03.10.2020
"Sushiya has been cooperating with NUWORK since the "pre-pandemic"
Recruiters are not a call center: how NUWORK system helped automate mass recruiting at Sushiya.
The company has a large stream of candidates - it recruits from 100 to 200 employees per month (depending on the season). Uses various channels of attracting candidates, from job sites and social networks to offline advertising on posters and banners. Before the implementation of NUWORK, all requests were processed by the Resource Manager and recruiters individually. and took significant time resources of the HR team.
Filling dozens of line vacancies each month is a challenge. Moreover, doing it quickly and efficiently is even a more complicated challenge. And this was a perfect use case for NUWORK, a solution for automating mass recruiting. How successful is the system? We asked our colleagues who assessed the quality of the product in practice - Daria Pivovarova, former HRD, and Victoria Sirotenko, former Head of Recruitment of the Sushiya Japanese cuisine restaurant chain.
- What other bonuses from the implementation of the solution would you note? For example, a feedback function?
Victoria Sirotenko: The company has a large stream of candidates - it recruits from 100 to 200 employees per month (depending on the season). Uses various channels to attract candidates, from job sites and social networks to offline advertising on posters and banners. Before the implementation of NUWORK, all requests were processed by the Resource Manager and recruiters individually. and took significant time resources of the HR team.
Daria Pivovarova: We had experience using other platforms for selection, but they were primarily for use cases in IT sphere and did not take into account the requirements of F&B business, where the main positions are waiters and chefs. The NUWORK team understood exactly our "pain" and needs, and in the dialogue we made sure that they hear us and are ready to develop a platform that will take into account the specifics of the business with a high turnover and flow of applicants. Moreover, for NUWORK it is the main business, and not an additional "feature" of another product. We decided to move on together - and never regretted it.
- How long have you been "deploying" the system?
Daria Pivovarova: The adoption by all divisions and 38 restaurants lasted 4 months and was completed in January 2020. We had a lean strategy: first, we tested personally one restaurant, then covered Kyiv, and later – all the other regions. After all, "liking" a software is one thing, but to prove it's advantages to internal customers (managers) is completely different. At the end of the day the managers quickly realized the convenience of this tool.
- How did it improve the process from the point of view of search engines?
Victoria Sirotenko: Our target audience were young people from 18 to 25 years old, the digital generation, who are more comfortable with clicking on a job link and immediately passing initial interview with a chatbot than to wait a long time for a recruiter's call and communicate by phone. We were worried if this would become a barrier - but on the contrary, we received very positive feedback from the candidates, who were selected for the next stages (personal interviews).
Daria Pivovarova: What is more, the chat bot works 24/7, and young people tend to look for work at night. Additional value is the improvement of the HR brand, because we positioned the company as modern and progressive, and then attracted exactly those people who shared our values - readiness for changes.
- To what extent has the speed and efficiency of selection process increased thanks to the system?
Victoria Sirotenko: To recruit the required number of people (from 100 to 200), the recruitment team processed manually 1,500-2,000 on average. After introducing NUWORK to the recruitment workflow, not only were the costs for posting vacancies on job sites reduced, but also the need to work with a "cold" candidate leads disappeared completely. Resulting in acception or rejection of incoming applications, that have already been scored and ranged the system.
- Do you mean relevant candidates?
Victoria Sirotenko: Yes, because the chatbot asks questions within the algorithm and in a way that is chosen by the business setting up the recruitment funnel. By the way, this is also an advantage - the NUWORK team offered us a prepared algorithm that we were able to tailor to make the selection even more effective. For example, we know in advance the preferences of working schedule, whether the candidate reached legal age etc. The system independently screens all candidates coming from job sites, social networks, and this saves a lot of time, and recruiters only contact target candidates. Before implementation of the platform, the recruiting department reminded a call center - endlessly answering typical phone calls.
- What other bonuses from the implementation of the solution would you note? For example, a feedback function?
Victoria Sirotenko: There is an automatic chatbot function - if a candidate is suitable, a manager сontacts him or her immediately. If the applicant, for example, is under the allowed age to work, the bot replies that the company will wait for him after the he or she reaches the necessary age. One can also choose a location convenient for him or her through the career site.
The NUWORK team is always open to feedback and flexible. It is convenient that the system has a dialog box: not can you call, but also write to the support, and get the necessary explanations very quickly.
Daria Pivovarova: This is a cool product that really increases the efficiency of mass recruiting. And it has great potential for introducing new features and applications. I am sure many handy features will be introduced in the nearest future - especially considering the team has recently received a grant. With such a pace, NUWORK will subsequently be able to completely cover all the needs of companies in mass recruiting.
Recruiters are not a call center: how NUWORK system helped automate mass recruiting at Sushiya.
The company has a large stream of candidates - it recruits from 100 to 200 employees per month (depending on the season). Uses various channels of attracting candidates, from job sites and social networks to offline advertising on posters and banners. Before the implementation of NUWORK, all requests were processed by the Resource Manager and recruiters individually. and took significant time resources of the HR team.
Filling dozens of line vacancies each month is a challenge. Moreover, doing it quickly and efficiently is even a more complicated challenge. And this was a perfect use case for NUWORK, a solution for automating mass recruiting. How successful is the system? We asked our colleagues who assessed the quality of the product in practice - Daria Pivovarova, former HRD, and Victoria Sirotenko, former Head of Recruitment of the Sushiya Japanese cuisine restaurant chain.
- What other bonuses from the implementation of the solution would you note? For example, a feedback function?
Victoria Sirotenko: The company has a large stream of candidates - it recruits from 100 to 200 employees per month (depending on the season). Uses various channels to attract candidates, from job sites and social networks to offline advertising on posters and banners. Before the implementation of NUWORK, all requests were processed by the Resource Manager and recruiters individually. and took significant time resources of the HR team.
Daria Pivovarova: We had experience using other platforms for selection, but they were primarily for use cases in IT sphere and did not take into account the requirements of F&B business, where the main positions are waiters and chefs. The NUWORK team understood exactly our "pain" and needs, and in the dialogue we made sure that they hear us and are ready to develop a platform that will take into account the specifics of the business with a high turnover and flow of applicants. Moreover, for NUWORK it is the main business, and not an additional "feature" of another product. We decided to move on together - and never regretted it.
- How long have you been "deploying" the system?
Daria Pivovarova: The adoption by all divisions and 38 restaurants lasted 4 months and was completed in January 2020. We had a lean strategy: first, we tested personally one restaurant, then covered Kyiv, and later – all the other regions. After all, "liking" a software is one thing, but to prove it's advantages to internal customers (managers) is completely different. At the end of the day the managers quickly realized the convenience of this tool.
- How did it improve the process from the point of view of search engines?
Victoria Sirotenko: Our target audience were young people from 18 to 25 years old, the digital generation, who are more comfortable with clicking on a job link and immediately passing initial interview with a chatbot than to wait a long time for a recruiter's call and communicate by phone. We were worried if this would become a barrier - but on the contrary, we received very positive feedback from the candidates, who were selected for the next stages (personal interviews).
Daria Pivovarova: What is more, the chat bot works 24/7, and young people tend to look for work at night. Additional value is the improvement of the HR brand, because we positioned the company as modern and progressive, and then attracted exactly those people who shared our values - readiness for changes.
- To what extent has the speed and efficiency of selection process increased thanks to the system?
Victoria Sirotenko: To recruit the required number of people (from 100 to 200), the recruitment team processed manually 1,500-2,000 on average. After introducing NUWORK to the recruitment workflow, not only were the costs for posting vacancies on job sites reduced, but also the need to work with a "cold" candidate leads disappeared completely. Resulting in acception or rejection of incoming applications, that have already been scored and ranged the system.
- Do you mean relevant candidates?
Victoria Sirotenko: Yes, because the chatbot asks questions within the algorithm and in a way that is chosen by the business setting up the recruitment funnel. By the way, this is also an advantage - the NUWORK team offered us a prepared algorithm that we were able to tailor to make the selection even more effective. For example, we know in advance the preferences of working schedule, whether the candidate reached legal age etc. The system independently screens all candidates coming from job sites, social networks, and this saves a lot of time, and recruiters only contact target candidates. Before implementation of the platform, the recruiting department reminded a call center - endlessly answering typical phone calls.
- What other bonuses from the implementation of the solution would you note? For example, a feedback function?
Victoria Sirotenko: There is an automatic chatbot function - if a candidate is suitable, a manager сontacts him or her immediately. If the applicant, for example, is under the allowed age to work, the bot replies that the company will wait for him after the he or she reaches the necessary age. One can also choose a location convenient for him or her through the career site.
The NUWORK team is always open to feedback and flexible. It is convenient that the system has a dialog box: not can you call, but also write to the support, and get the necessary explanations very quickly.
Daria Pivovarova: This is a cool product that really increases the efficiency of mass recruiting. And it has great potential for introducing new features and applications. I am sure many handy features will be introduced in the nearest future - especially considering the team has recently received a grant. With such a pace, NUWORK will subsequently be able to completely cover all the needs of companies in mass recruiting.
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