Stantec Inc. is an international professional services company in the design and consulting industry.
1. What changes have you made to your candidate experience recently? What improvements are you most proud of? How do you know that your changes are making a difference?
Our talent acquisition process underwent a total transformation in 2017 to provide dedicated resources including strategists, sourcing, operational leadership and branding. This transformation helped enable the business to identify talent externally and understand the marketplace, which improved the experience for both candidates as well as hiring managers during the recruitment and application process.
We have done more in-house training for our TA team to provide them with a consistent candidate experience. The Stantec talent acquisition model ensures we have the right people doing the right things for maximum effectiveness. Based on the specific needs of the business and the particular geography, we can ensure the right support is assigned.
Employee referrals continue to account for 30% of our organic hires and also introduced a new interface for the referral process.
2. Why did you decide to make changes to how candidates were being treated? What data or evidence prompted you to make a change?
Our goal of being the destination of choice for world-class talent — to hire, develop and deploy the best talent — is guided by our corporate strategy to build an inspiring, inclusive work environment that attracts, supports and develops world-class talent. This is one of the six strategic directives of the Stantec organization. We also aligned with the competitive marketplace. We are consistently growing and need to stay consistent with our processes in talent acquisition. The TA transformation is a part of the process improvement as well.
3. How did you build support and commitment within your team and the broader organization? How did you demonstrate the importance of candidate experience?
We’ve conducted pulse surveys, looked at hiring trends and monitored company review platforms such as Glassdoor and Indeed to help build support within the team and organization. We have been educating our own team and emphasizing the importance of hiring and retaining top talent while making them more aware about the importance of candidate feedback.
4. How do you measure candidate experience? How do you report on your recruiting process? How do you use that data to demonstrate financial impact as well as manage recruiter and hiring manager behaviors?
Analytics is a critical step in understanding the impact of talent acquisition on business operations and helps us improve our outcomes. We use data to measure the efficiency of our recruiting efforts. Our descriptive analysis provides us with a view into activity such as hiring volume, talent pool size, time to fill, source of hire and cost of hire. We use the results to help with our recruitment process improvements, guide our recruiters’ sourcing tactics and have more productive conversations with hiring managers.