OSF: Rapid Growth Demands Aggressive Recruiting Strategy

OSF Digital Hiring Case Study.pdf

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OSF Digital is a dynamic service provider that specializes in Application Development and Technology Integration with over 550 employees around the world. Its headquarters are located in Quebec, Canada. OSF Digital has grown significantly since it was founded in 2003; carefully maintaining its trademark reliability while expanding all across the world. OSF has offices located in the U.S., Central America, Asia, and Europe

The Situation

With such rapid growth in employee and client numbers, OSF Digital is confronted with several important business challenges:

1. Hiring competent employees while reducing time-to-hire

2. Assigning candidates to the best positions for their skills

3. Maintaining hiring quality with higher recruiting volumes across multiple countries.

A major challenge for the HR department is to select employees with the right technical skills and the can-do attitude necessary to meet these expectations.

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Results and Benefits

The OSF Digital HR Department experienced a significant transformation in regards to their selection process. Skills tests enabled them to reach their aggressive recruiting targets by shortening the time dedicated to finding the right candidates from over 30 days to just 10-14 days, and by reducing screening costs by 64%.

• The HR team starts by identifying the skills required for a specific position through a job analysis and a professional competencies analysis

• Once all of the key requirements are identified, HR specialists use eSkill to develop multiple-subject tests for each of the open jobs. HR administers the pre-employment assessment tests to the candidates, and only call in those with the best scores for subsequent interviews

For example, when it comes to recruiting PHP programmers, HR determined that expertise in PHP should also be complemented by a strong knowledge of JavaScript, HTML, and other popular frameworks. In addition, English skills are required to facilitate communication with international colleagues.

The Breakdown

Here’s a breakdown of the savings from using eSkill for filling just one position, using an estimated hourly wage of $40/h for the company’s HR Manager.

Cost before eSkill:

• HR Managers Needed = 1

• Expertise Managers Needed = 1 (JavaScript, HTML)

Screening & Interview

• Read 100 résumés = 5h x $40/h = $200

• Phone 30 candidates = 10h x $40/h = $400

• Interview 5 candidates (x 2 managers) = 5 x 2 x $40/h = $400

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Total Time and Monetary Cost without eSkill

• Time Spent = 25h

• Financial Impact = $1,000

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Cost After Deploying eSkill

• HR Managers Needed = 1

• Expertise Managers Needed = 1 (JavaScript, HTML)

  • Skills Testing with eSkill (configure and send the tests) for 100 candidates = 1h x $40/h = $40/h

  • Narrow Candidate Pool to 20 résumés = 1h x $40/h = $40/

  • Phone 10 candidates = 3h x $40/h = $120

    • Interview 2 candidates (x 2 managers) = 2 x 2 x $40/h = $160