How 2 people managed to recruit over 750 candidates in just one season
Tusenfryd and Mojob case study
How 2 people managed to recruit over 750 candidates in just one season
Tusenfryd and Mojob case study
"With Mojob, we saved a LOT of time that our managers usually spend managing interview processes. Everything was plug-and-play for the managers!"
– Silje Myrseth, HR Manager
Challenge
Tusenfryd came to Mojob with a challenge to build an automated recruitment process with a high level of quality and to ensure good candidate experiences. The following four goals for the project were agreed:
1. Attract more serviced skilled employees and strengthen the employer brand
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2. Save time by automation
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3. Create good experiences for candidates and hiring managers
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4. Seamless integration with Planday (shift schedule) and Motimate (e-learning) for efficient onboarding
Attraction
Focus on attracting talent with an "x-factor"
"We are looking for people with an 'x-factor' who can create unforgettable experiences for our customers", says Myrseth.
It was important for Tusenfryd to reach out to relevant talents with appealing content. Therefore Tusenfryd created a career page (landing page) in Mojob where they could easily make visual and mobile-friendly content. The content should highlight attractive aspects of current positions and tell applicants why Tusenfryd is such a great place to work. Once the content was in place, Mojob could then be used to get out the information to relevant channels and networks, such as; their own websites, social media, and networks called "Veterans" (former employees). By using Mojob's analysis tool, Tusenfryd was able to gain ongoing insight into how both content and choice of channels could give them great candidates.
In total, Tusenfryd received over 2,000 applicants, a new record.
Hiring process
Tailoring of the recruitment process and use of automation
Tusenfryd had the entire recruitment process designed and tailored in Mojob. With many applicants and just a few recruiters, it seemed reasonable and important to use control questions and automation. The first part of the search process was designed as follows, and laid the foundation for an automated process:
Practical control questions about qualifications and availability.
Targeted questions with free text (max. 500 words) rather than the traditional letter of motivation.
Request to upload a copy of the transcript (primarily to gain insight into order and absences)
The candidates who were relevant for the position were invited to the next process step, "automated video screening".
1-way video interviews
Automated video screening
When candidates were moved to this stage of the process they received the following:
A predefined message with an invitation to record 3 short video clips with a camera on mobile, tablet, or PC/Mac. The response time was set to 20 sec. for each video and with an option to re-record before the final answer is submitted. The following 3 questions were selected:
Can you name three characteristics that describe you?
What is a good service to you?
Why should we hire you?
The video answers gave them valuable information, such as how the candidates would relate to visitors in the amusement park. Myrset said the following:
"We had some surprises when we looked at the video interviews. We then realized how extremely talented candidates we had. Already at this stage, we needed to make some tough decisions.”
Solution
Interview scheduling
Automation for invitations to interviews
About half of the candidates who replied to the one-way video interview were further invited for an interview. Tusenfryd were able to automate the process of calling in for interviews, simply by connecting their Outlook calendar to Mojob. Both the HR team and the candidates saved a lot of time at this stage because available times were made visible in Mojob, and could easily be booked directly in their own calendars.
A total of 800 interviews were conducted by just one recruiting team in the course of two weeks.
"With Mojob, we saved a LOT of time that our managers usually spend managing such processes. Everything was plug-and-play for the managers!", says Myrseth.
Onboarding
Seamless integration with workforce-management and onboarding platforms
Employee candidate profiles were automatically forwarded to the rostering system Planday and the e-learning platform Motimate. The employment contract and shift planning were then handled in Planday. In Motimate the candidates were given basic training to be well-prepared for the first day at work.
Solution
Attraction
Focus on attracting talent with an "x-factor"
"We are looking for people with an 'x-factor' who can create unforgettable experiences for our customers", says Myrseth.
It was important for Tusenfryd to reach out to relevant talents with appealing content. Therefore Tusenfryd created a career page (landing page) in Mojob where they could easily make visual and mobile-friendly content. The content should highlight attractive aspects of current positions and tell applicants why Tusenfryd is such a great place to work. Once the content was in place, Mojob could then be used to get out the information to relevant channels and networks, such as; their own websites, social media, and networks called "Veterans" (former employees). By using Mojob's analysis tool, Tusenfryd was able to gain ongoing insight into how both content and choice of channels could give them great candidates.
In total, Tusenfryd received over 2,000 applicants, a new record.
Hiring process
Tailoring of the recruitment process and use of automation
Tusenfryd had the entire recruitment process designed and tailored in Mojob. With many applicants and just a few recruiters, it seemed reasonable and important to use control questions and automation. The first part of the search process was designed as follows, and laid the foundation for an automated process:
Practical control questions about qualifications and availability.
Targeted questions with free text (max. 500 words) rather than the traditional letter of motivation.
Request to upload a copy of the transcript (primarily to gain insight into order and absences)
The candidates who were relevant for the position were invited to the next process step, "automated video screening".
1-way video interviews
Automated video screening
When candidates were moved to this stage of the process they received the following:
A predefined message with an invitation to record 3 short video clips with a camera on mobile, tablet, or PC/Mac. The response time was set to 20 sec. for each video and with an option to re-record before the final answer is submitted. The following 3 questions were selected:
Can you name three characteristics that describe you?
What is a good service to you?
Why should we hire you?
The video answers gave them valuable information, such as how the candidates would relate to visitors in the amusement park. Myrset said the following:
"We had some surprises when we looked at the video interviews. We then realized how extremely talented candidates we had. Already at this stage, we needed to make some tough decisions.”
Interview scheduling
Automation for invitations to interviews
About half of the candidates who replied to the one-way video interview were further invited for an interview. Tusenfryd were able to automate the process of calling in for interviews, simply by connecting their Outlook calendar to Mojob. Both the HR team and the candidates saved a lot of time at this stage because available times were made visible in Mojob, and could easily be booked directly in their own calendars.
A total of 800 interviews were conducted by just one recruiting team in the course of two weeks.
"With Mojob, we saved a LOT of time that our managers usually spend managing such processes. Everything was plug-and-play for the managers!", says Myrseth.
Onboarding
Seamless integration with workforce-management and onboarding platforms
Employee candidate profiles were automatically forwarded to the rostering system Planday and the e-learning platform Motimate. The employment contract and shift planning were then handled in Planday. In Motimate the candidates were given basic training to be well-prepared for the first day at work.
Result
More and better information for candidates
After completing the recruitment project, Silje had the following to say: "We ended up hiring 200 new candidates who were very happy to receive continuous feedback and updates on the process. Mojob helped us provide them with better information without spending extra time on it.”
Saved more than 80 hours of administrative time
In general, Tusenfryd saved a lot of time using Mojob. For parts of the process, actual measurements were made. According to Silje, more than 80 hours were saved just related to the administration of interviews. With significantly reduced administration time they could spend more time on the relevant candidates.
Seamless integration with Planday and Motimate
Integrations contributed to seamless user experiences and saved time throughout the whole recruitment and onboarding process.
About Tusenfryd
Tusenfryd is Norway's number 1 amusement park and a great workplace for many young people to kick off their working careers. "We believe that we play an important role in society by offering young people working experience, a social network, and skills that they can build on", says Silje Myrseth, HR Manager in Tusenfryd.
Every summer season, Tusenfryd recruits over 750 seasonal employees. This creates a big challenge for a small HR department with high goals to deliver quality in recruitment and to ensure a good experience for the candidates who apply.
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