Streamlining Hiring and Boosting Candidate Experience
2 Minutes Read246 hires
made in
1.5 years
Reduced agency
usage to
1%
Reduced time
to fill by
50%
Hiring Manager
Sentiment Score
4.7/5
Candidate NPS
91
We chose Instant Impact because we needed a flexible approach to talent solution in order to help drive our organisational strategy. Instant Impact hit the ground running, implementing an ATS, revamping our approach to graduate recruitment, enabling blind recruitment and upskilling our hiring managers with training.
They are organised, experts in recruitment and have a real understanding of our business. 18 months on they’ve have increased the number of qualified applicants, reduced time to hire, increased diversity attraction and added great value to our onboarding process.
The Instant Impact Team have embedded well within NatCen and are our trusted partners to go to with all things related to sourcing the right talent.
NatCen believe that social research has the power to make life better. They are a not-for-profit, independent and trusted social research organisation with 700+ employees and have an excellent track record in surveys and policy research.
The
Challenge
At a critical growth point, NatCen faced significant recruitment hurdles due to a lack of standardised procedures and central control. Although an Applicant Tracking System (ATS) was built, it was not rolled out or utilised. Hiring managers had full control, leading to inconsistencies and inefficiencies, with a time-to-fill exceeding 90 days, resulting in poor experiences for candidates and hiring managers. Recruitment was viewed as a chore, and the absence of insights hindered planning, forcing a reactive stance. At the start of our partnership, over 100 roles were on hold, highlighting the urgent need for a comprehensive solution.
The
Solution
To address these challenges, we embedded two Talent Acquisition Leads and a part-time Client Services Director. This team implemented a multi-faceted approach, starting with workshops and one-on-one sessions to roll out the ATS across the organisation, ensuring stakeholder training and comfort with the system. We created a tailored process to enhance candidate and management experiences, shifting recruitment from a burden to a strategic function. To reduce the lengthy time-to-fill, we established clear Service Level Agreements (SLAs) to keep the process on track. Additionally, we implemented robust reporting and tracking mechanisms for data-driven decision-making and continuous improvement.
The
Results
The implementation of these processes led to the following results:
- Reduced time to fill by 50%, from 90 days to an average of 45 days, by keeping processes on track and upholding agreed SLAs.
- Improved hiring manager and candidate experiences, evidenced by a 4.7/5 hiring manager sentiment score and a 91 candidate NPS score.
- Provided valuable insights through reporting and tracking, enabling data-driven decisions and improvements with the NatCen team.
- Shifted from reactive to proactive recruitment, allowing NatCen to better manage their talent pipeline and support growth objectives.
- Reduced agency usage to 1%.
