ecrs-case-study-how-to-automate-hiring-process-of-healthcare-professionals

Everest Clinical Research leverages iMocha to hire healthcare professionals

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“With iMocha, we have eliminated the logistics of on-site hiring, saving us a lot of time and costs as well. Our hiring managers focus on interviewing only the relevant candidates, thanks to the in-depth reports.”

Paul Burmenko,

Director of Statistical Programming
Everest at a glance

Everest Clinical Research ("Everest") is a full-service contract research organization (CRO) providing a broad range of expertise-based clinical research services to the worldwide pharmaceutical, biotechnology, and medical device industries. They serve some of the best-known companies and work with many of the most advanced drugs, biologics, and medical devices in development today.

Headquarters: Toronto, Canada

Global Presence: 4 locations

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Employees:

200+

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Established:

2004

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Industry:

Pharmaceutical

iMocha products used

Talent Acquisition

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Smart Video Proctoring

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the challenges
ECRS wanted a solution that would help solve challenges with traditional methods of skills assessment for hiring, lengthy recruitment process and complicated assessment & interview logistics.
The challenge

ECRS used traditional methods for hiring. Potential candidates were called into their offices to appear for a pen-paper assessment. This was time-consuming and required a sizable team to oversee the entire process. These assessments required space, time, and money to be conducted. Since the evaluation was manual, the candidates were in the workspace for almost the entire day. Sometimes this created a bad experience for the candidates.

ECRS looked for an automated solution to help them ease the recruitment process and effectively filter out unqualified candidates before the interview round. They were also searching for an assessment platform that let them add their own questions.
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ECRS partnered with iMocha to create tests using their own questions. This helped them develop tests with skills that matched the job profile.
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The tests were remotely proctored; this meant candidates could appear for the test from the comfort of their homes. With advanced proctoring techniques, the integrity of the tests was maintained.
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The in-depth skills-wise report made it easier for the recruiters to vet out unqualified candidates and schedule interviews with only relevant candidates.

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  • 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

ECRS has successfully evaluated more than 150 candidates for various job roles. Their time to hire has reduced along with the cost of recruitment logistics.

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Key highlights:

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  • Addition of own questions
  • Secure remote assessments
  • In-depth reports
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