Success Story
How we helped a corporate secretarial firm grow their team by reinventing their employer brand and recruitment pipelines
About CAP Advisory Group (previously known as beezKORP)
CAP Advisory Group is a Singapore corporate secretarial firm that provides comprehensive corporate secretarial and accounting services to the SMEs. They have been working to revolutionise the industry by improving efficiency through digitisation of the accounting ecosystem. Apart from that, they have expanded their range of services to include consultancy services for aspiring entrepreneurs, keeping them updated on new business trends and technological advancements.
Goals
To grow the team and reduce time spent by the management
An important ingredient for success is a team that possesses the essential skill sets and shares a common vision with the management team. In this project, we worked on 4 key areas to help beezKORP better attract and hire the right talent:
- Defining beezKORP’s employer brand
- Extending candidate outreach
- Building a recruitment pipeline
- Winning the pitch
Solutions
1. Defining beezKORP’s employer brand
beezKORP pride themselves on having a dedication to serve the SME sector by helping SMEs improve their capabilities. As such, beezKORP wanted to find people who want to make a difference and provide them with the leverage to make a mark on the industry. With this information, we developed clear employee value propositions and employer branding messages.
Using our TeamSight+ culture diagnostic tool to better understand their current employees and management team, we were able to define concretely the attributes of the people that they wanted to hire, and the characteristics of those who would be a good fit for their company culture. This enabled us to craft much sharper job descriptions, which gave job seekers a clearer idea of what the company is looking for, attracting the right people to apply.
Finally, we created a career page that contains all essential information and provides a seamless application process for job seekers. This includes the newly crafted employer brand messages, testimonials distilled from interviews with ex-employees. and the list of current job openings linked to an online application form for interested job seekers.
2. Extending candidate outreach
We worked with the team to improve the effectiveness of existing sourcing channels. To do so, we established a structured process with clear timelines for employee referral and internship programmes. An intern calendar detailing students’ availability period was also developed to facilitate manpower planning and enhance campus outreach for internships. Suitable job boards were also recommended to boost the volume of applications.
3. Building a recruiting pipeline
In anticipation of a higher volume of applications, there was a need to efficiently sift through all the job applicants to ensure that only the best are brought in for interviews. In order to do this, we designed an online application form that incorporated a number of screening, and implemented screening tools such as video interviews. This increased the amount of information they had on each candidate when deciding who to bring forward to interviews, and reduced the risk of good candidates falling through the cracks.
In addition, there was also a need to improve the efficiency and effectiveness of interviews. We developed role-specific checklists to be used during the interviews and trained the interviewers on techniques to effectively identify important traits they desire from their employees. This would ensure consistency in evaluation standards, strengthen collaboration among interviewers and reduce the number of man-hours required for the interviews.
4. Winning the Pitch
Candidates who make it through to the job offer stage are a precious resource. If you lose them at this stage, you will need to repeat the entire recruiting cycle again. To minimize this risk, we put in place processes to engage the offerees at the post-interview stages. In order to ensure that the job applicants have a positive candidate experience, we helped beezKORP craft professional emails to send to candidates at each step of the process. This gives the process a friendly feel without creating an administrative burden on the team to draft mails for each candidate individually.
Working closely with beezKORP's management to further refine these 4 areas, we began to observe tangible results.
Here are the key results 6 months after the project was completed:
Results
85% increase in applicants
33% reduction
in interview time
2X more candidates hired
