Slow Time To Hire
Recruiting has always been important at Oberg. Historically, however, it’s also been a major pain point. The problem was that the company only had one recruiter on staff who was responsible for meeting the hiring needs of a more than 750-person global business. Given the extreme workload that recruiter faced, it’s not surprising that hiring was often a painfully slow process.
While only having one person to source and review candidate applications was certainly problematic, other processes were also outdated. Oberg still relied on paper applications that had to be faxed or mailed in and processed by hand. Plus, it tracked all of its hiring data in an Excel spreadsheet. Highly manual processes like these were slow and led to dissatisfaction both among hiring managers and with candidates.
For hiring managers it meant long delays between initiating searches and filling open positions. annually sharing resumes and candidate feedback was such a hassle T was the hiring process . Many great candidates ultimately wound up accepting jobs at other companies because the hiring process at Oberg simply took too long. Realizing that the company had a major issue on its hands, Oberg started looking for a better approach to recruiting.