Case Study
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Evolving the strategy with Expr3ss!
Greenbank’s operations are evolving as it focuses on implementing its strategy for the next 10 years. The possibilities and future look bright for Greenbank. Operations will continue to evolve to encompass offering accommodation, more food, enhanced social and retail options to a broader range of patrons too. This means a whole new approach to talent succession, cross-training, culture development and recruitment for a wider range of roles for its HR and recruitment team as it broadens its operations.
Challenges previously faced
Stephen Harman, who’s role is to run operations, just laughs when he reminisces about his biggest challenges prior to implementing Expr3ss!
The sheer volume of CVs plus having to file them all was a huge challenge.
So many CVs were just dropped off and collected by the Duty Manager, who would comment on those they generally liked, and then the applicant would be invited in for an interview.
The CVs we received often had false information that was difficult to substantiate and some, those from applicants with poor literacy skills, would have other people write them.
We also had to wade back through all the CVs and rely on memory as to who to interview or who had been interviewed.
The time wasted trying to set up interviews only to have them not show up or not be suitable was disappointing.
Communication challenges
I certainly didn’t like all the monotonous task of communicating with applicants. It was tiresome replying to everyone, thanking them but also acknowledging that they were unsuccessful.
Cut hiring time
Before - 2 people 1/2 day per week. Now - 2 hours per week.
Cut time cost
Time cost was more than $10K/mth. Now it’s less than $1.5K/mth.
Cut paid ads
Advertising costs are now almost zero by using free, high traffic job boards
Time costs is our biggest recruitment cost
Looking at recruitment costs, our very own time costs was certainly our biggest. Along with my colleague Heidi, it would take us a month to fill a role. Interviews would take a solid week and a half. Then once appointed it takes about 6 weeks to induct and train our new team member.
Sharing success amongst clubs
Southport Sharks shared with us what they were doing. The HR team at Southport Sharks were thrilled with the Expr3ss! predictive hiring technology that they were using. They willingly demonstrated what they were doing and shared with us what it had done for them.
Even though Greenbank is a smaller club we saw Expr3ss! time efficiency capabilities and the potential to remove the wastage in time and be freed to become more productive. We knew we could spend more time on the more important things, focussing on our people, their development and making Greenbank a better place to spend time.
The decision to implement was easy because I had a greater picture and could see it change the way we approached and focus on things.
Quick to implement and use
It was quick to implement and easy to use and understand. It is certainly designed for ease of use. We even have our Kitchen Chefs use it to hire staff and we haven’t needed to use the in-house Live Chat team.
The Expr3ss! team have been pleasant and were there to help and show us how to do things and recruit differently … a smarter way … highlighting how our recruitment can succeed. And they check-in with us regularly with tips and nice reminders too.
Department Heads get involved
Basically, it has changed the way we recruit by having Department Heads look at applicants before the interview process and ensuring we have their input and opinions before we schedule any interview.
The automation has enhanced our productivity and efficiency in our recruitment, we’re not so reliant on our gut feel.
The Expr3ss! team have been pleasant and were there to help and show us how to do things and recruit differently … a smarter way … highlighting how our recruitment can succeed.
Stephen Harman
Senior Duty Manager, Greenbank RSL
Higher calibre of recruitment
The impact we’ve witnessed has been positive. We have a higher calibre of recruitment now as we get to know more about the applicants and those we believe are best to focus on before we do an interview as we have so much more information about them ahead of time.
The automation has enhanced our productivity and efficiency in our recruitment, we’re not so reliant on our gut feel.
Its facilitated shared decisions which has sped up the entire process. We have more Senior Management involved in the process having logins to the system because they are involved in the training of the new recruits and it is good to get their opinions.
Easy communication with everyone
Being able to have a thank you go out to everyone that submits a CV means I no longer have to do it. It is an important part of recognising an applicant has made an application to one of our roles and we do like to acknowledge their effort. It’s automatic and personalised to each applicant.
Scheduling of emails, even in bulk, means I can be respectful and acknowledge everyone.
Wastage removed with gradings that provide insights
So much of our wasted time has been removed with the use of gradings. These have helped sped up our time to hire. So too has the ability to collaborate on the interview scoring and screening questions grading with those that have a login. As the screening questions and the Interview Stars give us all greater insights the team can make notes on applicants to give us the heads up on who they prefer we focus on.
Getting the Interview Stars and the questions we want answered in advance cuts down the applicants we focus on by about 50 per cent straight away.
Benefit from own Talent Pool
We have access to our own Talent Pool which we go through before advertising a role and the Talent Pool keeps growing which is the best thing about it.
The benefit to Greenbank using the Talent Pool plus the way Expr3ss! attracts applicants means we have spent almost zero on advertising.
All our expectations met
Our expectations for Expr3ss! were high given how Southport Sharks demonstrated it to us.
