Challenges at Bayzat
Candidate profiles were not getting shortlisted on time
There were profiles that were not getting shortlisted on time due to the large volume of applications coming in and having a strong employer brand. This resulted in missing out on good candidates in demand and the lack of an automated screening process to see if a candidate is a good fit.
Candidate shortlisting was a tedious process involving too many stakeholders
It was a tedious process involving stakeholders like CTOs, VPs, and core engineering team to review candidate applications. For engineering roles, in addition to dealing with product building of a hyper-growth startup, the engineering leadership and core team were spending a large chunk of their time on the recruitment process to avoid blocking the recruitment funnel and accomplish hiring goals
Quality of conversion was suffering
As per Bayzat, they would hire only 1 out of a pool of 3000 as they were missing a very good number at the top of the funnel.
Risk of high dropout in the recruitment funnel
There was a high risk of dropout in the recruitment funnel of good candidates, wherein it takes more than 2-3 weeks to process their applications, which results in bad candidate experience and chances were candidates looking for new job opportunities.
How did Bayzat solve these?
Using WhiteCarrot.io’s technology platform that sits on top of the existing platform, the recruiters at Bayzat were able to solve it in different ways:
A Data-Driven approach
Setting up benchmarks and implementing tools to measure metrics like time to hire and conversion rates.
MVP approach - think big but start small
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Putting Candidate First
Often times when we are not sure which improvement to prioritize, we just ask a simple question such as “what's the best experience for the candidates?”
