citadel-case-study-how-to-improve-campus-hiring-efficiency

Citadel uses iMocha’s AI solutions to save 60% cost and improve hiring efficiency by 40%

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Brewing together with iMocha
Skills Assessment Created
Financial
Cost Saved
60%
Candidates Appeared
288
Candidates Shortlisted
29
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Citadel at a glance

Citadel is a leading investor in the world’s financial markets. For over a quarter of a century, Citadel has sought to deliver industry-leading investment returns to clients, including corporate pensions, endowments, foundations, public institutions, and sovereign wealth funds. Its global team works to help its clients’ capital fulfill its greatest potential across a diverse range of markets and investment strategies, including fixed income & macro, equities, quantitative, commodities, and credit.

Headquarters: Miami, Florida, USA

Global presence: USA, Europe and Asia

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Employees:

1,001-5,000 employees

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Established:

1990

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Industry:

Financial Services

iMocha products used

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the challenges
Citadel wanted to expand its workforce and was planning to recruit fresh graduates. The strategy, though traditional, was a bit different from the regular university hiring scenario.
The challenge
  • Skills quantification
  • Manual evaluation of candidates

Citadel used to invite candidates from top colleges to its offices for a written test and subsequent interview. The initial shortlisting of the candidates was done based on the candidates’ university report cards. To evaluate such a large number and interview them took an enormous amount of time.

Before using iMocha

processflow_before_citadel

Citadel was spending a lot of time vetting candidates with this process and quickly realized it needed a leaner process to recruit fresh graduates. Citadel connected with the iMocha team to switch to online assessments. iMocha’s customer success team helped Citadel create the assessment using its own questions. The assessments were sent to the candidates via a secure link. The candidates could access this link from anywhere and were not needed to come to the Citadel office. Once the results were generated, only those candidates who fell under a certain performance criterion were considered for the next round.

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After using iMocha

processflow_after_citadel
  • 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

Citadel managed to improve its hiring efficiency by 40% and reduce administrative costs by 60% as well. They only invest time in interviewing top performers to make data-driven hiring decisions.

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