Hexaware is a fast-growing automation-led next-generation service provider delivering excellence in IT, BPO and Consulting services. To hire and develop the workforce required for an organization of this scale, Hexaware has partnered with iMocha for Talent Acquisition as well as Talent Development needs.
A few months ago, they came across a problem.
Like many companies today, Hexaware too observed that the candidates dropped out of the hiring process towards the beginning of the recruitment funnel.
The candidates were generally aware of the openings due to ongoing marketing around it. Many even considered the openings. The issue was that consideration did not transition to interest and application. They did not appear for assessments, instead opting to skip the process entirely.
Hexaware realized this problem and reached out to iMocha to see if we had a solution.
iMocha’s Solution for Hexaware:
The experts at iMocha realized that a Microsite for Recruitment would be a perfect solution for this problem.
What’s a Microsite?
A microsite serves as a complementary resource in addition to the main website. This microsite that iMocha created was specifically customized to cater to their hiring needs.
Hexaware could post a job requirement on the microsite and market it on their regular channels.
All interested candidates would be redirected to this website (microsite) to apply to the available positions.
The microsite would serve as a pipeline between Hexaware and the candidates.
Why would a Microsite for Recruitment work?
To understand this, it is important to understand a candidate's journey when a microsite is introduced in the recruitment funnel.
If a candidate comes across a job opening on social media, for instance, they will click on the link which would direct them to the microsite.
The microsite, which is created following the brand guidelines exactly, would immediately reassure the candidate of the validity of the opening while indicating the seriousness of the job role. The candidate would also find all the details they require in the same page.
- Job Openings
- Information about the company
- Work Culture
- Value Proposition
- Application period for the job opening
The candidate will then choose the job they are qualified for the most and apply by sharing a few critical details and documents. After filling up their details, the microsite offers the first layer of assessment: this assessment can be short or detailed (on the basis of your preference). This ensures two things:
- You can assess right at the beginning if the candidates are relevant or not.
- You learn whether or not the right people are landing on the microsite
The microsite ensures that the candidate is associated with your company right from the start of their journey. It solves candidate engagement issues that generally arise at the start of the funnel.
What happens once the candidate applies?
Once the candidate applies to the job, they will get notifications about their application. These would be automated to avoid any human error.
The candidate would remain in the loop throughout the process and will be involved beyond just submitting an application.
Other benefits of the Microsite for Recruitment
In today's day and age, information is the key. The microsite allowed Hexaware to retain the candidates basic data. They now have a repository of possible candidates for any future job openings.
Plus using the microsite, Hexaware could run individual role campaigns, which are more focused in nature. They could also edit them according to their requirements.
On this success, Hexaware commented - “We already have new joiners, and believe this will continue to improve in the future”
Today, iMocha has already created 6 microsites with over 20218 registrations.
If you want to know more about how iMocha created this microsite for recruitment and helped reduced candidate drop-out ratio, watch the video here: