Resulting in a delightful 4.8/5 candidate experience
Tata Technologies Limited (TTL), a subsidiary of the renowned Tata Group, specializes in offering services spanning engineering and design, product lifecycle management, manufacturing, product development, and IT service management.
These services are primarily targeted towards the automotive and aerospace sectors, catering to original equipment manufacturers (OEMs) and their supplier chains. Established in 1989, TTL is headquartered in Pune, India, and has spread its operations across 27 countries, employing a strong team of over 11,000 professionals.
The company forecasts a promising growth trajectory, expecting a 69 percent surge in revenues, reaching approximately $800 million by 2025 from $473 million recorded in 2021-22. This optimistic outlook is propelled by the increasing demand in electric vehicles and the aviation sector.
#EngineeringABetterWorld is the vision of Tata Technologies. Engineering a better world for all stakeholders, including customers, people, community, and shareholders. To achieve their ambitious growth targets for 2025, the company recognized that attracting and retaining top talent is essential. Given their ambitious growth plan, TTL got to work. Leveraged technology to further strengthen their employer brand and create a premium experience for every stakeholder.
The outcome? The hardest metric to achieve at scale - Candidate experience. They scored an impressive 4.8/5 candidate experience rating.
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Read further to know more about their transformative journey, guided by a focused and stellar leadership.
The crux of TTL's challenge lies in articulately communicating its distinctive employer brand and the vision of #EngineeringABetterWorld to the potential talent pool.
A significant number of prospective candidates remained uninformed about TTL's robust commitment to societal contributions and its unique capabilities, like overseeing complete vehicle programs. This knowledge gap rendered TTL somewhat indistinct, making it hard for them to set themselves apart from other contenders in the engineering services sector.
The recruitment process is a delicate dance between candidate expectations and organizational realities. TTL grappled with creating a recruitment experience that was both enriching for the candidate and in line with the company's vast and intricate global operations.
The remedy for this called for hefty investments in cutting-edge recruitment technology, an overhauled infrastructure, and a nuanced grasp of what potential candidates sought in their recruitment journey.
In an era marked by stringent data privacy norms, TTL faced the herculean task of ensuring their recruitment practices conformed to global regulations, with GDPR being a paramount concern. This necessitated considerable investment in technology tailored to handle data responsibly.
Further, the implementation of comprehensive processes and regular training sessions became imperative to keep abreast with global compliance standards.
To comprehend and improve its recruitment journey, Tata Technologies embarked on an evaluative journey. A survey was rolled out to both its long-standing employees and fresh recruits. Furthermore, an in-depth analysis was undertaken, particularly emphasizing candidate touchpoints within their decade-old legacy recruitment system.
Here's a breakdown of what they found:
Improving the candidate experience meant looking at how everyone involved in recruitment felt. This included:
The solution seemed evident: a comprehensive overhaul of their current recruitment system. The goal was to implement a platform both intuitive and robust, prioritizing an unparalleled candidate experience.
Candidate experience journey and touch points with different users by stage (branding, sourcing, screening, scheduling)
Tata Technologies' partnership with RippleHire, an advanced ATS, was a step towards achieving this vision, offering enhanced processes and superior experiences for all stakeholders.
Branding and Reach
Launched a robust mobile experience for job seekers
Empowering Employees
Simplified Application Process
The initial launch of Phase 1 marked a substantial uptick in candidate submissions, reflecting the immediate positive impact of the changes.
Streamlined Interview Process
Facilitating Feedback Collection
Enhanced Offer Experience
Optimizing Joining Experience
By the end of Phase 2, Tata Technologies had completely transformed their recruitment journey, aligning it with modern needs and ensuring a top-tier experience for all stakeholders.
The candidate experience project was a resounding success. Notably, it was among the few projects that scored a bullseye on all set metrics. The TA team surpassed their aspirational goal by recording a 4.8/5 candidate experience at a broad scale.
Beyond enhancing candidate experience, the organization also witnessed tangible revenue benefits. The time to extend job offers was slashed dramatically from a staggering 100 days to just 39. This expedited approach fortified Tata Technologies' ability to tap into talent communities, allure passive candidates, and offer a top-tier experience throughout the candidate's journey with the company.
Securing a 4.8/5 candidate experience rating is indeed an achievement, but it also provides an exciting challenge for the team—to elevate this benchmark. The team is currently delving into the potential impact of ChatGPT on talent acquisition processes. Anticipation runs high as they contemplate the possibilities:
With a robust foundation in place, the TA team is poised for growth—not merely to maintain their commendable 4.8/5 rating but to surpass this benchmark, pushing the envelope in recruitment excellence.