How STG Logistics created a process that works “like magic” for hiring managers
To keep it all running, the recruitment team needs to hire across a wide range of positions, including warehouse workers, forklift operators, truck drivers, accounting managers, marketers, and salespeople. They typically hire about 200-300 people per year, with some fluctuations up or down depending on business priorities such as opening a new facility.
Director of Talent Lauren Sands and Recruiting Coordinator Haydan Hastings need an ATS that helps them work efficiently and manage relationships with hiring managers across teams. And they’ve found it in Pinpoint.
Challenges:
- Volume hiring
- Hiring for a wide variety of roles
- Improving candidate experience
- Working with hiring managers across teams
- Expanding candidate pool beyond the usual big job boards
With Pinpoint, STG Logistics has made recruitment more efficient while improving the experience for candidates and hiring managers. It’s brought everyone together around recruitment, says Haydan.
Not only is Pinpoint a fantastic place for our entire team, our entire company to come together and be able to use, but it’s also extremely, extremely valuable as a recruiter.
For hiring managers, it’s like magic
The great hiring manager experience starts from the very beginning. Haydan says the user-friendliness of Pinpoint makes it easy to get hiring managers set up in the system.
“I’m emphasizing the simplicity and user-friendliness of Pinpoint with hiring managers. If they want assistance on something, those calls are lasting 3 to 5 minutes. It’s click a couple buttons and they’re all set up,” he says.
Once hiring managers are ready to submit their roles, the user-friendliness continues with the requisition. Not only is the form itself easy for them to submit, but the recruitment team have been able to build a seamless intake process around it.
The requisition approval process works so well, the team is able to move faster to get roles approved and intake meetings scheduled with hiring managers. They can usually get the intake meeting booked within 1 or 2 days, and it sets the right expectations from the beginning, says Lauren.
“The business knows they can just go in, click a few buttons, they’ve got their requisition submitted and after that, this Talent team magically appears. And that’s that I wanted it to feel like for them. They have a day-to-day job to do and this is something we want to be the experts in for them,” she says.
Once the role is active, the Talent team loves using the comment functionality to check in with hiring managers and keep everyone’s thoughts in one place on the candidate profile. They can also leave private comments that only other members of the Talent team can see, which helps them collaborate better and manage coverage when someone’s out of office.
And every week, the Talent team runs a report on open head count which they share with HR business partners and finance. The report lists open roles and includes details like number of days open, how far candidates have gotten, and the compensation. Then, the Talent and HR teams meet weekly to discuss the open roles, any bottlenecks, and how to work best with hiring managers.
A faster, more personalized candidate experience
One of the team’s biggest priorities right now is speed and responsiveness. For over a year, the Talent team has maintained a time to hire that’s within the top 25% across similar companies. And they’ve seen big improvements in their time to fill.
Our time to fill has gone down drastically.
Lauren and Haydan called out several Pinpoint features that have helped speed up their process:
- Automated interview scheduling: Previously, the Talent team would have had to go back and forth over emails and manually check hiring managers’ calendars to schedule interviews. Pinpoint eliminates that by automatically offering available slots to candidates, and updating those slots in real time. It “speeds up the process in a big, big way,” says Haydan.
- Email templates: The Talent team love being able to configure different email templates for different stages and situations in the hiring process. This helps them provide more personalized messages to candidates at scale. And they’re working on setting up new automations to make communication with candidates even faster.
- Flexible notifications: The Talent team can start hiring managers off with a default set of notifications, or personalize the settings for individual preferences. And the Talent team can configure their own notifications for hiring manager actions. This means everyone on the hiring team gets instant updates for relevant activity on the role.
- User-friendly scorecards and reminders: Not only are the scorecards super simple for hiring managers to fill out, but Pinpoint also sends reminders to hiring managers to fill them out. Once a scorecard is done, the Talent team gets their own notification. This allows recruiters to get back to candidates with feedback faster, usually within 48 hours.
The automations have been absolutely fantastic. It seems like an endless world of possibilities.
What's next
Speed is still a priority, so Lauren and Hayden are excited about work in progress that will help them move even faster and improve candidate experience. The Talent team is working with their Pinpoint CSM Sam to build new automations that will reject candidates in the hiring process once a role is filled, send them personalized emails based on a template, and invite the best runners-up to join the talent pool for the next time the role is open.
They’re also looking forward to expanding their candidate sources. They want to go beyond the usual job boards and do more recruitment fairs with universities and the military, and open up more roles for internships.
Overall, Lauren and Haydan are excited about the future possibilities, and the responsive partnership they’ve built with their CSM Sam.
We’re just super excited to see where we can go with Pinpoint and see how far and how easy we can make our hiring process.
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