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ADP is the world leader in providing innovative solutions for human resources challenges. ADP has achieved the unique distinction of being named FORTUNE Magazine’s “World’s Most Admired Companies” list for 12 consecutive years. ADP is a comprehensive global provider of cloud-based human capital management (HCM) solutions that unite HR, payroll, talent, time, tax and benefits administration, and a leader in business outsourcing services, analytics, and compliance expertise. Their unmatched experience, deep insights, and cutting-edge technology have transformed human resources from a back-office administrative function to a strategic business advantage.
ADP’s core business revolves around understanding human resources and rolling out the best human capital management (HCM) solutions to its clients.
ADP’s team believes that quality begets quality and as a human resource solution company, their biggest assets are indeed the people that work for them.
Recently, our customer success team worked closely with Sohan Kabra, Senior Engineering Manager, when he was looking to hire a Release Engineer. The interactions led to a few recruiting insights that are worth sharing.
Firstly, I would like to state that we were using traditional methods of recruitment. Our HR team would forward resumes after the basic level of keyword filtration. I would conduct a telephonic interview and if found suitable would get the candidates for a personal interview. When I was hiring for Release Engineer position, many of the candidates looked good on paper but performed poorly during telephonic/ personal interviews.
It was tough and frustrating as well to interview so many candidates and not find the right job-fit. Telephonic interviews, followed by personal interviews, and discussions involved with HR about each and every candidate was eating up my valuable time. This impacted us a great deal as the time to hire was much higher.
At the end of the day, there was no concrete quantification of skills which ultimately many times results in a bad hire.
After going through this tedious process with no results, I introspected our recruitment strategy. A quick research led me to the world of online assessments which made recruitments simpler and faster. After weighing multiple assessment platforms, I zeroed in on iMocha.
iMocha has an excellent skills library. I created Release Engineer assessment with Numerical Reasoning, System Administration, Shell Programming, English Proficiency, and Verbal Reasoning. Candidates were sent the assessment links, they appeared for it, and reports were generated within quick time.
Assessments provided us the head start to assess skills, evaluate candidates, and incorporate them in the interview funnel. It reduced our time to hire by half.
Only qualified candidates were called for the interviews, which saved a lot of time and efforts. The reports also gave us a skill-wise comparative analysis that helped in decision making.
Another advantage is that the candidates can appear for the assessment from anywhere and iMocha’s powerful anti-cheating measures ensure that it’s a fair attempt.
We procured 4 quality candidates for Release Engineer position and they have been performing well so far. By switching to an online assessment tool our time to hire has reduced drastically and we spend time only on relevant candidates.
iMocha has helped me redefine my recruitment policy and looking at its success, our HR team is planning to implement it for other departments as well.
