Schindler Malaysia Strategically Attracts A Quality Graduate Workforce
CHALLENGE
The race to attract the best graduates has intensified over the years. Schindler Malaysia, a leading elevator company, decided to adopt a Graduate Recruitment Program to get the best fresh grads in a competitive market.
The company had a challenge last year in getting top-tier talents for its:
- Field Engineer Development Programme (FEDP) and
- Graduate Trainee Programme (GTP).
This challenge compelled them to improve this year’s recruitment strategy. Key metrics they need to track within a 2-month timeframe were:
- Increase in volume of applications and
- Quality of hires
36%
Microsite to applicant conversion rate
vs. 17% global benchmark
20%
Better qualified applicant ratio
67%
Fasting hiring turnaround time
vs. last year
SOLUTION
Schindler Malaysia partnered with TalentView to design a structured end-to-end sourcing program—from attraction up to candidate selection in order to bolster their graduate recruitment efforts.
TalentView handled the planning, program design and implementation of the 3 stages of their graduate recruitment program.
The 3 stages of their graduate program were:
1. Talent Attraction and Sourcing,
2. Assess and Measurement, and
3. Selection for Schindler Malaysia’s technical and business tracks.
STEP 1:
Talent Attraction
and Sourcing
Young talents want to work for a company that fit their needs. To create this fit, employers should begin with the basics and have good foundations.
A better starting point for the graduate program to highlight its benefit is through creating a responsive microsite. The microsite has an application form connected to an applicant tracking system for easier candidate tracking.
Responsive career microsite
Schindler Malaysia’s Grad Recruitment Video
STEP 2:
Assess and Measurement
To get quality hires faster, Schindler Malaysia integrated TalentView’s online assessment platform, Talegent, into their recruiting strategy.
Talegent assessment platform enabled Schindler Malaysia to measure potential performance based on personality, work style, IQ, culture fit, and more.
Using Talegent helped ensure that the candidates for their graduate program were not only a good fit for the role, but also a good fit for the company.
Talegent online assessment portal for Schindler Malaysia
Sample Report Assessment
STEP 3:
Selecting using Assessment
As the final stage of the recruitment process, TalentView organized a 2-day Assessment Center/Development Center (AC/DC) with Schindler Malaysia to assess the competencies of the candidates and identify potential leaders for the graduate program.
The 2-day AC/DC is composed of a leadership assessment on the 1st day and live job simulations on the 2nd day. At the end of the 2-day AC/DC, TalentView helped assess about 50 qualified candidates for the graduate program.
Qualified applicants briefing or assessment center
Human Monopoly as part of engaging applicants in assessment center
RESULTS
By doing a strategic rollout of their graduate recruitment program—from talent attraction to technology implementations—Schindler Malaysia was able to attract and develop a quality graduate workforce.
Overall, the microsite built for Schindler Malaysia converted site visitors to applicants with a 36% conversion rate vs. the 17% conversion rate benchmark, ultimately increasing their talent pool. It also yielded an impressive 61% quality of applicant ratio.
The microsite achieved 36% visitor-to-applicant conversion rate vs the 17% global benchmark
Targeted Facebook advertising also helped boost Schindler Malaysia’s social media presence, reaching target segments to ensure relevance in our recruitment communications. Using the ad content produced by TalentView (images and videos) also helped increase their talent pool 67% faster than the previous year.
Targeted social media advertising helped attract applicants 67% faster than previous year
Using Talegent online assessments helped Schindler Malaysia to screen and select applicants faster and at a less cost.
At the end of the graduate recruitment program, Schindler Malaysia identified 8 successful graduates out of the 50 qualified applicants for the graduate program. This 8 successful applicants have filled all the roles needed for the graduate program
The 8 successful graduates will be groomed to become future leaders and successful talents of Schindler Malaysia.
We liked the overall process. We enjoyed the activities in the ACDC because they are simple and easy to administer.
By making the assessment fun without losing the scientific value,
we can say that this is better than our other providers.
- Fabien, Manager for Talent Development
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