Success Story
How we helped a Singapore publication start-up significantly reduce their overall recruitment process duration.
Challenge
Inefficient recruiting process
Have Halal, Will Travel (HHWT) is a Singapore start-up in the online travel publication industry. It’s inspiring vision is to break down stereotypes and foster deeper its inspiring vision, peace and harmony between Muslims & non-Muslims by making it easier for Muslims to travel (especially to non-Muslim countries). They are currently based in Singapore and have plans to open more offices across the region.
The existing recruiting process was manual and was taking up too much of the founders’ time. The quality of new hires was also not meeting expectations due to the small number of qualified applicants and inconsistent screening of candidates. Further, candidate experience was compromised due to the long processing times
Not attracting the right candidates
Aside from problems with the recruiting process, the founders were also struggling to attract relevant job seekers to apply for the roles. As a young start-up, the founders were aware that they needed to improve their employer brand to meet their goal of filling 10 to 20 positions within the next 6-12 months.
The founders of HHWT quickly realised that it would be challenging to hire the employees they needed to hit their targets using their existing process.
Solution
Culture alignment using TeamSight
We first helped HHWT identify unique elements of their company culture using our culture diagnostic tool, TeamSight. While the founders had an intuition of their workplace culture, they wanted to use data to better understand whether their team was aligned with them on this. Unlike most Singapore teams, which tend to focus on compensation, the HHWT team placed the most emphasis on people and culture. In particular, both employees and management placed greater emphasis on a creative, dynamic and friendly work environment as well as respect for people than the norm.
Having identified the core elements of HHWT’s company culture, we were able to help them craft a compelling employee value proposition which could be codified and incorporated into recruiting collaterals such as job descriptions, career pages and culture deck. This allowed the founders to effectively screen and identify employees who are a better fit to the company and aligned to their vision.
Streamlining process using technologies
Technology was the key to improving efficiency. We identified a number of recruitment automation tools to streamline, simplify and automate the hiring process, and to allow for data-driven recruiting.
After testing several tools offered by different service providers, we identified the applicant tracking system (ATS) and video interviewing tools that best suited HHWT’s needs and budget. The ATS which we introduced, together with screening questions integrated into the process, helped HHWT efficiently source and screen candidates without significant human intervention.
We also introduced video interview tools, which helped to screen out candidates early in the recruiting process. This has resulted in less time being wasted on candidates who would ultimately fail the face-to-face interview because of poor communication abilities, for example.
