We are delighted to announce that Rolls-Royce won the award for ‘Best Hiring Manager Experience’ at The FIRM Awards 2017, held in London on the 23rd March. The FIRM Awards celebrate the very best of in-house recruitment excellence, innovation and best practice. They act as an inspiration to fellow members of The FIRM, setting the standard for in-house recruiters and provide an opportunity for our members to recognise the achievements of their peers.
The Award is to recognise the provision of an excellent recruitment service to the business, and in particular the high levels of stakeholder management and nurturing of excellent hiring manager relationships which support a high quality hiring manager experience.
Credit: The FIRM
Implementing Sonru: The Rolls-Royce Story
Rolls-Royce originally used Sonru to aid in recruiting candidates for a new engineering centre in Bangalore, across a broad range of engineering roles. Prior to implementing Sonru, applications were assessed by a team in Manila and the shortlist was then presented to the Hiring Managers for review before deciding which applicants would be invited to an Assessment Centre. Applicants are now invited to complete a video interview. Role and technically specific questions are part of the video interview, enabling the team to select a smaller shortlist of qualified candidates to bring through to the Assessment Centre.
Shaping the Hiring Manager Experience
Working closely with their dedicated Client Success Manager, Rolls-Royce implemented best practice guidelines throughout the process to ensure maximum results. An important aspect of this involved engaging the Hiring Managers, explaining why Sonru was being implemented and how it would benefit them.
HR and the Hiring Managers worked together from the outset, with the Hiring Managers submitting role and technically-specific questions to ensure an accurate reflection of candidates. In addition, Sonru offers the capability for Rolls-Royce to further involve the Hiring Managers through recording introduction videos to welcome candidates to their video interview, and ultimately, to Rolls-Royce. Involving the Hiring Managers to such an extent further enhanced Rolls-Royce’s employer branding and engaged the candidates from early on.
Rolls-Royce’s time to interview plummeted from 30 hours per hire, to only 1 hour per hire! For their Hiring Managers, this has meant freeing up time in their schedules and providing a more flexible interviewing process.
“We were originally inviting candidates to the Assessment Centres on the back of their application forms. From very early on in this process, it was pretty clear that the calibre of the written applications were at odds to the people we were meeting in person. We are definitely seeing a much better calibre of candidate coming through to the Assessment Centres than we would have without that step. The managers can judge the candidates’ body language and how they approach the question – the nonverbal aspects you cannot assess over the phone for example if there is someone in the room with them.” – Lindsey Gamble, Global Resourcing Manager – Engineering, Supply Chain & CHQ
Sonru is thrilled that Rolls-Royce has been recognised for their dedication to engaging their Hiring Managers, and that Sonru video interviewing acted as a catalyst.
Read more about the Rolls-Royce journey in our case study.