case-study-how-to-reduce-turnaround-time-in-lateral-hiring

How one of the Big Fours reduced the TAT by 50% to hire candidates for niche skills using iMocha

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Brewing together with iMocha
Ready-to-use assessments
85
Completed Test
96%
Time Saved
50%
Assessments rolled out
42
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Customers at a glance

This global consultancy is a leading provider of audit and assurance, consulting, financial advisory, risk advisory, tax, and related services. With more than 150 years of hard work and commitment to making a real difference, this organization has grown to serve 150 countries and territories. This company serves four out of five Fortune Global 500® companies.

Headquarters: India

Global Presence: Worldwide

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Employees:

3,00,000+

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Established:

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Industry:

Management Consulting

iMocha products used:

Talent Acquisition 

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Recruitment Platform

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the challenges
The biggest difficulty was finding skilled candidates for the digital unit.
The challenge

To hire skilled talent for the digital unit through a continuous year-long recruitment drive for laterals, below are the challenges faced by this organization:

  • Challenging to create relevant assessments from scratch
  • Getting laterals to complete hiring assessments
  • Time-consuming interviews without relevant skill mapping
  • Lack of metrics to quantify strengths across each relevant skill

Cheers to iMocha Sips as we are hiring for two additional Business Units: the Cloud Analytics Business Unit has also started using the iMocha innovation, and SAP has rolled 42 assessments to hire laterals.

In addition to the availability of all required digital skills in the world’s largest skills library, iMocha offered best-in-class content to assess skills for required job roles.

  • iMocha’s detailed skill mapping to arrive at assessments that perfectly match the job role was the fuel behind all assessments.
  • Accurate and only quality content validated by Mochaworks, a community of highly qualified global subject matter experts, was incorporated in assessments.
  • In-depth analytics in auto-generated test reports gave a clear and reliable projection of candidates’ skills. This refined and expedited the decision-making process.
  • Liberty to download reports and share them internally helped speed up the review process among other stakeholders.

  • 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
  • A hiring round that may have otherwise consumed 30 days time, effort, and cost, was concluded in 15 days, saving approx. 50% time.
  • Because of precise assessments with a short time limit, 96% of lateral candidates who attempted the assessment completed it.
  • With skilled recruits in their team, the organization could meet project deadlines of the digital unit effectively in time.

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