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An ‘unfair’ advantage is obtained for Recruiters by adding Sapia’s interview automation to Workday with faster, fairer and better hiring results.

Make a difference

As the first gate to employment, the hiring team has a huge influence on candidate experience, diversity and inclusion and overall business success. The way you hire can make someone’s day. It can set your business up to overtake the competition. It can be one step towards designing a fairer world for everyone. 

Hiring is more complex than ever

There’s a lot expected of recruiters these days. Attracting candidates from diverse backgrounds and delivering exceptional candidate care whilst selecting from thousands of candidates isn’t easy.  

Recruiters are expected to:

• Find the right people, ensuring a diversity of candidates
• Fill roles quickly and efficiently
• Interrupt bias in hiring and promotion
• Ensure every person hired amplifies the organisation’s values
• Create a candidate experience that is engaging and rewarding

Technology is more powerful than ever

The good news is that technology has advanced to support recruiters. Additionally, integrating Sapia artificial intelligence technology with the powerful Workday ATS facilitates a fast, fair, efficient recruitment process that candidates love.

Are you ready to: 

• Reduce your screening time by up to 90%
• Increase your candidate satisfaction to near 100%
• Achieve interview completion rates over 90%
• And reduce screening bias for good

Your advantage: Sapia + Workday

Gone are the days of screening CVs, followed by phone screens to find the best talent. The number of people applying for each job has grown 5-10 times in size recently. Reading each CV is simply no longer an option. Thus, the attributes that are markers of a high performer often aren’t in CVs and the risk of increasing bias is high.

We’ve created a quick, easy and fair hiring process that candidates love.

1. Create a vacancy in Workday, and a Sapia interview link will be created. 
2. Include the link in your advertising. Every candidate will have an opportunity to complete a FirstInterview via chat.
3. See results as soon as candidates complete their interview. Each candidate’s scores, rank, personality assessment, role-based traits and communication skills are available as soon as they complete the interview. Every candidate will receive automated, personalised feedback.

By sending out one simple interview link, you nail speed, quality and candidate experience in one hit.

Integrate Workday and get ahead

Get ahead of your competitors with Sapia’s award-winning chat Ai available for all Workday users. Automate interview, screening, ranking and more, with a minimum of effort. Save time, reduce bias and deliver an outstanding candidate experience.

The interview that all candidates love

As unemployment rates rise, it’s more important than ever to show empathy for candidates and add value when we can. Also using Sapia, every single candidate gets a FirstInterview through an engaging text experience on their mobile device, whenever it suits them. Every candidate receives personalised MyInsights feedback, with helpful coaching tips which candidates love.

Together, Sapia and Workday deliver an approach that is: 

• Relevant—move beyond the CV to the attributes that matter most to you: grit, curiosity, accountability, critical thinking, agility and communication skills
• Respectful—give every single person an interview and never ghost a candidate again
• Dignified—show you value people’s time by providing every single applicant personal feedback
• Fair—avoid video in the first round interviews and take an approach that’s 100% blind to gender, age, ethnicity and other irrelevant attributes
• Familiar—text chat interviewing is not only highly efficient, it’s also familiar to people of all ages  

There are thousands of comments just like this …

“I have never had an interview like this in my life and it was really good to be able to speak without fear of judgment and have the freedom to do so.
The feedback is also great. This is a great way to interview people as it helps an individual to be themselves.
The response back is written with a good sense of understanding and compassion.
I don’t know if it is a human or a robot answering me, but if it is a robot then technology is quite amazing.”

Take it for a 2-minute test drive here > 

Recruiters love using artificial intelligence in hiring

Recruiters love the TalentInsights Sapia surfaces in Workday as soon as each candidate finishes their interview.

Together, Sapia and Workday deliver an approach that is: 

• Fast—Ai-powered scores and rankings make shortlisting candidates quicker
• Insightful—Deep dive into the unique personality and other traits of each candidate 
• Fair—Candidates are scored and ranked on their responses. The system is blind to other attributes and regularly checked for bias.
• Streamlined—Our stand-alone LiveInterview mobile app makes arranging assessment centres easy. Automated record-keeping reduces paperwork and ensures everyone is fairly assessed.
• Time-saving—Automating the first interview screening process and second-round scheduling delivers 90% time savings against a standard recruiting process.

HR Directors and CHROs love reliable bias tracking

Well-intentioned organisations have been trying to shift the needle on the bias that impacts diversity and inclusion for many years, without significant results. 

Together, Sapia and Workday deliver an approach that is: 

• Measurable—DiscoverInsights, our operations dashboard that provides clear reporting on recruitment, including pipeline shortlisting, candidate experience and bias tracking.
• Competitive—The Sapia and Workday experience is loved by candidates, ensuring you’ll attract the best candidates, and hire faster than competitors.
• Scalable—Whether you’re hiring one hundred people, or one thousand, you can hire the best person for the job, on time, every time.
• Best-in-class—Sapia easily integrates with Workday to provide you with a best-in-class AI-enabled HRTech stack.

Getting started is easy

Lastly, let’s chat about getting you started – book a time here > 

On 26th August, our CEO Barb Hyman facilitated a webinar on “Hiring with Heart” in collaboration with The Recruitment Events Network.

To our surprise, Jeff Uden who is the Head of Talent and L&D for Iceland Foods also joined the webinar.

During the session, Jeff offered some wonderful comments. We took a transcript of Jeff’s input and have jotted it here. It offers insights on dealing with enormous volumes of candidates, offering positive candidate experience and communicating culture from a candidate’s first experience with a brand.

Thanks for your insights, Jeff. Incredibly valuable.

 In conversation with Jeff Uden Head of Talent, Iceland Group & Sapia

At Iceland Foods, we have started working with Sapia. That was as a result of a couple of things. One was the element of the mass recruitment that we were doing. Just to put it in perspective, in the first four months of this year, we received over five hundred thousand applications.

We wanted to find a way that delivered a level of fairness, a level of consistency around how we sift those applications that then enabled store managers to reduce that amount of time that they are spending on doing the recruitment.

The other thing that we wanted to do was significantly enhance our candidate experience. One of the challenges that I had around the experiences that we had within the business is that it felt like it was really standard. It felt like it was cold; it felt like it came from a computer. We wanted to change how we did that and more importantly give something back to the candidates.

Often nowadays people apply for jobs, and there’s the standard ‘bulk’ response that says if you haven’t heard anything from us in two weeks take it that you haven’t been successful.

As big companies or companies of any size we have a duty to help those individuals to understand why they haven’t been successful and to help them to be successful in the next role for which they apply.

The fact that they won’t be hired into your business is probably the right decision because they wouldn’t have been the right fit given the testing that they have gone through. However, that doesn’t mean they are a bad individual. What we need to do is to help them to understand where their strengths are and where their development needs are, and certainly, that was a massive appeal of working with Sapia.

Going through and reading some of the feedback that we’ve had from the candidates, it’s having a huge effect on the candidate experience.

I just had a very quick look at our figures with Sapia, we’ve got a 100% positive experience from our candidates. Bearing in mind 49,000 candidates have gone through Sapia. To have that figure is a superb figure.

We had a swift implementation planned. But probably one of the lengthiest parts of it was about actually getting the questions right and getting the language right. We really did spend a decent period doing that.

I just had a quick look at one of the pieces of feedback here, and this is completely unedited:

“I enjoyed the interview. It makes me believe Iceland as a company are people carers and their staff are more than just employees”.

That’s what’s coming over from the way in which we put the language across within the questions.

We are genuinely really chuffed about how they are engaging far more with us as a brand and how they are feeling like they are getting something back. They genuinely don’t feel like this is a computer process in any way whatsoever; they genuinely feel like they are talking to people. 

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You can try out Sapia’s FirstInterview right now, or leave us your details here to get a personalised demo.

Have you seen the 2020 Candidate Experience Playbook?

If there was ever a time for our profession to show humanity for the thousands that are looking for work, that time is now.

Download it here

Competition for candidates today is fierce. COVID, border closures, BREXIT, the last two years have created a global candidate shortage that’s hitting large organisations hard. 

That’s why in today’s market, candidate experience is king. The consistent theme in all of my conversations with CHROs globally is how to improve candidate experience and get an edge on the competition.

However, the bottom line is ever present, especially in industries that are now in recovery mode. How can recruitment teams and hiring managers be expected to deliver a world-class, personalised and interactive candidate experience when they’re already stretched too thin?

The answer lies in human-centred technology with an experience that makes candidates feel valued and heard, while automating the components of the process that suck time out of your team’s day and extend the time to offer, losing candidates in the process.

Why Australia’s largest private employer turned to automation 

With close to 1 million candidates annually, and a video interview experience that was sub-par for candidates and frustrating for hiring managers, Woolworths needed to drastically re-imagine their recruitment experience, making it more efficient and engaging.

How Sapia re-invigorated and streamlined Woolworth’s recruitment process

With a completely automated interview process, every retail candidate is interviewed by Smart Interviewer with Sapia’s Chat Interview chat. The automatically shortlisted candidates progress directly to VideoInterview – a chat based video interview that is reviewed by hiring managers who can then move straight to offer. It’s a seamless process that’s designed to be fair and human-centred. 

The results are simply fantastic 

Candidate satisfaction has blown the team away – 9.2/10 for FirstInterview and an unprecedented 9.0/10 for VideoInterview. Yes, you read that right – 9/10 for a video interview, from almost 9,000 candidates. 

Completion rates for the video interview are above 75%, showing that candidates are happy to engage with a video interview that’s mobile-friendly, interactive and frankly, just works. Almost 50% of candidates complete both interviews on their mobile, making it easy for candidates to interview literally anytime, anywhere. 

Here’s what Woolworths candidates had to say about their VideoInterview experience: 

“The chat makes you feel like you’re in a safe space – it gives everyone an equal opportunity instead of in person interview as people can get extremely nervous”

“I found the process to be reflective and I liked how they wanted to know about me”

“everything was amazing! by far the best interview system i’ve encountered!  it allowed me be comfortable and be myself, it really allowed me to take my time with my responses rather than stutter over my words”

“It was great. I like the potential to retake videos and how quick you’ve responded. ”

“I felt really calm during this interview. Which I definitely would not be in physical interviews. I was able to really sort out my thoughts and express myself to the fullest.  I really love this format of interviewing !”

Automating the end to end experience has given time back to extremely time-poor hiring managers, who no longer need to manage shortlisting or scheduling and can simply review the video responses of the top candidates as they come in. Smart Interviewer has video interviewed almost 9,000 candidates, 

In some cases, candidates have moved from ad to offer in 24 hours – giving Woolworths an edge as they can move quickly to capture candidates who otherwise might have accepted offers elsewhere. 

If you’d like to have a candidate experience as good as Woolworths, get in touch here for a product demo.