Customer
Teacode develops mobile, web and desktop applications for startups, scale-ups and enterprises around the world
Teacode team works with startups and SMEs from all over the world representing various industries: marketing, healthcare, fitness & wellness, real estate, travel and many more.
Problem
Unstructured candidate database and lack of open vacancies available on the company Career Page
Most of the recruitment activities were collected in Trello, where every new candidate data had to be entered manually.
There was also no specific flow according to which each application should be processed. As soon as Joanna joined the team - she has identified the need to implement the system as a priority!
Goal
One place where all applications from different sources are collected in an organized and easily searchable way
Teacode is actively reaching candidates on LinkedIn and by posting jobs on the company Career Page or job boards like JustJoinIT. It was therefore important to understand which of these sources are effective and which are not worth investing more time and money. The team needed good recruitment reports!
An additional benefit of implementing the ATS was the ability to create responsive online application forms. That affected positively the candidate experience, but also made it much easier to collect and handle all the incoming applications.
TRAFFIT role
The first step was gathering the entire candidate database and their CVs from Trello and other sources in the new system
In the next step, TRAFFIT was integrated with the company Career Page so that jobs created in the system could be quickly and easily pushed to the Career Page. The initial stage ended up with designing the process (workflow) and templates of job posts and application forms.
The creation of e-mail templates and the mailbox integration was the next milestone, which speeded up the work greatly. It also resulted in a e-mail correspondence history on each candidate's profile. These templates are still being used today - not only to inform candidates about the progress of their application, but also to update candidates' consents or to collect candidate experience surveys.
The whole process ended up with training the Hiring Managers on the new tool, so that they could take their recruitments to a new level and improve them significantly.
Result
Better usage of the existing talent pool and valuable reports analyzing recruitment processes
Joanna has created a full list of candidate rejections and resignations. That results in getting a valuable analysis of the correlation between the rejection reason and the stage at which applications were rejected and their source.
This helps the team to understand which sources are effective and where they should move their HR budget - and which stages are the bottleneck. Knowing this is the key to process optimization!
and resignations for each process. This allows us to analyze in details what is the reason of the candidates not getting hired. Thanks to that we also keep the full history of every single rejection that I can always go back to"
A structured and organized candidate database allows the recruiting team to easily filter candidates and search them by keywords. Now they can start every process by sourcing in the talent pool - instead of investing in paid job boards and recruitment campaigns eg. in social media.
As Teacode's recruitment team expanded and more similar processes emerged - the utilization of the talent pool grew rapidly:
Conclusion
Structured processes and your own talent pool are the key to valuable recruitment reports and cost reduction
Automations available in TRAFFIT make processing the applications much faster - no matter if the match expectations or not. Rejected applicants can be perfect candidates in other projects in the future!
Thanks to TRAFFIT, the time to reject at Teacode is only 7 days.
Even when diversing the sources of your applicants acquisition - so using a mix of your own Careers website, job portals or sourcing on LinkedIn to do that, you can finally compare the effectiveness of individual activities and campaigns. Recruitment decisions should be data-driven - just like all other important decisions in any organization!