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ADP hired job-fit candidates by redefining their recruitment strategy

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Candidates assessed
249
Cleared the assessment
8
Candidates interviewed
8
Candidates hired
4
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ADP at a glance

ADP is the world leader in providing innovative solutions for human resources challenges. ADP has achieved the unique distinction of being named on 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, a senior engineering manager, when he was looking to hire a release engineer. The interactions led to a few recruiting insights that are worth sharing.

Headquarters: New Jersey, USA

Global Presence: Worldwide

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Employees:

58,000

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Established:

1949

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Industry:

Human Resources

iMocha products used:

Talent Acquisition

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the challenges
ADP HR team struggled with candidates having no concrete quantification of skills which, many times, resulted in a bad hire.
The challenge

"Firstly, I would like to state that we were using traditional recruitment methods. Our HR team would forward resumes after the basic level of keyword filtration. I would conduct a telephonic interview and get the candidates for a personal interview if found suitable. When I was hiring for the release engineer position, many candidates looked good on paper but performed poorly during telephone or personal interviews.
‍It was also tough and frustrating to interview many candidates and not find the right job. Telephonic interviews, followed by personal interviews and discussions with HR about each candidate, were eating up my valuable time. This greatly impacted us 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, ADP introspected its recruitment strategy. Quick research led them to the world of online assessments, which made recruitment simpler and faster. After weighing multiple assessment platforms, it zeroed in on iMocha.

"iMocha has an excellent skills library. I created a 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 a 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 effort. 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 Mocha's powerful anti-cheating measures ensure that it's a fair attempt."

  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result

"We procured 4 quality candidates for the Release Engineer position, and they have been performing well. 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, the HR team is planning to implement it for other departments as well."

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