Newspaper adverts, mountains of CVs and half-hearted applicants are a thing of the past at Manchester – based Trolex. The company has embraced BBPN’s new OnePage™ recruitment funnel, a questionnaire-based solution which is transforming the way in which they find new employees.
Trolex manufacture sensor and monitoring equipment for hazardous areas and in the past, explains HR manager Lucy Murphy, had relied on agencies to help with their recruitment needs. However, the process didn’t always prove successful. “BBPN provide a tailored approach,” says Lucy. “From the start I could see this method was going to save us time and money. It’s a cost-effective way for us to recruit when you consider it against agency fees.”
Helping Candidates as well as Employers
The procedure has also been designed to help candidates with a real interest in a job by giving them scope to show how their skills and experience can benefit the recruiter. The OnePage™ recruitment process can revolutionise the way in which you find new employees.
Creating a Good Advert and Landing Page is Essential
BBPN write and design the advert, before placing it on key, targeted job boards and websites. The wording and style of the advert has a major impact on the volume and quality of responses, especially when advertising online. The adverts are about selling the opportunity in a way that attracts candidates with the right motivation and personality, and getting the wording right can be as important as the questionnaire itself.
Applicants are then encouraged to click through to a job specific landing page where they are prompted to answer four or five open questions.
“This is the first innovative touch that helps the process move so smoothly,” says Lucy. “In the past, the minute that we’ve advertised a job we’ve been bombarded with 100s of emails and CVs, the majority of which are a waste of time. Most of the people haven’t even read the job specification, let alone bothered to find out what Trolex actually does.”
First Filter – “Are you Proactive?”
“The OnePage™ approach means candidates need to be a lot more pro-active. It takes time and a real interest in the job to complete the questions, and that helps to cut out all the ‘time wasters’,” contineus Lucy.
“You get a much different type of candidate if they’ve actually spent the time preparing answers to four or five in-depth questions.
“You can’t just cut and paste your CV with this style of recruitment – they’re open questions which give the candidates the chance to give some in-depth answers that show how their experience relates to our business.”
Taking the Guess work out of the Recruitment Process
BBPN’s recruitment specialist then assesses those candidates who have submitted full replies and the filtering process continues with a series of telephone interviews, until a final list of around six candidates has been developed.
“The process is flexible, and you can step in at any point but for us it’s just great to be able to give such a time consuming part of the whole process to someone else to deal with,” says Lucy.
“We’re quite happy to the leave the selection of a short list to BBPN and only really get involved at the interview stage.”
Allowing Candidates to Express Themselves
Deirdra Barr was one of the six candidates who recently made it on to a short-list for the position of marketing manager at Trolex. And having experienced the process at first hand, she believes it also works from the candidate’s perspective, too.
“It was a very different process in the sense that it was more detailed upfront, which was a good way to filter people out,” she explains. “It’s a process that could put some people off but then again they’re obviously not the right people for the job in the first place.”
Deirdra says the questionnaire method suited her because it gave her the chance to demonstrate how her past experience could be applied to Trolex, rather than just being asked to submit a CV and list of qualifications.
“I had to really think about the questions and plan out my answers,” she continues. “It wasn’t like a typical corporate application form that just wants details of your qualifications and how many years’ experience you had in each job. The questions were geared towards finding out how I could apply my experience to what they needed, and the way they were worded really helped me to bring this out.” Ensuring a ‘culture fit’
2nd Filter – “Communication Style and Cultural Fit”
Once BBPN received her completed questionnaire, Deirdra was contacted for an initial telephone interview. The specialist questioning was able to determine whether Deirdra would fit in with the working culture at Trolex, while she appreciated the opportunity to talk to someone about the role and decide whether the company was right for her.
Deirdra was then called for a first and second interview before being offered the job last January.
The Candidate Perspective 4 Months Later
Four months on she adds: “The fit is excellent, from both a cultural and working perspective, and that’s so important. I really feel that the process has contributed to this.
“BBPN obviously has a good feel for the type of person who would fit in at the companies they work with and that’s important for both the hirer and the candidate.”
And Lucy adds: “Our BBPN’s associate involvement in getting to know and understand the company has been invaluable and instrumental in our being able to target and ultimately recruit the right people.”
- Use open questions and give the applicant the opportunity to give full and intuitive answers
- The OnePage™ questionnaire format engages committed applicants while discouraging time wasters
- OnePage™ is a flexible process and hirers can become as involved, or removed, as they wish
- The OnePage™recruitment process designs out the need for hirers to become involved with nitty-gritty of creating candidate lists