How Did iSmartRecruit Help One Seven Consulting Hire Faster?

Recruitment processes at One Seven Consulting involved multiple manual steps, from posting job openings to tracking applications and managing approvals. Recruiters often had to switch between spreadsheets, emails, and separate tools to track candidates effectively. This fragmented approach slowed down the overall hiring process and increased the likelihood of human error.

The inefficiency of these workflows also meant that top candidates were sometimes lost to competitors due to delays in follow-ups or approvals. Additionally, the administrative burden on the HR team was high, leaving less time for strategic recruitment initiatives or candidate engagement activities.

The previous recruitment system was expensive but lacked the advanced functionalities needed to justify the investment. High licensing fees, coupled with hidden costs for add-ons and support, placed a significant strain on the HR budget. The team needed a solution that offered more features at a lower total cost.

Moreover, the lack of automation meant additional man-hours were required to complete routine tasks such as scheduling interviews, sending notifications, and updating candidate statuses. This inefficiency not only added indirect costs but also delayed the hiring process, affecting overall business growth.

The old platform had a confusing and cluttered interface, which made it difficult for recruiters and hiring managers to navigate. Many team members struggled to find relevant information quickly, which led to mistakes, missed communications, and delayed decision-making.

The steep learning curve also meant that new employees required extended onboarding and training just to use the system effectively. This hindered adoption and reduced overall team productivity, creating frustration and impacting morale.

When technical issues or queries arose, the response time from the previous provider was slow and often inconsistent. This left the team struggling to resolve problems, causing unnecessary delays in critical recruitment tasks.

The lack of reliable support also increased the risk of errors, as the team had to improvise workarounds or wait for solutions. In some cases, hiring decisions were postponed, affecting the company's ability to secure the right talent in a competitive market.

With multiple stakeholders involved in hiring, including recruiters, department heads, and hiring managers, the absence of integrated communication tools created bottlenecks. Important updates were often lost in long email threads, and follow-ups were delayed.

This lack of collaboration not only slowed down recruitment but also increased the risk of misalignment between teams. It became challenging to ensure that all parties had a consistent understanding of candidate progress, approvals, and interview schedules.