How Systemart Reduces 57% Time-to-hire & 49% Cost-per-hire by Using iSmartRecruit ATS?

Before approaching iSmartRecruit, Systemart handled the applications using Excel sheets.

However, Archana Gupta, Talent Acquisition Manager at Systemart, soon realised that preparing a basic spreadsheet demands extensive manual data entry. It is undoubtedly time-consuming to keep the data updated. Also, it is an inefficient way to manage every application.

They lost hard-earned talent due to a higher time-to-hire ratio and lengthy recruiting process, which is a critical issue.

The manual processes of contacting and tracking candidates generated chaos for hiring teams. Some candidates applied multiple times for different roles, resulting in the process being full of duplicated candidate details and redundant efforts.

Nimish Shah, HR Manager at Systemart LLC, estimated an average of 5 applications for each unique candidate. Multiple recruitment team members would consider a candidate simultaneously without knowing it.

Consequently, the team inadvertently competed with each other instead of working collaboratively to place the individual in the best-fit role. At this point, they figured out that they needed to streamline communication across all hiring teams.

The hiring market is growing significantly due to rapid tech development. Hence, the demand for specific roles and certain skills is booming. With a competitive and complex job market, recruiters at Systemart had many more jobs than available candidates in the new IT space.

As a result, they frequently faced instances where a single candidate was required simultaneously by 4-5 clients.

The major obstacle was finding the most efficient sourcing channels and partners. Figuring out which channel is the best fit for them would take a lot of effort and time.

So, the talent acquisition team needed help with the sourcing process as they were overusing the same channels they'd used before, which didn't create better outcomes.

Before using iSmartRecruit, Systemart's time-to-fill average was over 73 days, and time-to-hire was even longer at 89 days. It was way too long, particularly in a current fast-paced and competitive market.

So, Archana and her team needed help tracking the recruitment analytics to analyse hiring efficiency and team performance. Also, they wanted to understand loopholes in the process and improve the stages, which consume much time and can be automated.