Global Aerospace Supplier Improves Hiring Efficiency & Retention

INDUSTRY
Aerospace

CHALLENGE
Excessive time-to-fill rates, as HR reviewed over 90 job applications for every open position
Missed candidate expectations with poor application experience and lack of communication during hiring process
Processed over 9,000 applications in two months using inefficient manual processes
PAGEUP SOLUTION
Recruitment Management Solution (RMS)

RESULTS
Increased talent reach of international candidates with desired skills through talent pooling
Reduced applicant pool by 22% with automated screening, removing 2,000 candidates who did not fit minimum job requirements from consideration
Improved candidate communications through SMS, email and self-service event scheduling
BUSINESS CHALLENGE
A global services provider to the aerospace industry, this supplier is headquartered in the U.K. and has operations in Australia, Bahrain, Canada, Hong Kong, Indonesia, Japan, Switzerland and the U.S. The company was challenged to expand its staff using manual processes and general office software. As a result, recruiters spent excessive time on administrative activities rather than on sourcing talent, which led to excessively slow time-to-fill rates and increased reliance of hiring managers on human resources to staff positions.

THE PAGEUP SOLUTION
The global aerospace supplier selected the PageUp Recruitment Management Solution (RMS) for its flexible approach and global capability, which includes tailored candidate marketing for attracting top talent, reporting and analytics on associated recruiting costs to best allocate resources, and talent pooling of internal and external candidates to build a pipeline for future positions. As explained by the Resources Director of the company, “We chose PageUp for their global availability, flexible solutions, smart implementation model and continuous customer service.”

BUSINESS RESULTS
The aerospace supplier immediately benefited with an improved candidate experience that better communicated its employer brand and resulted in an increase in candidate traffic to its career site. Additionally, HR had an improved user experience, which helped facilitate adoption of recruiting processes by hiring managers, who could now track and review candidates more efficiently in the system without reliance on HR to complete these tasks.

The PageUp RMS also streamlined sourcing for recruiters by extending their candidate reach through its career site, job board posting, staffing agency management, and talent pooling capabilities in the solution. As a result, the company was able to reduce its time-to-fill rate by 42 percent, while also improving quality of hire by quickly retaining top candidates from a broader talent pool.

With alignment of its recruiting processes across the organization, this supplier now had visibility into its recruiting costs and could better allocate resources to improve business outcomes.

Queensland Rail

The Challenge
Queensland Rail is the leading Australian integrated transport provider, employing 14,000 professionals in a wide variety of roles ranging from engineering to customer service. Each year, Queensland Rail hires more than 2,000 employees for critical positions across the organization, but inefficient hiring
processes had hindered the company’s ability to hire top talent quickly.
The innovative transport provider faced a number of challenges in its efforts to attract and retain the exceptional talent the fast-growing company requires, including:

Spending $100 million on staffing agencies to fill critical roles.
Attempting to place more than 2,000 employees annually using cumbersome hiring practices.
Losing out on opportunities to retain top talent amid a highly competitive jobs market.
Increasing employee flight risk from lack of internal sourcing for jobs.
Weakening of the employer brand as a result of poor candidate communications.
“The PageUp solution delivered significant savings in recruiting costs – the talent pooling functionality alone was worth the investment.” Tania Silva, Recruitment Systems Manager, Queensland Rail
The Focus
In an effort to address these challenges, Queensland Rail sought to enhance its ability to track and deliver improved ROI on its recruiting processes. To ensure that it was able to connect with the best and brightest in the rail industry and beyond, the company searched for a technology solution that could deliver a simple system to streamline the entire recruitment process while enabling a proactive approach to its annual hiring needs.

After exploring other vendors, Queensland Rail engaged with PageUp to implement its cloud-based Recruitment Management Solution (RMS) in order to reduce the transport organization’s recruiting costs while improving its hiring processes. The organization selected PageUp primarily because of the ability of its RMS to automate the recruitment workflow, including talent pooling, interview scheduling, job posting and candidate searching. Implemented in less than nine weeks, the PageUp RMS gave Queensland Rail quick access to one central solution to manage its entire recruitment ecosystem.

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The Solution
To ensure adoption of its new recruiting processes and deliver on its business objectives, Queensland Rail engaged its users in a customized training program during the implementation of the PageUp RMS. In addition, the organization achieved significant savings over its previous recruiting expenses and, with this enhanced visibility into recruiting costs, Queensland Rail was able to better measure the effectiveness of its budget allocations. Queensland Rail also reduced its time-to-fill rates by 63 percent, cutting its hiring process down to one month.

The organization credits the RMS’s talent pooling capabilities for the improved quality of new hires. In one case, Queensland Rail reported that it hired four highly-skilled engineers in just two weeks using this functionality, as the organization could now mine both internal and external talent pools for candidates who fit the job requirements. Talent pooling also helped recruiters identify employees for promotion, enabling the innovative employer to build a talent pipeline to sustain its long-term growth.
With PageUp’s RMS integrated into the Queensland Rail HR systems, the resulting candidate experience has been improved as well, helping the company attract and retain top talent. Furthermore, the employer brand has been enhanced through the PageUp solution, since recruiters now can easily post job advertisements to candidates with the appropriate messaging and can deliver customized candidate communications during the hiring process via SMS and email capabilities from within the solution.

Thiess

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 organization.
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.
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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 organization. As a result, the company could effectively retain key individuals and reduce turnover among its permanent staff.

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Suncorp Group

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 enterprise 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.
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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 revolutionized the way the Suncorp team works and frees them up to concentrate on more specialized tasks. The solution also has met the organization’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.

Utilities Client

INDUSTRY
Utilities

CHALLENGE
This utilities client faced pressure in the external business environment due to aging infrastructure, rising energy prices, margin compression and skill shortages. In addition there was a need for transparency and consistency in a highly unionised workplace before greater efficiencies and productivity improvements, leading to demonstrable ROI, could be realised.
Organisational reviews highlighted a number of critical Human Resource issues in the business’s current approach to talent management, including:

Siloed, transactional and inconsistent approach to processes, thinking and culture across the organization
Cultural challenges leading to a lack of urgency around change and high performance
Need for transparency and improvements in performance and leadership capability
While improvements to manual processes were clearly needed, a more profound shift in the organisation’s performance culture was seen as imperative if the business were to overcome its challenges. The significant need to achieve change and demonstrable value improvements required a more strategic and committed approach to culture change and performance management. As a result, the utilities client commenced their journey to HR excellence underpinned by the three core pillars for success in developing people excellence, namely:

Evolve their culture to deliver high performance.
Attract and engage – so employees feel valued, challenged and rewarded.
Build a sustainable supply of critical talent and capabilities.
FOCUS
As part of the solution to address these HR challenges, and create a clear link to business outcomes, the utilities client chose to partner with PageUp. The client embarked on a Talent Management journey which initially focused on outcomes in both Recruitment and Performance to:

drive efficiencies in the selection process, thus reduce the cost of attracting and selecting employees
ensure a superior candidate and hiring manager experience during recruitment
implement merit-based and transparent recruitment process, and
build and support a performance management culture
establish a consistent, easy to use, transparent performance management process
increase line manager engagement in the performance management process.
“We’ve been impressed by the user-friendliness of the PageUp solution. The Recruitment and Performance solutions have enabled us to improve our processes and HR service delivery, resulting in increased perceptions of efficiency, transparency and equity across the business by end-users and line managers. As a business we have realised significant cost reduction, improved consistency and enabled greater transparency across each of our core people processes.”

– General Manager, Human Resources

SOLUTION
PageUp partnered closely with this utilities client to achieve their goals.
With transformational change in their industry, a focus on the future was required.
The combined challenge of selecting the best candidates for roles and shifting toward a performance culture required broad-based changes to systems, processes and employee
and management mindsets. Central to the transformation was the requisite processes and systems that drive the efficiencies.
Already the outcomes have been encouraging. The PageUp recruitment solution
has achieved:

Reduced time to fill from in excess of 71 days to 23 days
Letter of Offer turnaround timeframe has reduced from 7 to 3 days
88% manager satisfaction with the recruitment experience
89% of managers and candidates rate the process as transparent
88% of candidates had a positive experience and 96% would apply for future roles
The PageUp performance management solution replaced existing technology.

In its first year, this has enabled:

82% completion rate for performance reviews
65% of employees find the system quick & easy to use, an improvement of 120%
95% of managers found managerial tasks easy, a 90% improvement
76% of employees and 82% of managers believe they are having more meaningful review discussions, an increase of 50%
72% of managers believe the process to be fair, equitable and transparent, an increase of 65%
“Much faster and easier to use than the old system. The process is also more engaging and fairer as I get to have my say about my results first, then my manager comments. This sets up a true dialogue rather than just a one way rating”

– Utilities client employee survey

In 2013, the utilities client is three years into its five year journey toward integrated talent management, having completed a pilot of Succession management and preparing for the implementation of the Development module. Combined with Recruitment and Performance management this will provide the client with the processes and tools necessary to effectively manage talent across the employee life cycle. PageUp continues to support the utilities client in its efforts to match the dynamic advancements in the energy industry with innovative talent systems for the future.

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Department of Health and Human Services in Tasmania

The Challenge
The Department of Health and Human Services (DHHS) is the largest government organization 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 organization’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 characterized 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 recognized 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.

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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.

Large Financial Services Provider

The Challenge

A large employer with 35,000 employees and more than 6 million customers worldwide is the leading Australian financial services institution with global banking operations. For each open position, the financial institution receives approximately 90 job applications, which adds up to an overwhelming 9,000 job applications over a two-month period. The company wanted to ensure that each of those applicants had a positive experience throughout the hiring process. But, without a sufficient solution to achieve this objective, the financial services provider risked losing top talent from its applicant pool as well as turning off potential future customers.

The company had a number of talent acquisition challenges, including:

  • Excessive time-to-fill rates due to the HR review of more than 90 job applications for every open
    position.
  • Missed candidate expectations due to a poor application experience and lack of communication
    during the hiring process.
  • Inefficient manual procedures that slowed down the processing of more than 9,000 applications
    over two months.

“PageUp helped us improve our communications with candidates during the hiring process, and also facilitated the global alignment of our recruiting processes.” Graduate Program Recruiting Professional, Large Financial Services Institution

The Focus

The large financial institution needed a better method to filter the thousands of applications that arrived for every job posted so that it could more readily find the talent and skills its business required. In addition, the company was not communicating with candidates clearly or effectively during the acquisition process and, as a result, was missing opportunities to further engage with the many candidates who were not hired, some of whom were potential customers.

Due to its proven track record for delivering talent technology that connects companies with the best talent, the PageUp Recruitment Management Solution (RMS) was selected by the financial services provider. The cutting-edge, cloud-based solution was chosen for its flexible recruitment marketing and candidate communications capabilities. In addition, the financial services company chose PageUp for the comprehensive sourcing and talent pooling options the technology provides. The fluid system design also would help the financial institution ensure user adoption of consistent recruiting processes across all of its many locations.

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The Solution

Thanks to PageUp RMS, recruiters are now able to automatically screen candidates within the system, which helped to quickly and effectively narrow the applicant pool by nearly 22 percent, as the solution removed 2,000 unsuitable candidates who did not meet the minimum job requirements. The financial services company now delivers bulk candidate communications via SMS and email, which helps to improve the candidate experience with ongoing messaging regarding their status during the hiring process. Candidates can also use the solution directly to schedule next steps in the process, such as assessments and interview times.

In addition, the institution’s recruiters are able to source international talent with the desired skill sets for graduate roles using talent pooling available through the PageUp solution. They can also perform norming of graduate scores automatically across multiple scoring conventions for more than fifty colleges and universities in their targeted hiring region. The result is a talent acquisition solution that facilitates a fair and consistent hiring process in each location.

Oil Search’s New Comprehensive Leadership Framework

About Oil Search

Oil Search was established in Papua New Guinea (PNG) in 1929 and is the country’s largest oil producer. Oil Search has a comprehensive exploration and appraisal programme to underpin PNG expansion in PNG and also has exploration interests in the Middle East and North Africa. It is listed on the Australian and Port Moresby stock exchanges, with a market capitalization of almost USD$11.5 billion.
Oil Search Limited recently completed two strategic reviews and revealed its roadmap for delivering new vision and growth objectives. To meet its goals, the Company realized that it needed a streamlined process to ensure it has the right talent in place to drive key strategies and achieve robust international
growth.

 

The Challenge

Finding qualified individuals who could facilitate the Company’s growth objectives was only part of the challenge for Oil Search – the Company also had to take into consideration cultural diversity, role diversity, community responsibility and other factors. The Company also did not have a comprehensive career development and succession planning process in place for more junior staff. The Company required a method to identify what leaders of the future looked like so hiring managers could assess and develop those competencies today and well into the future. Another major factor driving the need for a new approach to leadership development was the ongoing inclusion of gas into Oil Search’s portfolio. No longer just limited to Oil, the Company found itself with different process requirements nd variances in how jobs get done and the needed skills, attitudes and behaviors required.

 

The Focus

To address these challenges, Oil Search created a set of leadership behaviors to underpin future success. In addition, the Company sought to develop a new approach for:

  • Creating a pipeline of future leaders,
  • Assessing future leadership capability,
  • Developing recognised future leaders to be successful,
  • Creating consistency in leadership behavior,
  • Rating performance across the business.

The Company also sought to build a Leadership Framework that would be flexible and reasonably simplistic enough to be used across the business to increase capability and return on its talent investments. Such a model could then be used to assess future leaders and guide recruitment for all roles. In identifying its needs, the Company created a Leadership Framework featuring six key competencies to help it identify, assess and ultimately hire talented individuals who could help it achieve its growth goals.

“The framework is giving us consistent information about our Talent pipeline so we can now clearly identify people who have the potential to move up to the next level. We are now getting consistent information so we are comparing apples with apples.” Raelee Hobson, Organisatonal Development Manager, Oil Search

The Solution

Oil Search conducted a process to find a talent management solutions provider that it could partner with to develop and design its Leadership Framework. PageUp was selected due to its experience in developing leadership frameworks, working with culturally sensitive organisations and engaging all levels of an organisation. . PageUp partnered with the Organisational Development team, working closely with the business to understand the qualities and behaviors that had made  rganization successful to date and what it would take to achieve its high-growth objectives in the future.

Overall, PageUp helped the Company foster engagement and buy-in by:

  • Creating a working group comprised of representatives from each business unit who were involved in the design and delivery of the Leadership Framework.
  • Conducting focus groups to test the framework and tools along the way and incorporate this feedback to ensure the product would have maximum uptake and impact.
  • Piloting the Leadership Framework for various leadership development initiatives, including Oil Search’s Future Leaders program, High Potential program, graduate recruitment and development, and recruitment of key leadership roles.
  • Using the Leadership Framework within success profiles for critical roles.

The Leadership Framework is now recognised across the business and is utilised throughout the entire employee lifecycle, from recruitment to Performance, development and succession. The Leadership Framework has become part of the language of the organisation, and it has been endorsed by the Company’s executive team and board of directors. It is also used by managers involved in the hiring process, so all new recruits are assessed against the Framework to ensure successful hiring .

OneSteel

The Challenge

OneSteel is a fully integrated, global manufacturer and distributor of steel and finished steel products with revenues in excess of AUD $6 billion. Responsible for the management of major manufacturing sites and recycling operations throughout Australia, New Zealand, Asia Pacific and the United States, the company employs more than 10,500 professionals across a wide range of positions, from engineering to sales, geology to logistics and operations to accountancy. The multinational manufacturer serves more than 30,000 customers around the world.

With such a large employee base across multiple countries and regions, OneSteel required a talent acquisition strategy that was nimble enough to keep up with changing conditions among its numerous employment markets. Yet, the organization was challenged with:

  • The high volume of positions it needed to fill.
  • An inefficient recruiting approach that bogged down the processing of its more than 250 open requisitions each year.
  • Highly specialized talent requirements for technical skills in many of its remote locations.
  • Its managers’ limited ability to approve job postings while out in the field and on the move.

“Commitment to product development� is a key priority for PageUp and one of the primary reasons we chose them as our Recruitment Management System partner.”

The Focus

OneSteel knew that it ran the risk of losing out on top talent due to its inefficient and disorganized recruiting processes. In order to remain competitive and entice candidates to apply for its open requisitions, the company began to search for an HR technology partner that could help transform its talent acquisition program.

The steel manufacturer selected the PageUp Recruitment Management Solution(RMS) because of its flexibility and feature-rich functionality. The RMS is an easy-to-use system that manages all of a company’s proactive and reactive recruitment needs. For OneSteel, PageUp’s experts also provided the client support required to deliver a seamless technology solution that could evolve with the manufacturer’s growing business. The cutting-edge software also could adapt to immediate changes in OneSteel’s recruitment strategy and ensure a smooth integration with third-party providers.

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The Solution

With the PageUp RMS, OneSteel has streamlined and improved its recruiting processes while delivering greater functionality to its hiring managers. The mobile job approval module enabled busy managers to approve job postings while on the move, and managers have now been able to turn downtime into uptime. Managers simply hit a button on their smartphone to automatically approve a job. The ease and speed of the process have led to an increase in the uptake of online approvals, with a majority of jobs now approved via the mobile application.

OneSteel’s administrative time also has been reduced dramatically thanks to the development of a more efficient recruitment process. The system’s direct integration with OneSteel’s existing assessment partners has led to greater insight into candidates’ aptitudes and capabilities. Furthermore, the automated reporting functionality of the RMS means that OneSteel leaders have improved visibility into their HR initiatives and can support data-based decisions that can drive the distribution of resources toward strategic business activities.