Varis for Recruitment
Tina is a Lead Recruiter at the Human Resources department of a large retailer.
Her responsibilities are:
- Writing job advertisements
- Screening received CVs and deciding which job applicants to interview
- Ensuring the recruitment process is cost-efficient, in terms of the number of job applicants interviewed for each position
- Monitoring the recruitment process to make sure it selects the best possible employees
Before Varis, Tina's thought that:
- Manual screening of large amounts of CVs was time-consuming and repetitive
- It was difficult to find good candidates for interviewing from the huge pool of CVs
- As the recruitment criteria vary largely by job position, and it was a lot of work to select the best candidates for each position
With Varis, Tina's work is now organized more smartly.
Two weeks ago, she posted a job ad for two storage worker positions at one of the stores. So far, she has received 150 applications for the job. Included in each application is a CV and a short motivation letter.
Varis gives an initial score for each applicant, by reading through the contents of their CV and motivation letter. The score is based on historical job applications for similar storage worker positions, and it takes into account whether the applicants were hired and how well they have performed in their work. Varis has been customized with industry-specific jargon known to frequently appear in CVs.
Tina receives a ranked list of the applicants, and inspects the CVs of the top applications in more detail. She finds several interesting applicants, and decides to go forward with the interviewing process.
After two weeks, 25 applicants have been interviewed and the store manager hires two of them, both among the top scores. Compared to recruitment before Varis, the hiring rate has increased as effort has been focused on the most promising applicants from early on in the recruiting process.