How Yodel cut time-to-hire by 38%
About the Customer
Yodel
Candidate Experience Chatbot
Demystifying which Driver opportunity was the best fit for each candidate and automating elements of the recruitment process whilst measuring candidate experience throughout
“The exercise reminds us of the sheer amount of information candidates don’t know, that we assume they do know; we’ve now created a more thoughtful, richer candidate experience that we can build on and constantly improve.”
chatbot conversations in the first 2 years
from candidates undergoing the screening process delivered by the screening bot
screened by the screening bot
The Challenge
Yodel deliver millions of parcels a year, across 60 sites, to every UK postcode. The Yodel Resourcing team recruit over 4,500 Drivers annually and receive over 1,200 applications per week.
This number increases to 5,500 applications per week as they hire additional resource for their peak delivery season covering Black Friday, Cyber Monday and Christmas.
This means that the team need to hire 3,500 new Drivers in just a few months. Yodel offer several different types of opportunity to those who want to become Drivers, including self-employed and employed roles. To attract the right numbers, Yodel also offer full-time and part-time opportunities.
Whilst this means that all needs are catered for, those new to a Driver role could find the options overwhelming.
Our Solution
Meet & Engage ran a collaborative workshop with Yodel’s resourcing team
with the purpose to:
- Demystify which Driver opportunity was the best fit for each candidate
- Measure candidate experience at several points and gather feedback to allow continuous improvement
- Automate elements of the recruitment process
The first initiative was to create three Candidate Experience Bots for each of the three key Driving opportunities that would sit on the relevant pages of the career’s website. Each Bot would have a dialogue with a candidate about that specific opportunity and serve them the relevant roles available.
The second part of the plan included producing three Candidate Experience
Bots that would be deployed to screen candidates once they had completed their online application via the ATS. The team believed that this would give candidates the flexibility to complete this stage of the process at a time to suit them and in a format they were familiar with. In addition, this would give the Resourcing Team more scope to focus on other candidate experience initiatives.
Having mapped out these processes, Meet & Engage and the Yodel team worked on the Bot dialogue and assets required to create rich and relevant conversations with candidates. Meet & Engage worked closely with the Yodel ATS and creative partner (responsible for the careers website) to ensure relevant integrations could be put in place.
Results
took place outside of office hours, when recruiters would otherwise be unable to respond with a personalised candidate experience
Net Promoter Score indicated by candidate feedback
in the average time to hire
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