avaya-case-study-how-to-conduct-campus-recruitment-drive-successfully

Avaya successfully conducted campus recruitment drive with iMocha assessments

Download PDF
Brewing together with iMocha
Evaluated in campus recruitment
123
Passed the assessment
96
Top-notch Candidates interviewed
20
Offer letters extended
4
Make your L&D assessment to perfectly fit your team and processess
Schedule a demo

Avaya at a glance

Avaya is a global leader in digital communications software, services, and devices for businesses of all sizes. Avaya pioneers mission-critical, real-time communication applications of the world’s most important operations. Avaya’s intelligent and customizable solutions for contact centers and unified communications offer the flexibility of Cloud, on-premises, and hybrid deployments.

Headquarters: North Carolina, United States

Global Presence: 190+ countries

User Icon

Employees:

7,900+

Circle

Established:

2000

Logo

Industry:

Digital Communications

iMocha products used:

Recruitment Platform

Learn more

AI-enabled Proctoring

Learn more
the challenges
Avaya’s recruitment team wanted to use an assessment platform that empowered them to procure job-fit candidates in the shortest possible time.
The challenge

Campus recruitments often allow companies to cherry-pick candidates of high caliber. However, more often than not, campus recruitments require a humongous amount of planning, scheduling, and execution. Avaya India’s Pune office wanted to conduct a campus recruitment drive at one of the leading technical colleges in Pune. Avaya’s recruitment team wanted to use an assessment platform that empowered them to procure job-fit candidates in the shortest possible time.

  • Lack of assessments on niche skills: Avaya was looking for candidates with niche and trending skills; hence they wanted to create assessments that would help them assess these candidates. Though Avaya has the internal resources to create topics for these assessments, the process would be time-consuming and take away a chunk of productive time from their primary jobs.
  • Managing campus recruitment logistics: Campus recruitment is not easy. Typically, it involves a lot of planning, coordination, and setup. Recruitment teams have to decide on the recruitment process, arrangements for invigilation, etc. Another hassle faced for campus recruitment is that hiring teams need to visit the campus 2 days before the drive and oversee all the arrangements like infrastructural facilities and logistical issues. Avaya was looking for a tool that could help them minimize these hassles.
  • Assessing skills and extending offers in a day: Campus recruitments work on a simple technique; companies visit the campus, assess candidates, and roll out offer letters on the same day. Avaya used traditional recruitment methods, which needed approximately 12 hours, out of which almost 5 hours were spent manually shortlisting the candidates. The remaining 7 hours had to be used for personal interviews, which was a daunting task.

With iMocha, Avaya created a 60-question assessment that combined 21 iMocha questions with 39 of their own. This was effective to filter irrelevant candidates.
  • Tailored assessments: To make the tests more effective, the customer wanted to include their own questions along with iMocha’s questions and create a tailored assessment. With iMocha, Avaya created an assessment of 60 questions which had a combination of 21 iMocha questions and 39 of their own questions. This was effective in filtering irrelevant candidates.
  • Optimized recruitment drives: iMocha’s online recruitment platform provided the perfect impetus for campus drives. There was no need for elaborate setups, no downloads, and no installation of any sort. The only infrastructure needed was computers and an internet connection. So all the recruitment team had to do was create assessments, select the assessment time slot, and provide the assessment link to the students; all this was done in a few minutes. There was no need for the recruitment teams to visit the campus prior to the drive either. The recruitment team could interview relevant candidates based on analytical reports which were generated within 2 minutes of the assessment completion.
  • Reports with comparative analysis: Campus drives always attracted an enormous candidate response. Plenty of A-grade students is a good problem to have. Customized assessment reports provided a comparative analysis wherein the recruitment team could quantify the skills, which helped to shortlist accurately.
  • 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
  • Seamless campus recruitment drive: Avaya had 123 candidates giving the online test simultaneously. iMocha’s platform was able to handle the massive data efficiently and generated reports quickly. By using proctoring features, the need for human monitoring was eliminated, and it was a completely automated process.
  • Reduction in time to fill: After accurately filtering candidates, Avaya’s hiring managers had to spend time only on relevant candidates, eliminating the need to interview each candidate individually. The interview-to-hire ratio improved, saving the hiring managers' time.
  • Flexible and customizable tool: Every student in an educational institution is recognized by a unique student number or enrollment number. When the report is generated, other assessment platforms provide the name and email address as identification of candidates. There might be instances where two or more candidates share the same name. iMocha allows the flexibility to capture this unique student number or enrollment number along with the name and email address, making it easier to identify the students and making iMocha the apt assessment platform for campus recruitment.
Knowledge unit

Learn insights and analysis in our blog

Blue Frame
Case

iMocha’s AI-powered platform helps in optimizing recruitment

3.10.2021
Guide

The comprehensive remote hiring guide sheds light on industry best practices

3.10.2021
No items found.
No items found.
No items found.
No items found.