CHALLENGE

With increased road accidents and heightened awareness of road safety, auto developers were compelled to
redefine the operations of a traditional motor vehicle. With the burning desire to provide safety-friendly cars to
their buyers, our client, an autonomous vehicle retailer, wanted to hire over 2000 Self-driving vehicle operators
to perform testing on their new and improved creation. Coupled with a lengthy pre-employment process and an
average package compensation package, the task of building a recruitment team for the hiring task was daunting.

SOLUTION

Express International took ownership of media advertising. We were careful to be selective with our wording,
ensuring it was appealing enough to grab our audience’s attention.

Our next area of focus was to ensure that the candidates we hired were not only qualified for the position but also
cultured. We had four recruiters responsible for screening and extending job offers where necessary. With the
client’s help, we understood what a perfect candidate looked like in their eyes. The screening scripts were
structured to capture the client’s needs during the interview and have each candidate’s response documented and
saved for review. With the information obtained, we determined candidate interest and disinterest. This
information was later used to mold the process into a more candidate-friendly one.

After four months of successful recruiting, attention shifted to the pre-employment process. We started with two
onboarding specialists for two months (trial period). Our onboarding specialists were trained on the client’s
practiced background process. Our team took partial ownership of this to analyze the estimated time it took for a
candidate to complete the pre-employment process. We learned the most common reasons for candidates not
making it to the end of the process was because:

They were not receiving consistent updates on where they were in the process due to understaffing. Even
with an increased HC of 2 specialists, the pipeline of candidates that made it to onboarding was too many.
There were hundreds of candidates in the pipeline that needed assistance. People started finding other
jobs, and some didn’t answer their phones anymore.

Drivers Records- Many candidates had the driving experience needed, but after reviewing their records, it
was evident that we needed to do a lot more digging. There were candidates with DUIs, fatal accidents,
etc., on their record. While they were screened for driving experience, we had to fail them for unsafe
driving records.

We gathered our data and made changes to our screening scripts. We were now going to do a deeper dive during
screening. One that meant we had a healthier pipeline. We increased our Onboarding HC by four and took the entire
process over. We made one final attempt to connect with candidates over 30 days old and ghosted those who were
either not interested or didn’t respond. If they were to call back after that time, we’d pick up where we had left off
with them. We divided the remaining pipeline amongst our six specialists and created a process that saw each
candidate receiving updates daily. New candidates were assigned to a specialist within 24 hours of signing their offer
letters and fell into the process of receiving daily updates. We encouraged our client to add a sign-on bonus for every
candidate that worked with the company for six months. We also ensured that the new sign-on bonus and the
company benefits were displayed in our media post. Things swiftly took a turn for the better.

There was significant improvement within the first four months, but there was a 100% success rate after six months.
Our client decided to turn their temporary contract with us into a permanent one.