Digital innovations have been changing HR departments in companies in our country and in neighboring countries for several years. How have well-known Slovak and local branches of foreign companies grasped this process? What situations have they had to cope with and what have the changes brought them?
There is a wide range of software on the market that makes recruitment more efficient. However, the features they offer vary considerably. Powerful systems are packed with features you may never use, while others may lack those crucial to your team. Each client is a different challenge. The designers of Nalgoo ATS recruitment software are aware of the diversity of their clients and therefore try to motivate their needs when developing features to meet their desired goals. Get inspired by how they and their clients grasped the current "problem", set a suitable solution and how it affected their daily work.
DEDOLES NEEDED TO MANAGE THE ONSLAUGHT OF CANDIDATES
Dedoles, a fast-growing company, wanted to double the number of employees to more than 1,000. It had dozens of open positions. Such an expansion certainly put a strain on the HR department. "The company is growing and with it the need for the new reinforcements. We get many responses and resumes every day. And with the whole selection process up to the onboarding of an employee, there are a lot of tasks and processes that need to be well managed. Two tools help us in this respect - the Asana project system and Nalgoo, which we use just for the recruitment phase," revealed Kamil Reľovský, HR Director at Dedoles.
Fast communication and statistics
The digitalization of recruitment processes has given them an overview of every step that happens with a candidate. At the same time, they can share the necessary information efficiently within the team. "Nalgoo can cleverly link responses to different types of positions, so we can see the entire history of candidate responses. It also allows us to assign a candidate to any other position, tracking each step of the selection process - from prescreening to offer," adds the HR director. "We also like to use the option of our own personalized templates to help us speed up communication with candidates. On the other hand, it also allows us to make operational and strategic decisions thanks to the tool of creating statistics and various reports from already existing data."
Despite the coronary crisis, they have seen a sharp rise in many areas. According to Kamil Reľovský, this growth requires continuous process development, the deployment of more advanced IT systems, automation in the warehouse and the ability to be able to adapt quickly to constant change. Managing a company with almost 500 employees is different from managing a company with 30.
THE CAPITAL CITY OF BRATISLAVA: DIGITALIZATION TO SIMPLIFY THE LIFE OF CITIZENS
Several departments of the capital city have been digitizing. It has set up an innovation team and a city laboratory to deliver effective digital solutions - no wonder the office is becoming an attractive workplace for young people too. It regularly publishes information for citizens. Through several projects, it plans to move further towards making citizens more informed and their daily lives easier in the city's digital services department. The HR department uses modern digital technologies for hiring. "We are dealing with the digitalization of all HR processes. Our swallow is recruitment, where we are successfully using the smart app Nalgoo - we have a better overview of the candidates, communication has been simplified and last but not least we save environment on a daily basis as we have replaced sending CVs by post and now we do it directly via the app electronically. We have digitized annual appraisals and contract renewals," says Martina Rothová, Head of Human Resources for the Capital City.
GENERALI OPTS FOR MORE TARGETED RECRUITMENT, MODERNISATION ALSO AFFECTS SALES NETWORK
Generali Insurance Company is one of the leaders in the field of digitalization and automation. The digital systems and applications used by its managers were joined a few months ago by the recruitment management application Nalgoo. Due to its great success at headquarters, it has also been taken over by the company's own sales network (VOS) in Slovakia and the Czech Republic. The recruitment process there is almost fully digitalized.
They wanted relevant candidates.
Initially, Generali did not have a single system for registering candidates. Everyone kept it individually. "Managers created their own database. Some kept the diaries, for example, others kept Excel spreadsheets, papers or wrote notes on CVs in a binder and simultaneously filled in an Excel spreadsheet that was a summary for the entire VOS, so that the management also had an overview of recruitment activities," describes the previous functioning of the regional director, Matej Kormanec. Changes to the coordination of the recruitment process began to be implemented in 2017. "We ran a project to help us do recruitment in a more targeted way," Matej remembers. Roughly 5 years back, they had recruited many candidates, but after a while they turned out to be irrelevant. "We wanted team members with experience, who we can adapt and train better and can bring better results to the company consequently."
System for another division as well
Initially, only Generali's HR department used the Nalgoo system. Based on the results it had brought, the management decided to extend it to VOS not only in Slovakia, but later also in the Czech Republic. "Our goal was to get a system that would allow us to set up, evaluate, quantify and store recruitment activities over time and across our business structure," says Jozef Čabala, Regional Director of Generali's Nitra region and Business Project Manager.
20 hours per month for credit
In the context of expanding our own sales network, Nalgoo has been very helpful in recruiting and managing candidates. "Thanks to Nalgoo I can manage my recruitment way better. I have an overview of how many candidates I'm dealing with, I don't arrange unnecessary meetings and I deal with relevant candidates," praises Matej, who previously worked as a sales team director. "I'm recruiting more rigorously now, I have a better overview, I know who to work with. I don't have to report my activities to anyone because my superiors can see them in the system. So, there's no need to have weekly meetings. I also notice the time savings. In terms of efficiency and feedback, it's definitely 2-3 hours per week and about 12 hours per month. Thanks to the fact that the process has been simplified and I can manage it myself through the app, I save maybe 20 - 30 hours per month."
STILL CZ INTRODUCED ONLINE INTERVIEWS AND MEETINGS
STILL is one of the most innovative comprehensive suppliers of forklift trucks, tractors, state-of-the-art warehouse technology and related services. This innovativeness is also reflected in the company's HR department. Under the guidance of HR Specialists, candidate interviews have moved to an online environment. However, this has not detracted from their quality. "We are digitizing any HR documents, onboarding new employees, we have introduced online meetings, online workshops, and we use shared platforms," says one of them, Tereza Vrábelová, describing the changes.
Both recruiters and candidates learned
As Ivana Majerová, HR Manager at STILL CZ and STILL SK, says, at first it was very unusual. "We had to improve the quality of the connection and data transfer, we had to solve suitable environments for the online space, we also had to issue rules for online meetings." The change also fundamentally affected the recruitment process. "We and the candidates were learning. Even though the candidates were initially many times better equipped or had more experience with online meetings than our traditional recruiters, we successfully set it up and the interviews were conducted in this form as well," Ivana Majerová said. For the second round of the selection procedure, or for all rounds of selection procedures for specific professional positions, for example service technician, where it is necessary to pass both a test and a practical exam, they opted for a face-to-face meeting.
Connected with recruitment agencies
The company uses the smart Nalgoo ATS system for recruitment. "All steps of the recruitment process are under one roof and immediately accessible, from receiving a CV to closing the position. The system has fully replaced the previously used individual candidate registration," says the HR Specialist at STILL. Tereza Vrábelová, in turn, appreciates that "communication between the HR department and the manager conducting the selection process is simple and efficient in terms of leaving notes and moving the candidate to the next step. I also appreciate the visually advanced system that categorizes candidates according to the different recruitment agencies we work with. All open positions are ascribed to the recruitment agencies we have listed in Nalgoo - the selection process is automatically recorded in their internal Nalgoo account."
UNION EMPLOYEES CAN CHOOSE NEW COLLEAGUES THROUGH A DIGITAL REFERRAL PROGRAM
Union is made up of 2 sister companies, a commercial insurance company and a health insurance company. Their employees participate in the selection of their colleagues by recommending them for a specific position. This bold move has proven to be successful after a few years of the company's "referral" program. "The ever-decreasing unemployment rate in Bratislava prompted us to look at the situation differently. We asked ourselves what our employees wanted. If they want to work with people who fit with them, know them, even ideally are friends with them," explains Miroslava Šugová from Union the reasons why they chose this method. "At the same time, as an employer, we trust people and give them the space for self-realization. We want them to feel good here and that's why we want to hear their opinions on who fits in with us. It is for this reason that we encourage them to tell their friends that it is good in Union. That's the essence of our 'referral'," says the consultant. It applies to every single position, regardless of whether it is an administrative job or a managerial position.
Just share the link
Employees at Union are motivated to recommend new colleagues both by the financial reward and by the fact that they will be working with someone they know and can guarantee for. The point of "referral hiring" is that your current employee will recommend a suitable candidate from the field. However, in Union, oral tradition on has been replaced by Nalgoo ATS, a sophisticated digital candidate recruitment system. "We can generate 1 specific link - a link to our internal site where vacancies are posted. If our employee knows someone suitable, he or she simply forwards the link to a friend. When that person signs up under the shared link for the position, they are automatically marked as a referral in our system. We can even track that he or she is a recommended candidate from a specific employee," Miroslava continues. The legislative requirement for GDPR is easily handled in the system.
The importance of the program is growing.
In addition to "referral hiring", the company also advertises job offers on several professional portals. "Both in terms of the number of candidates and the success rate, i.e. how many of them actually take up the position, job portals are more powerful than 'employee referral'." "However, 'referral' is the second strongest source, after job portals, where a company get employee from. "I can say that we have found the introduction of 'referral' to be very successful several times because the turnover of such people is very low. They are simply more loyal because they have received information about the new employer from other sources," adds Šugová.
Efficient administration and digitalization of HR processes
A large company with a global HR department needs a recruitment system with different functionalities than a growing start-up. Nalgoo ATS is suitable for a company that values flexible solutions, efficient administration, and digitalization of the most important HR processes. It provides a large amount of data for better analytics, protects it, offers online tools, allows you to advertise from one place anywhere and anytime, saves the company time and money on screening candidates, selectively sorts and ranks them, and helps you build your own candidate database.
Adriana Hergott