial a shift towards centralisedcentralized recruitment. If there were many qualified candidates for Campus A, but only one was hired, could the pool of qualified applicants be ‘shared’ across Campuses B, C, and so on? Using the campus police department as the pilot, the team started the search for a sophisticated recruitment marketing solution.

The Solution

CSU paired PageUp Recruitment Marketing with their existing PageUp ATS, to attract the best talent the market had to offer. During the campus police department trial, the team were able to share talent pipelines across campuses to drive better hiring outcomes.

In the pilot, their centralisedcentralized candidate-centric approach has unified its 23 campuses, while giving each campus the power to showcase a unique employer brand— firmly cementing The California State University as an employer of choice for sworn officers.

In embracing a shared-services approach, all 23 campuses are set to benefit from a pipeline of engaged, qualified candidates. Following a successful pilot program, CSU plan to roll out PageUp Recruitment Marketing further, paired with their PageUp ATS to:

CentraliseCentralize core recruitment functions like talent pipelines and employer branding
Empower each campus to showcase their unique EVPs, cultures and day-in-the-life
StandardiseStandardize position descriptions and applications, improving candidate experience
Improve time-to-hire, and reduce competition between campuses, with candidates able to rank their preferred campuses
Create a strong overarching employer brand

PageUp helps the world’s leading institutions recruit, develop and retain great teams. Take a look at hiring solutions built with higher education teams in mind.

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Northern Michigan University

Mon, 27 Mar 2023 22:53:50 +0000

The challenge

Northern Michigan University is a dynamic public university home to approximately 7500 students and 1100 employees across academia and support staff. Known for its cutting-edge technology and nationally recognisedrecognized academic programs, the University prides itself on delivering high-quality learning experiences. With educational excellence strongly imbued into the organisationalorganizational culture, the University understands that hiring the right people is critical to long-term success.

The university operates under a decentraliseddecentralized hiring model, with just 6 team members within the core HR function responsible for benefits, compensation, employee/labor relations, training and employment/staffing.

As a lean team in a busy environment, the HR function was stretched thin. Reporting was tedious, and the recruiting process needed to be more streamlined and efficient. To scale recruitment and reduce friction in the hiring process, Head of Human Resources Rhea Dever knew the team needed to prioritiseprioritize their recruitment and search process tasks, and understand where best to focus their efforts.

The focus

In order to scale their recruitment processes and offer the best support for the decentraliseddecentralized academic and staff search processes, implementing a new ATS was the natural next step. But the team knew they needed more than just a software provider —they wanted a strategic partner.

“Based on our own previous experiences, not just with software but with organisationsorganizations in general —they tend to sell you something and then they just disappear”

— Rhea Dever, Head of Human Resources

It was clear to the team that finding a vendor with a strong focus on customer service was a top priority. But, the solution also needed to have a positive impact on both applicant and user experience in the back-end.

“With our previous provider, there was a gap in terms of a user friendly applicant experience and a connected administrative experience on the back-end. There was also no customer relationship, if we had an issue we’d put in a ticket and hope someone eventually got back to help us.”

With these goals in mind, the team released an RFP to find the right solution.

The solution

NMU chose PageUp to partner with them to provide a sophisticated talent management solution. Using PageUp’s ATS, the team was able to dive into the metrics, evaluate sourcing channel effectiveness, and form a strong strategic partnership to drive their talent strategy forward.

“We’ve had a couple of very fabulous client relationship folks that we’ve worked with. It goes beyond just “Here’s what’s going on with my system, can you help me?” It’s more strategic conversations about how we use the system in general which I think is incredibly beneficial and you don’t typically get that from a vendor once they’ve sold you their product.”

In a true partnership approach, the team at NMU has also been empowered to co-innovate additional features and requirements that improve the product for themselves and other PageUp users.

“One of the things I like about PageUp’s approach is the ability to provide feedback on the things that we do and don’t like about the product as it currently is. As Pageup takes this onboard and does actually use this feedback to reshape the product or workflows moving forward.”

A key highlight for Rhea comes from PageUp’s incredible configurability —the solution can be entirely tailored to the exact requirements of the organisationorganization.

“The beauty and the beast of the PageUp system is that it’s infinitely configurable. It works the way you work —in implementation you work with PageUp to create the workflows based on your needs.”

The team at NMU have been able to do away with drawn-out, manual reporting and now can easily see the metrics that really matter. Through a thorough evaluation of sourcing channel effectiveness, the team has fine-tuned their approach to drive ROI and maximisemaximize limited resources.

But perhaps the biggest win for the team at NMU has been the positive impact on applicant and user experience. Now, applicants are given a consistent, streamlined hiring process, and internal team members can enjoy streamlined workflows, reduced complexity, and a one-stop shop for all recruiting processes.

“It’s streamlined the work that we’re doing. We were doing some things outside of the system: between us and hiring managers. But because we’ve been able to configure the system to our needs, we’ve been able to pull in 95% of our processes into the one system.”

Using PageUp, NMU was able to:

Reduce time spent on reporting and gain access to valuable insights to inform decisions
Streamline the recruitment process with custom configurations to significantly boost user experience
Co-innovate and adopt a strategic partnership approach – to ensure they’re consistently getting the maximum return from their tech solution.

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Kentucky Community & Technical College System

Tue, 07 Mar 2023 06:27:53 +0000

The challenge

Kentucky Community and Technical College System (KCTCS) is a group of 16 community and technical schools throughout the Kentucky area. The Colleges came together to form a school system in order to improve the experience of its staff, its community, and its students.

With a highly decentraliseddecentralized structure, each college has its own unique identity. For the central talent acquisition team, creating a unified employer brand, applicant experience, and recruitment process has been a challenge. Chase Dodson, Manager of Strategic Talent Acquisition, knew that building a recognisablerecognizable, consistent experience across the campuses was crucial to success.

We have 16 entities with independent leadership resulting sometimes in 16 variations of how to do things. When we sought a new provider, the primary focus was consistency, while also overhauling and modernizing the overall candidate and user experience.

– Chase Dodson
Manager of Strategic Talent Acquisition

In a competitive talent market, KCTCS had also noticed a drop in applicants —both in volume and quality. Without proper analytics, the team couldn’t pinpoint what was working, and what wasn’t —making it difficult to pivot their strategy.

Our career site presence needed work and we had no insight into analytics, so we couldn’t see what was working and what wasn’t. The whole hiring process, for both our own teams and the applicant, needed to be improved if we were going to be able to compete.

The focus

Chase and the team knew the impact a modern tech stack could have on recruitment processes. When their previous ATS provider announced it was sunsetting the product, the team at KCTCS wanted more than a replacement solution —they wanted one that would help take their processes to the next level.

A key focus when choosing a new solution was the career site. Chase wanted candidates to receive consistent imagery and messaging no matter which school they applied to —while empowering the schools to personalisepersonalize the sites by sharing specific imagery or stories relevant to their campus.

It was crucial for this consistency to extend through application and beyond: they were looking for an end-to-end solution to reduce unnecessary admin, and progress candidates more quickly through the journey.

The solution

KCTCS partnered with PageUp for a Recruitment Marketing, ATS and Onboarding solution.

With PageUp ATS, KCTCS has seen unmatched configurability. Now, the team can build out unique workflows, custom templates and automate repetitive tasks — to modernisemodernize and uplift the institution’s applicant processes.

When implementing the ATS, we created a recruitment process, applications, offer letters, communication templates, and more to be used by all 16 locations so that all applicants across all campuses have a consistent experience.

This improved experience also extends into onboarding — it’s all but eliminated manual workflows and paper processes. No more first-day headaches: now, new starters are job-ready from day one.

The onboarding module made a huge impact not only on candidate experience but for our hiring teams. All of those tasks were being managed manually –it was very time-consuming. Now we have customisedcustomized onboarding workflows set up for colleges wanting to send personalisedpersonalized communication to welcome new starters.

With Recruitment Marketing’s no-code career site builder and self-service CMS, creating consistent branding, messaging and templates across the sites was quick and easy to do. Chase and the team were able to build out and brand 16 career sites for the separate colleges —each with its own landing pages, job search pages, and job pages. The individual school can easily include specialisedspecialized content, images and calls to action to engage their target audiences —while the overall branding stays consistent.

The solution is backed by powerful analytics. With these insights, Chase and the team can see crucial data around pipeline health and pinpoint jobseekers’ activity throughout the hiring journey. Armed with this information, Chase and the team can reduce reliance on external advertising through job boards and maximisemaximize return on their talent pipelines.

“It’s had a huge positive impact on our staff experience through reduced administrative burden and increased access to reporting. It’s given us profound insights into jobseeker activity: who’s visiting our site? Have they started or completed an application? It’s a game-changer for optimizing activity at the top of the recruitment funnel.”

Using PageUp’s end-to-end solution, KCTCS gained:

Total control over career site branding through a no-code career site builder and self-service CMS
A streamlined and consistent applicant experience with an 82% application completion rate
Supercharged talent pipelines with over 5500 warm candidates to nurture
Clear visibility of their best sourcing channels and jobseeker activity to continually optimiseoptimize their approach
A stand-out new hire experience with seamless supportive onboarding processes

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College of Western Idaho

Wed, 01 Mar 2023 03:14:00 +0000

The challenge

The College of Western Idaho (CWI) has established itself as a top higher education provider in the Treasure Valley. Since opening its doors in 2007, CWI provides accessible and affordable education to over 30,000 students each year. The institution is highly committed to its student success —and in order to deliver outstanding student experiences, CWI needs to employ quality staff.

Like most organisationsorganizations, CWI has faced many challenges associated with the post-pandemic recruitment landscape. The Idaho talent market is highly competitive, with record-low unemployment rates and a job listings outnumbering jobseekesr 2:1. A lack of suitable candidates, an outdated career site, and a stagnant recruitment strategy led to CWI struggling to find the right talent. Sara Avila from CWI’s Human Resources team explains just how much the pandemic impacted their hiring pools:

About 2-3 years ago it was very common to receive over 50 applications for Admin Assistant roles. In the last year, that has dropped to an average of 15-18 applicants. Pre-pandemic, our practice was to post positions for 2 weeks. In the last year, we’ve found the need to extend closing dates by 30-45 days.

—Sara Avila, CWI

CWI operates under a decentraliseddecentralized hiring model where each school handles applicant screening. The hiring teams found that many candidates were juggling multiple offers, and often taking the role they were offered first. A lack of central visibility and access to crucial data insights were costing the college precious time in the recruitment process —and meant CWI was losing its top candidates.

The focus

To compete in a red-hot market, the team at CWI knew they needed to pivot their approach. It started with re-evaluating the entire recruitment process to identify the key focus areas. As a priority, the team at CWI needed a way to reduce time-to-hire. They also needed a way to clearly identify what areas were working, and what needed attention —with provable data to back it up.

While the College’s decentraliseddecentralized model lacked centralisedcentralized visibility, it meant that hiring managers and local recruitment teams were able to build strong relationships with candidates individially. What the hiring teams needed was support to reduce administrative burden, access to better data, and insights to help screen candidates more efficiently.

The team needed a solution to solve these key problems: to streamline their hiring process end-to-end, give hiring managers the support they need, and provide the analytics required to fine-tune the overarching strategy to make informed decisions moving forward.

The solution

Sara and the Core HR Team to partnered with PageUp for an ATS and Onboarding solution. Post-implementation, the team had access to in-depth analytics to help pinpoint areas of success and highlight opportunities for growth. Using these metrics, the team was able to compare their current approach against industry benchmarks and identify vulnerable areas of their recruitment strategy.

Prior to PageUp we didn’t have the right system in place to gather metrics. We recently started to leverage the enhanced reporting feature to assist with gathering the necessary metrics to assist with recruitment strategy.

—Sara Avila, CWI

Using the ATS, the team was able to fast-track their hiring process, streamline hiring manager workloads and provide applicants with a great experience. With Onboarding, the team was also able to ensure that once they secured a new hire, the seamless experience set new starters up for success.

Using PageUp, CWI was able to:

Lower time-to-hire with streamlined, mobile-friendly application processes
Deliver a great end-to-end candidate experience
Evaluate the effectiveness of sourcing channels to drive ROI
Build a seamless onboarding process to help engage and retain new hires
Make data-informed decisions about future HR strategies

With PageUp ATS and Onboarding, CWI can move forward with their future talent projects with confidence. What’s more, they’ve been able to create a seamless end-to-end experience for candidates from application, offer, onboarding and beyond.

Want to learn more about how PageUp can help you streamline your hiring process? Get in touch today.

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Columbia University

Mon, 02 Jan 2023 22:20:50 +0000

The Challenge

Founded as King’s College in 1754, Columbia University has been providing a world-class education to its students for almost 250 years. Located in New York, the institution has grown into a globally renowned Ivy League establishment, with 17 schools across 5 campuses, supporting 11,500 staff.

The University operates under a highly decentraliseddecentralized hiring model. Associate Vice President for HR, Liz Braden, and Director of Talent Acquisition, Demi Williams, work in Columbia’s central HR faction. This central unit supports the school and department hiring teams in sourcing the best quality candidates to fill their open roles. But, in the current climate, finding the right candidates in a timely manner has been more challenging than ever.

In the past having a large applicant pool for our open positions was never a challenge for us. However, since the pandemic, our schools and departments have had more open positions, and we’re experiencing a significant decrease in applicants. For our higher ed specific roles, we’re down approximately 30% in application volume.
—Liz Braden
Associate Vice President for HR
Columbia University

Historically, Columbia was able to leverage its name, benefits, and reputation to attract the best talent. But, when the pandemic hit, it struggled to compete. With the Great Resignation and the rise of remote work, applicant volumes dropped. Jobseekers flocked to employers offering large corporate paychecks, or greater flexible working opportunities.

The focus

As applicant numbers dropped, the central HR team realisedrealized they needed to do something different to support the departmental hiring teams. While their PageUp ATS helped them to streamline hiring post-application, they needed a solution to help attract jobseekers at the top of the hiring funnel.

“We needed something that could help us better promote Columbia, and would enhance our candidates’ experience,” says Liz. “We wanted to be proactive in our approach by connecting with candidates —even if they didn’t apply at first. That way, we could build pipelines for our hard-to-fill and high-volume positions.”

The University also needed access to deeper analytics to help evaluate its approach. That way the team could pinpoint what was working —and what wasn’t —and adjust their strategy to match.

The solution

Columbia partnered with PageUp to put in place a comprehensive top-of-funnel approach. Recruitment Marketing gave the team a no-code career site, a powerful CRM and comprehensive analytics. What’s more, the team was able to launch the project in just 60 days.

This was an incredibly fast implementation for us,” Demi says. “We are a university that requires a lot of consensuses, a lot of conversation, a lot of buy-in. So to do this in 60 days has been really incredible.”

Post-implementation, the team was able to take full control of Columbia’s career site: no more waiting on IT or marketing to action site requests. Without any prior IT experience, they’ve been able to create content and build on-brand landing pages to target their key talent segments.

The team saw an immediate rise in activity within hours of going live with their upgraded career site. Now, with custom communication flows and in-depth analytics, the institution can ensure an outstanding experience for both jobseekers and its internal hiring teams. What’s more, Recruitment Marketing works seamlessly with their ATS, allowing the team to track and evaluate every stage of the journey.

Using Recruitment Marketing Columbia was able to:

Build an on-brand, highly configurable career site with custom calls to actions — no coding required.
Use the CRM to build talent pipelines.
Automate candidate engagement and streamline communication workflows.
Take control of their career site management —no more waiting on IT.
Dive deep into analytics to track and evaluate what’s working and what’s not.
See where jobseekers were coming from and understand sourcing channel effectiveness.

“I can tell you with full confidence and humility that I walked into this project with zero skills. I say this to you to really underscore how user-friendly the system is. If I can do it, anybody can do it. Lean in hard to your PageUp team. They will help you set it up, and you will see the results immediately.”
—Demi Williams
Director, Talent Acquisition
Columbia University

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University of Delaware

Thu, 22 Dec 2022 22:48:55 +0000

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Texas Christian University

Thu, 20 Oct 2022 21:00:10 +0000

The challenge

Established in 1873, Texas Christian University (TCU) is a private, values-centered university in Fort Worth, Texas that employs more than 2,200 people. It was recently ranked as a top 100 national university for the 13th consecutive year.

TCU’s HR team recognisedrecognized that to uphold its reputation as a leading higher education institution, and meet the rising expectations of candidates and team members, its recruitment function needed to evolve.

They identified two key challenges.

First, recruitment metrics revealed they were missing out on candidates. Despite posting more job ads, incomplete application numbers were rising and overall application numbers were falling.

Next, internal team members needed support. As a lean HR team, they were overwhelmed by manual, time-consuming processes. Hiring managers were also expressing the need for more assistance, information, and processes to create a positive candidate experience and hire the right people.

The focus

Lead Applications Consultant at TCU Michael Sanders began by partnering with key faculty members and departments with unique hiring needs.

Gaining feedback and trust was the first step. To tailor a new recruitment process and provide guidance to these key stakeholders, TCU had to gain their buy-in while still giving them ownership over recruitment.

Their next focus was the candidate experience.

Recruitment metrics revealed their costly investment in job boards wasn’t delivering ROI. After digging into the metrics using PageUp’s powerful ATS analytics, they found the majority of candidates and successful hires were coming through TCU’s careers site. They decided to invest their efforts on driving traffic to this channel.

“Corporate organisationsorganizations might have more resources, but TCU is such a great place to work with a supportive culture and so many benefits,” said Sanders. “Improving our careers site was the best way for us to share these unique differentiators, highlight the authentic voices of our diverse team members, and put our best foot forward to candidates.”

But this solution had to be agile and scalable – something HR could build and manage themselves. They needed to reduce the burden on their busy marketing team, and post jobs quickly for departments with urgent hiring requirements.

TCU also needed to transform the recruitment process to deliver a world-class candidate experience.

“Our application process was long, outdated, and required duplicate information. The recruitment process was also confusing for our candidates and hiring managers because they weren’t receiving the information and communication they needed,” said Sanders.

TCU needed a recruitment marketing and recruitment management solution to solve these challenges.

The solution

TCU’s HR team implemented PageUp’s Applicant Tracking System to reduce the length and complexity of applications, and complemented this system with PageUp Recruitment Marketing to attract candidates into their recruitment funnel.

Now, TCU’s talent team can send follow-up emails to candidates with incomplete applications and notify top candidates about new job opportunities. Statuses enable them to facilitate communication internally with hiring managers, and externally with candidates. Plus, enhanced reporting features give them the ability to continue to review and improve diversity metrics for applicants and career site visitors.

Looking to the future, PageUp Recruitment Marketing is allowing the team to build an attractive, engaging careers site that’s easy to edit and customisecustomize. Together with their marketing team, they’ve established clear brand guidelines and job templates to quickly get open roles live. PageUp’s DIY career site builder allows Sanders’ team to easily update content and job listings when required.

After transforming their software and processes, TCU is going from strength to strength – improving recruitment metrics and receiving positive feedback from department leaders. They’re looking forward to implementing the next phase of their recruitment strategy with PageUp.

“PageUp has made us so much more efficient and better positioned to meet the needs of our applicants and departments. If you’re a talent professional: don’t settle for the status quo. Asking tough questions and leading change management can be daunting, but it’s worth it. Great applicants will be pursued by someone – make it you!”

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Sportsbet

Mon, 10 Oct 2022 05:20:29 +0000

What makes someone want to work for you? Is it your perks and benefits, the top-tier teams you build, your culture, or your reputation as a great employer? For Sportsbet, answering this question meant defining their target talent segments and discovering what made them tick —then building a careers site just for them.

It was a project that paid off. At the 2022 ITA awards, Sportsbet took home the award for ‘Best Careers Site’, thanks to its personalisedpersonalized content, targeted landing pages, and authentic employee testimonials.

Here’s how the team created a careers site that attracts talent in a competitive market, nurtures them along their journey, and convinces them to apply.

The challenge

Today’s jobseekers do their homework. They don’t just apply to any company —they want to make sure a potential employer aligns with their values and offers the right growth opportunities. Rather than proving to an employer why they should be hired, today’s jobseeker asks, “What’s in it for me?”

This presented a challenge for Sportsbet, which at the time had a foundational employer brand offering. Working in the digital e-commerce space in the online wagering sector presented additional considerations, and Sportsbet had to work hard to prove it had a compelling offering.

For Simone Strachan, these challenges were “part of the appeal” for taking the role as Head of Talent at Sportsbet as well as the ambition to build a high performing team —but there was lots of work to be done. In a highly competitive market, Sportsbet was finding it incredibly difficult to attract quality talent, especially in the tech and data fields.

“We loosely dabbled in bits and pieces, but there was no employer brand strategy and no true employer brand service offering,” explains Strachan. “I thought of the careers website as our shop front and it hadn’t moved with the times. It wasn’t providing a good experience and didn’t really show an insight into what working at Sportsbet was really like and our awesome Employee Value Proposition.”

“I knew that if we were to have a chance of competing in the market and attracting talent —especially tech talent —that was something we needed to be game-changing in. We needed to get really serious about it.”

The focus

“The first step was to define how our talent function service offering needed to evolve so that we could understand what capability was required,” explains Strachan.

“Establishing this enabled us to create a new talent acquisition operating model at Sportsbet and in doing so invest in a permanent resource for the employer brand space. The amazing Quila Cervelli joined us in late January 2022.”

In September 2021 Strachan also prepared the business case for a career site revamp to justify the costs required for the project.

“It’s a key challenge many organisationsorganizations face: building the business case for new technology. It sounds easy but it’s difficult to do well,” Strachan explains.

To build a compelling business case, Strachan first asked “What does Sportsbet want to achieve, what are our business strategic objectives and how does talent acquisition as well as employer branding play into that?”

This helped her confidently paint the picture for business leaders: “Here are the key employer brand activities we need to perform to be able to attract the talent we need. Here is how it directly relates to enabling the business to achieve its strategic objectives. Here are the metrics and KPIs associated with those initiatives, so we can prove ROI.”

With the business case built, Strachan knew she needed the right technology to create a compelling careers site and to ensure a more proactive approach to engaging talent. Sportsbet already used the PageUp ATS for recruitment activities, but it needed a top of funnel talent attraction tool to drive increased awareness and consideration of its employer brand. This tool would strengthen proactive sourcing and draw in new applicants.

Enter PageUp Recruitment Marketing: one of the fundamental tools Strachan knew would be “a key contributor to enabling our employer brand strategy to evolve.”

“When I joined, I knew we needed to change not just how we attracted, but how we engaged talent. Our prior approach was putting ads up on a main job board and getting inundated with often low-quality CVs, or no applications as the roles were so niche: it was labour intensive. We wanted to shift to a proactive sourcing and headhunting approach more broadly, but especially within the tech and data spaces.”

Strachan’s team prioritisedprioritized launching the “shop front” careers site in December 2021 — as well as the personalisedpersonalized candidate experience that accompanied it —and began to proactively drive traffic to this site. Driving traffic to the Sportsbet careers site was a key strategy to amplify direct sourcing, rather than relying solely on job boards to source talent.

“The idea was to implement the careers site in late 2021 and then iterate over 2022 with ongoing enhancements. We would subsequently switch on the CRM component when we were in a mature state to meaningfully engage talent,” says Strachan.

“We needed it to look impressive and authentically show what it’s really like to work at Sportsbet, but importantly we also needed to be able to implement and enhance in an iterative way.” Strachan says.

“It also needed to talk to the key talent segments we were interested in recruiting and be able to give these visitors relevant up to date info anywhere, any time. Through job boards, events, advertising and social media, we were constantly funnelling traffic back to our careers site. It had to look awesome, and the career site journey needed to match. Quila’s done an awesome job evolving the content on the career website over 2022, and the ability to easily make changes has been critical.”

The solution

After implementing PageUp Recruitment Marketing to build an engaging, on-brand careers site, Sportsbet now relies less on recruitment agencies and job boards to source talent. They’re getting higher-quality, more engaged applicants, and have seen a reduction in time and cost metrics.

“The careers website has been fabulous because I was able to implement it on a short timeline. It was —and I don’t say this lightly —awesome. I was really supported along the way, we had a lot of access to both the careers website and CRM SMEs, and distinct timelines,” says Strachan.

“Since then, we have reduced our Sportsbet average time to fill a role by an average of 13 days, and this has been through tech stack enhancements and a lot of hard work by the talent team. We’ve also dramatically reduced our use of third parties through halving agency placements in six short months.”

A recruitment campaign focussed on early career and career switcher candidates called ‘The Draft’ — “driven by the amazing Sportsbet talent team and project managed by Brooke Siedel” —resulted in 550 applications and five hires for tech, data and analyst roles. These applications were primarily captured through Sportsbet’s new career site, with the team creating a dedicated sub landing page for the program. The page proactively encouraged jobseekers to sign up for Sportsbet’s talent community by expressing interest in ‘The Draft’ 2023.

Implementing PageUp Recruitment Marketing has also enabled Sportsbet to shift its source of hire to more strategic channels. After revamping its referral program both in terms of the rewards offered and the introduction of a high-touch process, the team relaunched this program internally and through the careers site in March. Since then, Sportsbet has seen the number of hires via referrals increase by 400%.

ROI at a glance

400%

increase in referrals

550

applications via careers site

-13

days reduction in time to fill

halved agency spend in 6 months

“Post-implementing the careers site, we have seen a substantial lift in all our recruitment metrics and that’s by no coincidence,” Strachan says. “The dashboard both for the CRM and the careers website is really good: it gives you a lot of insights.”

To attract the right applicants, Sportsbet creates dedicated sub-landing pages for key talent segments. Software engineers get served content around Sportsbet’s modern tech stack, and the exciting projects in development. Data Scientists see thought leadership content and testimonials from passionate team members. In the backend, Strachan’s team can quickly create sub-pages and edit content on the fly.

“I love the fact you can jump in yourself without any tech experience and build the components yourself. At times I was on at night, logged onto the backend and changing images and fonts, uploading content. That empowers smaller teams to do it without a dedicated systems specialist,” she says.

Sportsbet uses these landing pages to attract their target talent segments to the careers site, then invites participation with custom calls to action (CTAs) to opt in like “Join our talent community”, where individuals can share basic details and remain in touch. Upon receiving these candidate details, the team can place them in a talent pool and nurture them with relevant, engaging content until a suitable role arises.

“The simplicity of the talent pools and the ability to customisecustomize workflows and automate content going out is such a critical requirement,” Strachan says.

“We use PageUp Recruitment Marketing as an awareness and consideration tool. The careers site shopfront draws people in, and the CRM gives us a chance to influence perceptions, build awareness of Sportsbet as an employer, increase consideration, and encourage jobseekers to throw their hat in the ring.”

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Michigan State University

Tue, 29 Mar 2022 00:43:31 +0000

The challenge

Founded in 1855, Michigan State University (MSU) is a land grant institution for the state of Michigan and one of the top 100 research universities in the world.

The University has more than 50,000 students and 13,000 full-time and support employees in all 83 Michigan counties.

Being a large, decentraliseddecentralized institution presented one urgent challenge: consistent onboarding.

After years of feedback on its lack of consistent onboarding, MSU needed a more equitable and centralisedcentralized onboarding process to help bolster retention and improve the employee experience.

Research by Brandon Hall Group reveals organisationsorganizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.

According to Gallup, only 12% of employees strongly agree their organisationorganization does a great job of onboarding.

The University also needed to facilitate greater DEI through onboarding, in line with its core value of being an inclusive community.

The focus

In early 2019, MSU launched an extensive information-gathering exercise, pulling together a team of 70 volunteers across campus to collect data for the project.

The project team used digital crowdsourcing and communication platforms to collaborate on documents. They conducted surveys and held Town Hall sessions for faculty, academic, support, and temporary staff to share their onboarding experiences.

Through this research, they identified gaps in their current onboarding experience and defined the project scope. This would include:

creating a centralisedcentralized onboarding platform with accessible resources and easy-to-follow task lists
formalisingformalizing offer letter templates for support staff
facilitating orientations for all employees (as opposed to separate sessions for support staff and faculty/academic staff).

The project was dealt an unexpected twist as the COVID-19 pandemic completely altered the way we work and interact with each other, just as the project was nearing the final stretch. The team was able to quickly accommodate new and additional ways of connecting and learned a great deal from employee experiences during such a challenging time, including from “The Great Resignation.”

“The Great Resignation really demonstrated how people are seeking more purpose in their work,” says Jacob Lathrop, MSU HR Consultant. “Our goal was to tie this into our University’s strategic mission, vision, and values as part of a better onboarding process.”

The solution

Using PageUp Onboarding, MSU formalisedformalized consistent, equitable job offers for support staff.

They also launched an onboarding portal which features:

Landing pages to guide new hires through the process
Resource pages with all the information new hires need to achieve success
CustomisableCustomizable task lists

HR team members use the portal to invite new employees to select virtual welcome sessions, which are now conducted every second week. These regular online sessions make it easier for staff to attend, regardless of their location.

New hires are educated about the University’s history, mission, values, and experiences around campus. To facilitate a more diverse and inclusive experience, executive managers, academic staff, support staff, and temporary staff are all included in these sessions.

Being able to track participation rates and other data allows MSU’s HR team to continue optimisingoptimizing their onboarding approach.

“What we plan to look at next is offering virtual and in-person onboarding experiences, as well as campus tours to improve the employee experience. We’re looking forward to continuously evaluating, collecting data, and making ongoing improvements using PageUp as part of this inclusive process,” says Lathrop.

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Programmed

Mon, 06 Jan 2020 22:51:36 +0000

It’s easy to use. It’s easy to navigate for our business. There are system and product enhancements that we get the benefit of. And the support we receive from PageUp has been fantastic.

Michaela Lihou
Group Manager, HR Innovation & Improvement, Programmed

Programmed Group is a leading provider of staffing, maintenance and facility management services. The company’s 20,000 employees are semi-skilled, skilled and professionals who work in a wide range of industries.

Before coming to PageUp, Programmed had six disparate systems for HR. The company was looking for a new approach to talent management, recruitment, onboarding, succession, performance, advanced analytics and learning.

At first, it was just looking for a way to improve its new hires’ onboarding experience and engagement, which had been a manual, paper-based process. Employee experience is always important, but with this manual system, Programmed was receiving a lot of negative feedback.

It also wanted a system that was easy for managers to use and addressed the nature of its workforce, in that the majority of its employees worked in the field and used mobile devices.

After seeing all that PageUp has to offer, Programmed realised it would benefit greatly from implementing the PageUp Unified Talent Management HR software solution.

Michaela Lihou, the Group Manager for HR Innovation & Improvement at Programmed, says PageUp’s HR software has made work easier for all across the entire organisation.

“The difference PageUp has made is the end-user experience. It’s the same experience for them no matter what module they are using,” she says.

“It’s easy for them to use. They can access it from the web, so they don’t necessarily have to be connected to our network. It has made our lives much more easy in regard to accessing data.”

Interested in PageUp’s unified talent management system? Find out what some of our other clients have to say about our HR software today.

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Lindt

Fri, 19 Jul 2019 01:51:40 +0000

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Kansas State University

Thu, 14 Feb 2019 05:41:39 +0000

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Abilene Christian University

Tue, 05 Feb 2019 01:08:57 +0000

PageUp were great at getting our initial thoughts on how we were currently using our systems, and where we wanted to get to in the end.

Samantha Atkins
Talent Management Specialist , Abilene Christian University

As a leading higher education institution, Abilene Christian University can receive hundreds of applications for its open roles. This meant the university’s Talent Management Specialist Samantha Adkins needed a streamlined recruitment solution to find the best candidates, faster. With PageUp, Adkins and her team have found a system that can handle high volumes of recruiting across faculty, students and staff with ease.

Multiple systems become one

With PageUp, Abilene Christian University has consolidated disparate systems and paper-based processes into an all-in-one solution that covers both faculty, student and staff recruitment. “Before we started with PageUp we had four different hiring systems on our campus,” Adkins explains. “We also had a faculty hiring process where documents were snail mailed in, so being able to put all that information into one system has been great.

Streamlining these processes has made recruitment more efficient and enjoyable for both applicants and people leaders at the university. “We have had some great feedback from all individuals and hiring managers involved,” Adkins says.

Finding the best candidate faster

In higher education, the volume of applicants for roles like adjunct positions can quickly become overwhelming. That’s why it’s crucial to have a system that cuts through the masses to find the best candidate. “Being able to gather more information on our adjunct hires has become very important. We have 200-300 applicants for some of those jobs and PageUp has made it really easy for our hiring managers to see that information,” Adkins says. “They’ve been so quick to praise the system and how wonderful PageUp is to work through.”

PageUp’s deep functionality gives Adkins and her team the chance to learn more about each applicant in the early stages of the hiring journey: a feature that’s proven popular at the university. “Hiring managers have loved the ability to ask an applicant specific questions. Being able to weed out some applicants quickly has been great,” Adkins says.

With you every step of the way

When it came time to introduce PageUp at the university, a side-by-side approach to implementation helped Adkins and her team realize the full functionality of the system from day one. “PageUp were great at getting our initial thoughts on how we were currently using our systems, and where we wanted to get to in the end,” Adkins says. “Besides multiple phone calls and bi-weekly meetings, they came to campus and did a two-day deep dive, questioning us about ways we could implement PageUp in our systems.”

PageUp experts were with the Abilene University team at each step of the implementation journey, offering advice and encouragement. “They were wonderful at giving us praise. It was needed at times, and they were amazing at encouraging us,” Adkins says.

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The University of Alabama

Mon, 21 Jan 2019 04:22:41 +0000

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University of Wisconsin Oshkosh

Wed, 14 Nov 2018 05:23:32 +0000

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Rollins College

Tue, 06 Nov 2018 22:58:04 +0000

The search committee functionality has been a huge enhancement over previous systems we have used. Showing our hiring managers and search committee members how the functionality works, how they can collaborate better, share feedback, ease of being able to review all applicants’ application materials and sharing outside of the committee. It’s a great communication tool and enhancement to our campus.

David Zajchowski
Assistant Director HR, Talent Programs – Rollins College

Founded in 1885, Rollins College is a four-year liberal arts institution in Florida. The US News & World Report has ranked Rollins the number one university in the South, nine consecutive times.

With more than 700 employees, Rollins College needed an easy-to-use, integrated talent acquisition and applicant tracking system that supported the school’s employment brand and staffing strategy.

With PageUp’s Recruitment and Onboarding software-as-a-service, Rollins College would be able to enhance the user experience of candidates and staff. Our actionable reporting and analytics would help inform decisions and advance the school towards its goals.

David Zajchowski, Assistant Director of HR Talent at Rollins, says PageUp’s modules have had many benefits.

“It’s been a win for everyone. Our applicants’ experience is better, our internal hiring experience is better … Overall, PageUp has been helping us collaborate as an institution,” he says.

Hiring managers and search committees have praised PageUp’s simple-to-use approach and appreciate how easy it now is to review applicant materials.

“They have found it easier to go in and review applicant materials. [PageUp] has reduced their stress levels by being a system that they can go into, and navigate it on their own,” Zajchowski says.

“We’ve also noticed a reduction in the number of calls that we are getting from applicants, [who now] find it very easy to apply for a role at our institution.”

PageUp’s recruiting software and applicant tracking system can improve your business too. Don’t believe us? Read more of our customer testimonials to found out how it has benefited them.

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Citadel

Tue, 06 Nov 2018 00:01:25 +0000

The best thing about the PageUp product is the ability to streamline everything all at once – from applicant tracking to our performance management, our learning management and our onboarding processes. All are in a one-stop shop. The response on campus has been great. Folks know that they can log into the system and manage their talents’ performance, learning, recruitment, and their first day and first 60 days with ease.

Leah Schonfeld
HR Director – The Citadel, The Military College of South Carolina

Founded in 1842, The Citadel is a military college in South Carolina and is considered to be a landmark institution within the United States. The Citadel’s undergraduate student body is made up of 2,300 South Carolina Corps of Cadets drawn from 45 states and a dozen countries.

The Citadel initially needed an applicant tracking system that integrated seamlessly with its careers website so recruiters could directly access candidate information.

It was also important to them to give the best first impression to potential employees. Their previous processes were manual and messy, so they were after something more automated and streamlined.

PageUp helped The Citadel achieve its goals by streamlining its holistic unified talent management solution, which incorporated its end-to-end recruiting software that also seamlessly integrated with the institution’s Banner HRIS. All this enabled recruitment as well as HR processes to become more innovative and efficient.

Leah Schonfeld, the HR Director at The Citadel, says PageUp’s ability to combine recruitment, onboarding, learning and performance modules has greatly benefited the school.

“The best thing about the PageUp product is the ability to streamline everything all at once. From applicant tracking through to our performance management, our learning management and our onboarding processes – all are in a one-stop shop,” she said.

“The response on campus has been great, the folks know that they can log into the system and manage their talents’ performance, learning, recruitment, and their first day and first 60 days, with ease.”

If you’re interested in exploring PageUp Unified Talent Management for your institution, read up on some of our other customer successes today.

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Robert Morris University

Thu, 03 May 2018 02:02:39 +0000

The challenge

The Human Resources Information Systems (HRIS) team at Robert Morris University (RMU) is the largest team in the Human Resources (HR) department, and they were busy trying to make the University’s paper-based HR processes work. “We have more people in our HRIS area than we do in any other HR functional area. This is backwards because HRIS processes should be automated,” says Selena Catanzarite, Associate Director of Talent Management. “We are working on many projects to become more efficient. Then we can reroute these employees to other tasks and projects that are falling short because we are spending so much time handling cumbersome administrative processes,” shares Catanzarite.

The solution

The first step to creating a more efficient HRIS team was to find an alternative to paper-based position descriptions, open position requisitions, offer approval forms, candidate applications and for all data from these forms to be automatically shared to the HR system of record, Unit4, without manual input. Catanzarite and a team of RMU stakeholders researched and evaluated several platforms before deciding to implement PageUp Recruitment and Onboarding. “There were three reasons we chose PageUp over any other software application. PageUp has a focus on higher education, it is more customisablecustomizable than other products, and the customer service model was excellent. I truly believe the reason this project was so successful is because of the model of customer support that PageUp has enacted.”

PageUp’s support also ensured that the integration with Unit4 was smooth and accurate. “The PageUp process to build integrations to and from an HRIS system works. Kenneth at PageUp made us question our processes and think of implications about which we would not have otherwise thought. Because of Pageup’s superior integration implementation process, both the imports to and exports from PageUp went smoothly,” shares Catanzarite.

Implementation marks the beginning of a journey to optimiseoptimize the system. “Even several months after go-live, Kane, Customer Success Manager, continues to provide guidance to RMU on making customisedcustomized adjustments to the system and using the system more efficiently. “We are maximizing the power and benefits of PageUp because of his continued technical support,” says Catanzarite.

“We have rearranged workflow in our department to accommodate the increased capacity.”

Selena Catanzarite,
Associate Director of Talent Management,
Robert Morris University

The results

Although Robert Morris University desperately needed a Recruitment and Onboarding solution, they did not have time capacity to implement one. At the time RMU started the project, Catanzarite was already working long hours. “I knew it would be challenging to implement but, if successful, well worth it. I didn’t know how I would have time to implement a new system. However, Laurel, my contact at PageUp was fantastic! She just kept reminding me that I could do it. She was there to help us every step of the way.’”

Catanzarite says the PageUp customer service team’s ability to think outside the box took pressure off her, and ensured the University ended up with the most automated solution possible. “They would listen to my scenario and come back with a solution. Even if the solution was not an exact solution, it got us closer to ideal. The implementation consultants challenged us to consider different processes and solutions,” she says. In the process of implementing the system and interrogating existing processes and practices, Catanzarite was able to uncover some practices which were not efficient or compliant and worked to streamline and correct those processes. “Post-implementation, we have launched projects to correct these issues.” she says.

The new process is a refreshing change. “The PageUp system is not complicated to use. We conducted a considerable amount of testing, so the system was customisedcustomized to match our recruitment processes,” says Catanzarite. Now that the system is implemented, the capacity of the HRIS team has increased and they are able to work on other projects. “We have rearranged workflow in our department to accommodate the increased capacity,” she says. With increased capacity and compliance, Robert Morris University is well on their way to redistributing their HR team to work on less administrative tasks and more strategic projects.

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Swarthmore College

Fri, 08 Dec 2017 22:41:42 +0000

The PageUp system has really helped me streamline the whole process and rebrand our entire employment division.

Amanda Puchon
Manager – Talent Management and Retention, Swarthmore College

When Amanda Puchon, Manager of Talent Management and Retention at Swarthmore College started at the college, the recruitment process was entirely paper based. “It was hard to track and hard to report. The PageUp system has really helped me streamline the whole process and rebrand our entire employment division,” she says.

Top three criteria

When Puchon started searching for a solution, she had three top criteria, the platform:

needed to integrate with Banner;
had to offer strong customer service;
must have a really friendly user experience for all users – including committee members and hiring managers – the easier the better.

“PageUp met all that criteria plus some additional features that we didn’t currently have,” says Puchon.

Better applications and a better applicant experience

Swarthmore College’s new website has had a significant impact. “We have so many more and better applications, a better applicant experience and a better new hire experience,” says Puchon. And it’s not just applicants that love the platform, “Our hiring managers enjoy using the system. It’s opened up more communication between human resources, hiring managers, search committee members and new hires. I think it completely transformed the whole employment process overall,” adds Puchon.

Return on investment

The key return on investment for Swarthmore College has been time saved. “I have streamlined the process from the approval process to recruitment, delivering a better applicant experience, a better onboarding and new hire experience,” says Puchon. It’s also saved the college money. “From a cost perspective, being able to add in the the job boards has been very cost-effective for us. We’ve spent less overall because we were able to track what sources really work. We now have reports which we have never had in the past.”

Great customer service

“The customer service has been has been amazing. I was really impressed from the very beginning of the process,” says Puchon. A highlight was the two-day workshop PageUp conducted onsite with the college. “We mapped out on a board what our current process looked like and then we talked about what we wanted the new process to look like. We talked about some key functions that we don’t have that we really wanted to implement. Being able to have a consultant in there with us to think through the things that we may not have thought of ourselves was really helpful. The ongoing support has been amazing.”

Swarthmore College continues to save on job board fees and reap the benefits of a more streamlined approach.

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Mississippi State University

Fri, 08 Dec 2017 22:35:46 +0000

Mississippi State University were looking for a way to improve the experience of hiring, onboarding and developing people at the university – for managers, applicants and employees. PageUp’s unified Talent Management system provided the solution.

Juli Rester
Senior HR Generalist, Mississippi State University

A complete talent management system

“One of the things we were looking for was a complete system with all of the Talent Management modules,” says Juli Rester, Senior HR Generalist at Mississippi State University. “We wanted to be able to track participants and their training and we wanted to be able to provide different platforms for delivering learning to our employees.” Mississippi State University now uses PageUp for Recruitment, Onboarding and Learning. It provides a central point for hiring and onboarding staff, and learning can be tailored to each individual’s needs.

Great for recruiters and applicants

A recruitment system not only needs to enhance the experience for recruiters and hiring managers, but applicants too. “One of the things we were looking for in implementing PageUp was an applicant experience,” explains Rester. “We were able to develop a landing page that markets the university’s benefits, so that applicants are interested in working with us. We also wanted a careers site that was up-to-date with technology and that the applicants could use very easily. We feel like we have done that through PageUp.”

Applicants can now visit Mississippi State University’s careers page, browse jobs and apply easily. Or, if there isn’t a job currently advertised that interests them, they can sign up to receive an email when new jobs are advertised.

The system makes it easy for people within the business to understand how recruitment for roles in their teams is tracking. “Our business users love the transparency of the system. They like being able to go into the system to see where their application or approval is in the process,” says Rester.

They can also choose bulk actions, which makes it quick and efficient to communicate with candidates, improving the overall process. “The business users love to use the revision history and being able to do this quickly and easily. They also love being able to communicate with the applicants on a regular basis, and to be able to send out non-selection letters to provide closure for our applicants,” says Rester.

Awesome support

Mississippi State University now have the platform they were searching for. “We now have recruitment, onboarding and learning all in the one system,” says Rester. If questions come up along the way, support is easy to find. “If I have a question, I just use the online chat. They are quick to answer and respond. If they need to raise a case, they quickly inform me of this, and they communicate regularly with us on the status of the case,” says Rester.

Now that Mississippi State University has streamlined their processes for recruitment, onboarding and learning, there’s more time to focus on other high-impact projects.

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University of Massachusetts

Wed, 08 Nov 2017 22:30:38 +0000

I think it’s made a huge difference. We are getting more applicants, especially for those tough-to-fill positions.

Ruby Carnevale
Director of Employment Services, University of Massachusetts

Ruby Carnevale, Director of Employment Services at University of Massachusetts Lowell has delivered her fair share of training sessions, but rarely has she received a round of applause for the content.

Technology people love

“I’ve done lots of trainings – part of my job is to do search committee training and also system training,” explains Carnevale, who delivered training sessions on PageUp Recruitment at the university. “I got rounds of applause just for showing them some of the simple things that they really wanted that they couldn’t do before. That to me means we did we did our job right,” she says.

Increased applicant pipeline

“We were getting a lot of complaints from applicants who were applying with our old system and we haven’t had any complaints,” says Carnevale. It’s not just ease-of-use that’s improved, actual number of applicants has risen. “I think it’s made a huge difference. We are getting more applicants, especially for those tough-to-fill positions,” says Carnevale.

Perfecting processes

“My number one piece of advice is to make sure that you have your existing process documented,” says Carnevale. In addition to documenting existing processes, so that PageUp can be configured to best deliver on them, Carnevale says there’s a lot to be learnt from working with PageUp. “Keep an open mind – you’re so used to doing things a certain way. We learned a lot from PageUp in terms of process efficiencies. I really loved working with the PageUp team,” she says.

As faculty staff and applicants use the system, Carnevale can tweak PageUp in response to feedback. “I think it makes it much easier as we continue to improve and get feedback from not just applicants but our customers – which are our faculty and our staff who are actually using the system,” she says.

With recruiting now firmly in hand, Carnevale is turning her attention to improving onboarding at the university.

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ISS

Sat, 06 May 2017 01:11:54 +0000

PageUp came out head and shoulders above the rest as it had a lot of flexibility and it was very easy for us to administer.

Sarah Larson
National Recruitment Manager, ISS Facility Services Australia

From humble beginnings, ISS Group has grown to become one of the leading Facility Services organisations in the world, with some 14,000 employees in Australia alone. Founded in 1901 in Copenhagen, ISS Group prides itself on developing capable and knowledgeable employees who outperform in all functions its clients require.

ISS Group came to PageUp looking to convert their completely manual recruitment process into a more streamlined and automated system.

PageUp passed a rigorous selection process by offering the flexibility and configurability ISS was looking for in a software-as-a-service.

Scott Wilson, the National Manager of Employment Programs at ISS Facility Services Australia, said PageUp’s easy-to-use functionality for both administration and candidates put it “heads and shoulders above the rest”.

Where once ISS’s national recruitment drive of up to 4,000 people involved lots of paperwork, it’s now all electronic and centralised through PageUp. This has made it easier for the organisation to collect data efficiently and accurately.

ISS Recruitment Coordinator Chris Ennis said PageUp’s recruitment software has simplified his role.

“Since having PageUp in place, my role as a recruiter has become much more streamlined. Having everything online on the one system is really effective,” he said.

With PageUp, ISS has since managed to significantly improve compliance, speed-to-hire, and service standards across the business.

ISS National Recruitment Manager Sarah Larson is impressed with the working relationship cultivated between ISS and PageUp.

“We have weekly meetings to identify better ways to do things, and to maximise the use of the system,” she said.

Other standouts for ISS is PageUp’s 24-7 Help Desk, which is always available, and the excellent support team, which can assist ISS with technical questions.

Want to find out more about what PageUp’s recruitment software-as-a-service can do for your organisation? Read more testimonials on our Resource Hub today!

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Frasers Property

Sun, 05 Mar 2017 23:53:35 +0000

Working with PageUp is great. It’s a highly intuitive system with a lot of functionality.

Chang Turner
Recruitment Manager, Frasers Property Australia

Frasers Property Australia is the country’s leading diversified property group, with a strong international presence across more than 80 cities worldwide. It has over 90 years’ experience in Australia and employs 800 staff members nationally.

Frasers was looking for a way to centralise its HR and recruiting processes. As it stood, the company didn’t practise any form of talent pooling or pipelining. Candidates were only known by one part of the business, impacting communication and recruiting activities.

After implementing PageUp’s Recruitment software, Frasers’ Recruitment Manager, Chang Turner indicated the company started to see a significant increase in direct recruitment.

“We are seeing a lot of benefits from the PageUp system. The most obvious is the return on investment component, with how much money we are saving on suppliers,” he says.

Frasers is now able to use it’s ever-growing applicant database to find candidates and assess their suitability for a number of roles across the company.

“We are now able to see a candidate’s history and strengths, and use this to identify opportunities outside of those they may have originally applied for,” Turner says.

“This has led to greater talent pooling and a decrease in the time-to-recruit and speed-to-onboard.”

Turner also says the PageUp system is simple to use and intuitive in nature.

“The PageUp system is a fantastic system to use. It’s got a huge amount of functionality, it stores everything we need in the one place and it is the single source of truth for us.”

Thinking of researching and procuring recruitment software for your business? Find out how we at PageUp have helped other companies and organisations today.

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The Medical University of South Carolina

Tue, 23 Jan 2018 02:10:59 +0000

The challenge

Since 1824, The Medical University of South Carolina (MUSC) has delivered excellence in education, research and patient care. MUSC is the state’s only academic health science center and the largest non-federal employer in Charleston, South Carolina. The university educates and trains more than 3,000 students, residing in six colleges, have nearly 13,000 employees, including approximately 1,500 faculty members. It also staffs a 700-bed medical center and a nationally-recognisedrecognized children’s hospital.

Traditionally, applying for jobs across the MUSC enterpriseenterprize was a tedious, repetitive process. With three separate applicant tracking systems in place, candidates weren’t able to see, or apply for jobs across the various entities; each of the systems were vastly different in their requirements and the application process felt inconsistent. This created a poor experience for job applicants and reflected poorly on the enterpriseenterprize.

Stefanie Cole, HR Business Partner Manager at MUSC, was keen to find a solution.

“Our target audience was the applicant and we wanted to make sure that we were consistent with what they experienced and it reflected a high-performing enterpriseenterprize. The challenge we faced was finding a system that was flexible enough to meet the differing entities’ hiring requirements, such as health care professionals versus academics, and that also offered a fully-integrated onboarding process- something that we didn’t have,” she said.

It was at this point that MUSC went to market for an Applicant Tracking System (ATS) that could suit all of their needs. After considering a number of ATS providers, including specialist healthcare systems, as well as those set up to meet academic and education requirements, they chose PageUp as the vendor which could provide the results needed.

“We were really looking for an innovative applicant tracking system and that was PageUp.”

Stefanie Cole,
HR Business Partner, Manager, MUSC

“We wanted to have one careers site powered by one system that candidates could go to for all MUSC jobs and have all of their information available, from being an applicant to becoming an employee – in one place. It needed to be a ‘one-stop-shop’ so that they can access any kind of information or contact information and complete their onboarding activities,” Stefanie said.

“We liked the fact that PageUp was new to the US. They are very innovative and constantly changing things and we knew that PageUp could certainly address our academic needs with expertiseexpertize in Higher Education.” Stefanie said.

The results

Since implementing PageUp, MUSC has seen several benefits.

“With the help of PageUp we’ve been able to streamline our recruitment processes so that we are able to spend more time on qualifying star candidates, instead of sifting through every application. We certainly haven’t lost anything by not having a healthcare-specific system.” Stefanie said.

“One of the biggest improvements has been our reporting. We hardly got any reporting out of our old applicant tracking system and we weren’t able to track things like time-to-fill or time-to-hire. I’m not really an IT person, so I like the fact that I can go into the PageUp system and drill down and filter my reports to get what I need pretty easily. We now know if we need to do more active or passive recruiting for positions – something we didn’t have visibility to previously,” she added.

The uptake of the PageUp system across hiring managers has also been positive.

“Our hiring managers love how they can see everything they need to concentrate on each day from their dashboard which they look at first thing each morning. They find the system easy to maneuver through and love the offer process since there is no paper and it’s all done online. Most of all, they are finding the bulk move capability is saving them time. They can bulk move applicants, they can bulk send applications to a peer interview team – they’re loving the ease of all of these functions,” Stefanie said.

Job applicants and employees have also noticed the difference since switching to PageUp.

“Our applicants like the fact that they can see positions across all of the different entities and they don’t have to go to a different site to see all the jobs. We have also received a lot of feedback from employees regarding the onboarding portal. They like the fact that they can keep up with what they need and we are constantly in touch with them.” Stefanie said.

MUSC also recently integrated its preferred assessment provider with PageUp in an effort to make its candidate experience even more seamless.

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Michael Hill

Wed, 06 Jul 2016 16:19:20 +0000

The Challenge

Michael Hill exists to craft distinct and appealing jewelry, which has been the company’s goal since its founding in 1979. This dedication has led to tremendous growth over the last 30 years; the company currently has more than 300 stores across New Zealand, Australia, Canada and the United States, employing 2,400 individuals across these locations.

Today, Michael Hill remains focused on an aggressive growth vision – to open 1,000 stores globally. But achieving this goal has proven to be challenging. For one, the company initially missed identifying several nuances between Australian HR policies and methods and those of its North American locations, such as the differences between employee leave policies (four weeks paid vacation in Australia and New Zealand, compared to two weeks in Canada and anywhere from zero to 10 days in the U.S.).

Not being able to recruit the right local talent at the start and thereby create a positive candidate experience tailored to the culture of each market, was another obstacle. Michael Hill initially relocated senior staff from Australia and New Zealand to its Canadian stores; yet, by doing this they missed out on local market knowledge that in hindsight could have resulted in quicker success. Combined with a lack of brand awareness, the company felt like a startup in Canada and U.S., rather than the established business it really is, which made it difficult to attract customers and employees.

In the nutshell, the company faced numerous challenges adopting the appropriate, country-specific human resources and talent management practices and systems when globalizing their organization.

“It’s a system that allows us to start up in any country, it works really well for us.”

Louise Morrison,
Group Human Resources Manager, Michael Hill

The Focus

To address these challenges, Michael Hill adapted to the situation by researching how other Australia/New Zealand-based companies have expanded into the Canadian and U.S. markets and learn from their experiences. They also realisedrealized the need to ask for assistance and build partnerships with organisationsorganizations that could help them achieve success. In addition, Michael Hill committed itself to a strategy of ‘try and learn’ – learning on the go and picking up valuable lessons from mistakes. This also entailed understanding that just because something works in one region doesn’t mean it will work in another.

To help it address the challenges of multi-national talent management and to automate the processes crucial to its expansion plans, particularly recruiting, Michael Hill recognisedrecognized the need for a technology solution that catered specifically for international expansion. It engaged with PageUp to benefit from its established and successful global footprint in the talent management and recruitment technology space. Not only did PageUp empower the company to manage all recruiting activities from its single software platform, but it also helped Michael Hill to account for local nuances and workflows within it, to reflect the talent acquisition requirements of each market. In addition, the PageUp solution helped the company drive efficiencies and unlock the use of its global Michael Hill team; if a recruiter in Canada is away, a company recruiter in Australia could step in to manage their workload.

“PageUp fundamentally understands our business. It’s great to work with a partner that understands the requirements of our business.”

Tony Lum,
Group Learning & Development Manager, Michael Hill

The Solution

Since implementing the PageUp Recruitment platform, Michael Hill has benefited from numerous advantages. For one, the company has greater process consistency across its global operations, while still maintaining the crucial ability to localiselocalize those processes where required. Michael Hill is also able to provide an improved candidate experience by adapting to the needs of the local workforce and supporting their culture. And with enhanced global reporting, the company can track and manage business and recruiting efforts, making it easier to demonstrate its success to its board.
By using the PageUp platform, Michael Hill is better equipped to support its rapid growth and global expansion, without the need to increase recruiter headcount. As a result, the company is well equipped to advance towards its goal of opening 1,000 stores globally, with the flexibility to support its continued growth into the online retail space.

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University of Melbourne

Thu, 29 Oct 2015 16:20:39 +0000

The challenge

Established in 1853, the University of Melbourne is the second oldest university in Australia and counts itself among the best universities in the world. Its staff of 7,300 professionals provides support and education to more than 35,000 students each year. Thanks to its world-renowned reputation, the University receives nearly 20,000 employment applications annually to fill approximately 800 positions. Although the organisationorganization was in a fortunate position in terms of a positive employer brand, its current recruiting system was unable to keep up with the demand of processing such a high volume of job applications each year.
In order to remain competitive, the University needed a better method for automating and streamlining its recruiting process. What the organisationorganization required was an aggressive hiring strategy that would enable it to hire top talent and optimiseoptimize its candidate experience throughout the recruiting process, as well as communicate its position as an employer of choice. Specifically, the higher education institute needed to:

Support hiring manager recruiting tasks securely and efficiently.
Improve internal communications between HR and hiring managers.
Bring technology investments up to current standards.
Implement a system that could provide a secure recruiting process to ensure compliance with privacy policies.

“We chose PageUp because the flexibility and security of its recruiting solution helped us automate a consistent recruiting process across all departments while meeting our strict privacy policy for data management.”

The focus

The University of Melbourne sought a solution that could help take its recruiting to the next level and ensure that the organisationorganization could continue to enjoy the positive effects of being an employer of choice. With a high volume of applicants, it also was imperative for the organisationorganization to be able to deliver a consistent, positive candidate experience that would reinforce the employer brand throughout every step of the recruiting process.
The University selected the PageUp Recruitment Management Solution (RMS) due to its flexibility and ability to map to a wide range of existing internal processes. The organisationorganization required a tailored, secure solution in which hiring managers could execute their tasks to move candidates through the hiring process without having to rely on HR to complete the steps. PageUp’s streamlined, cloud-based software integrates seamlessly with multiple processes and partners, ensuring that companies have one simple system for all of their recruiting needs.

The solution

With the implementation of the PageUp RMS, the University was able to improve the efficiency of its recruiting process by 40 percent, removing a significant number of steps that had previously prolonged its time-to-fill metrics, especially for critical roles. Furthermore, by automating its job posting and application review processes, the institution was able to cut a few weeks out of these two steps alone, streamlining them by 66 percent.

In addition, the RMS helped to greatly improve the candidate experience during the recruiting process by supporting existing marketing and communication initiatives. Specifically, it aided recruiters in their effort to attract the right talent, as job requisitions could be branded to reflect the University’s position as a top employer, and candidates could now receive updates about their status as they progressed through the hiring process. Furthermore, the solution empowered the University’s hiring managers to complete recruiting tasks more efficiently and securely, improving the retention of top talent throughout the institution

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Department of Health and Human Services in Tasmania

Sun, 12 Apr 2015 14:20:09 +0000

The challenge

The Department of Health and Human Services (DHHS) is the largest government organisationorganization in Tasmania, employing 10,500 individuals. Offering great diversity across a variety of employment opportunities, DHHS was challenged with filling nearly 2,000 positions annually for more than 360 sites in urban, rural and remote island settings.

The organisationorganization’s small recruiting staff of 10 relied on outdated manual processes to fill the many open positions across 13 business units with very diverse hiring needs. In a market characterisedcharacterized by the limited availability of talent, DHHS had trouble attracting and retaining experienced professionals for critical healthcare-related roles. These challenges combined to create a prolonged time-to-fill rate of more than three months.

“Because of PageUp’s commitment to customers and innovation, we’re ahead of the game in our recruiting efforts.”

Justin Giles-Clark,
Manager of Business Improvement, Human Resources,
DHHS, Tasmania

The focus

With a small staff responsible for handling a high volume of applicants across a large number of positions, DHHS recognisedrecognized that its previous recruiting processes were limiting its ability to hire top talent. The company wanted to find a technology solution that could help it connect with candidates, no matter where they were located around the globe. DHHS understood that an automated approach would allow it to better manage talent acquisition needs.

DHHS selected the PageUp Recruitment Management Solution (RMS) to streamline its recruiting processes, including automating its requisition postings to various job boards. The solution also supports simplified interview and hiring event scheduling for candidates, generates surveys and reports, and matches the best candidates to jobs in a single click. Given the flexibility of the RMS’s design, the Department was able to implement the system in a phased approach over an 18-month period, ensuring optimal levels of user adoption.

The solution

Immediately following implementation of the PageUp RMS, DHHS reduced its time-to-fill rate by more than 30 percent and continues to experience gains in hiring efficiency. In addition, the intuitive user experience helped promote adoption of new recruiting processes across all business units and locations, ensuring that staffing needs were met as required by each unit and that employee data was consistently captured for each new hire. The Department also found that the solution enabled it to extend its reach globally, resulting in the recruitment of a strong talent pool of skilled labor. This was especially critical for its healthcare positions, as Tasmania’s significant shortages in medical professionals and nursing staff required it to source talent from outside the region.

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Suncorp Group

Wed, 01 Aug 2012 16:28:28 +0000

The challenge

Suncorp Group manages its general insurance, banking, life insurance, superannuation and investment brands across locations in Australia and New Zealand with approximately 14,500 people in its employ. The strong link between the customer brand and the employer brand means that it is crucial that Suncorp employees have a positive experience. Each business unit’s employment brand needs to convey unique differentiators while supporting the enterpriseenterprize brand.

Suncorp welcomes approximately 4,500 new hires each year, the opportunity existed to improve onboarding processes with the overarching goal of having new employees job-ready on day one. But, the company was challenged with:

An onboarding process that relied heavily on manual administration of paper-based offer letters, forms and checklists.
Delays in processing new employees onto payroll due to the reliance on postal services, data input errors and missing or unclear information provided by new employees.
A lengthy onboarding cycle, which averaged 8.4 days for offer acceptance documents to be received from new employees and subsequently trigger onboarding activities.
More than 50 percent of new employees beginning work without the proper equipment or system access due to delays in the processing of employment details.

“We are delighted with our new online onboarding approach. Our new starters are now offered roles online, and are job ready within three days of receiving their offer. In the past, this could take up to two weeks. Apart from the cost savings from moving to a paperless approach, our candidates have a great onboarding experience before they even start!”

Amanda Revis,
Group Executive Human Resources

The focus

Using LEAN methods, Suncorp undertook a focused three-day exercise to understand its business challenge. This approach facilitated a swift analysis and in-depth understanding of the problem and required solution. Suncorp then partnered with PageUp to achieve a more streamlined and efficient onboarding process. As an existing partner, PageUp was able to deliver a solution that met Suncorp’s needs for simplicity and speed of delivery using an agile approach. Suncorp also saw the benefit of increasing the functionality of its current system to provide an integrated and unified onboarding process.
Effectively onboarding employees is a key element of an overall talent management strategy. The Suncorp onboarding solution represents an extension of the recruitment process, rather than a standalone activity and system. Cross-collaboration between Suncorp’s Human Resources, Procurement and Business Technology areas and PageUp also helped to ensure a cohesive solution was delivered in a short timeframe. To complement the launch of the new onboarding system, PageUp helped design and deliver a program of targeted communication and training activities to educate hiring leaders and recruiters. Just-in-time training resources and toolkits also were developed to drive new onboarding practices as part of “business as usual.” This program aimed to ensure the widespread and effective adoption of the new onboarding system and related processes.

The solution

With the PageUp Onboarding in place, Suncorp automated the onboarding process to provide chosen candidates with a seamless transition into their new role. The new streamlined process has delivered an immediate return on investment for Suncorp, with quality improvements and time and cost savings resulting from reduced administration and enhanced process efficiencies. The total turnaround time from when the offer is made until the new starter is job-ready has been shortened from an average of 15.5 days to 3 days. By eliminating paper-based New Starter Packs and associated costs, Suncorp will achieve a significant savings each year. Furthermore, the cost of processing new employee offer documentation is anticipated to be reduced by approximately 40 percent.In addition to these hard cost savings, the new process has notably improved workflows and administrative requirements for the onboarding support and recruitment teams. The PageUp solution has revolutionisedrevolutionized the way the Suncorp team works and frees them up to concentrate on more specialisedspecialized tasks. The solution also has met the organisationorganization’s need for simplicity and efficiency while still satisfying all the business’s onboarding needs and eliminating the former paper-based processes. Long-term outcomes include decreased time to productivity, enhanced new starter experiences resulting in increased talent retention, improvement of Suncorp’s employer brand to assist in recruiting top talent, and greater visibility of the onboarding process for hiring leaders.
Suncorp Webinar – Onboarding

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Thiess

Fri, 08 Jun 2012 00:00:34 +0000

The challenge

Founded in 1934, Thiess Pty. Ltd. is a leading global integrated construction, mining and services provider. The company has more than 180 active construction projects that require the support of more than 17,000 employees in Australia, New Zealand, Indonesia and India. As a result of its tremendous growth and numerous ongoing projects, Thiess was challenged with a shortage of talent at all job levels across the organisationorganization.
Specifically, the company was impaired by its inability to take a proactive approach to its recruitment and hiring needs. Thiess faced a number of talent management challenges that needed to be addressed:

Retain talent with critical skills in geographical regions with scarce resources.
Enable a consistent hiring process across the company’s hundreds of projects.
Implement a flexible recruiting process to hire both permanent and contract positions on a per project basis, including joint ventures with partners, in regions with very diverse candidate populations and employment regulations.
Build a talent pipeline to enable streamlined staffing for current and future projects.

“With PageUp, we were able to build a talent pool that allowed us to be more proactive in our recruiting efforts. By sourcing the right talent for projects, we are now able to take advantage of new market opportunities in each region where we operate.”

Melissa Lascelles,
Workforce Planning Manager, Thiess Pty. Ltd

The focus

To improve their ability to connect quickly with the talent and skills they needed, Thiess searched for a technology partner who could help them manage their entire recruitment ecosystem. Since the company hires both permanent and contract positions, they required a solution that would enable proactive sourcing from a variety of locations.
Thiess selected the PageUp Recruitment Management Solution (RMS) due to its flexibility in managing the company’s permanent and temporary staffing objectives, its talent pooling capability and its reporting on recruiting allocations. Thanks to the robust Software as a Service (SaaS) functionality of the PageUp recruiting solution, Thiess was able to implement a solution across all of its locations in under nine weeks.

The solution

With a consistent recruiting process supported by the PageUp RMS, Thiess now easily delivers on its global hiring objectives, even in regions where critical skills are scarce. It can quickly recruit the right talent from its expanded global talent pool to better support major infrastructure projects. Furthermore, the company can identify select groups with the appropriate aptitude for advancement into critical roles and implement training and succession planning programs to develop talent for these positions. In addition, the PageUp RMS helped improve communication across divisions to better manage and develop talent at all levels of the organisationorganization. As a result, the company could effectively retain key individuals and reduce turnover among its permanent staff.

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