“We have resource specialists who use LinkedIn, job boards and our own ATS because these are great sources of the kinds of candidates we need”
FTSE 250 construction services and facilities management company Carillion employs approximately 40,000 people globally and made around 4,500 external hires in 2016.
Carillion’s high-volume hiring process is supported by a strong technological platform. “Even if we had an unlimited number of resourcing staff, we would struggle to make the scale of hires that we make without technology,” explains Jon Hull, Group Head of Resourcing at Carillion. “We also find that the management information that we get can highlight problems within the process – for example, where there has been an increase in time to hire within a particular division.”
PeopleFluent, an applicant tracking system (ATS), is the software that Carillion uses to manage the end-to-end recruitment process on a global basis. When candidates apply for a job via the company website, PeopleFluent is automatically populated with their details. Similarly, during the graduate recruitment process, potential hires are asked to complete an online psychometric assessment and the results are stored in the system.
Carillion advertises jobs on job boards and the social media platforms LinkedIn and Twitter. It also uses LinkedIn to identify individual candidates who may be suitable for specific roles. “We have resource specialists who use LinkedIn, job boards and our own ATS because these are great sources of the kinds of candidates we need,” says Hull. “They do sophisticated searches and engage with a particular individual or group of people.”
The company already invests in programmatic advertising – where candidates who have previously clicked on a job ad see that ad reappear on websites that they visit. In future, it is also planning to automate the process for recruiting into low-skilled positions as much as possible – by using online testing for behaviours and attitudes.
When it comes to investing in an ATS, Hull says it’s important to choose the technology vendor carefully and to incentivise both the recruiting team and the hiring managers to use the system. The rewards are worthwhile, however, because of the positive impact that the technology has on the hiring process – and therefore the business. “If you haven’t got a project director or manager, you can’t bill any work and it delays the project,” explains Hull. “It’s business-critical being able to get key people in quickly.”