7 minute read
Projects realized with our Clients
by Cpl_CEE
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Recruitment Process Outsourcing
Marika Marcinkowska HR Manager at Schenker Technology Center Warsaw
About DB Schenker
DB Schenker Technology Center Warsaw is a center delivering digital solutions for DB Schenker, a global logistic provider with 75,000 employees and countless customers around the world. In their work, they deal with topics that already shape the future of the logistics industry and elevate lives.
The challenge set by DB Schenker Technology Center
DB Schenker Technology Center Warsaw planned to build a new team of IT experts for their new project - a critical application that manages land transport across Europe. It is a key and complex program for handling logistics processes, without which no truck would move, and no invoice would be issued. It's been developed to increase e ciency and productivity and simplify processes for DB Schenker and their customers. The need to ensure business stability, with increasing demand and, simultaneously, an endless number of the Talent Acquisition Team members, prompted the management to launch a tender in which Cpl was selected as the preferred supplier. The tender concerned building a team based on RPO services for 4 months.
Mikołaj Jaśkiewicz Division Manager IT & Telco, Cpl Poland mikolaj.jaskiewicz@cpljobs.pl
Cpl approach
Before the project o cially began, Cpl conducted a series of meetings with DB Schenker Technology Center Warsaw's representatives to thoroughly understand the needs and prepare proposals for supporting actions within the RPO service. Our previous cooperation and understanding of the client's employment structure and organizational culture allowed us to quickly identify the characteristics of the desired candidate for the recruited position. Then, Cpl experts adapted the service to the individual needs of DB Schenker Technology Center Warsaw, selecting the appropriate sourcing strategy for the planned recruitment process. Already at this stage, in coordination with the client, Cpl has introduced a dedicated Project Coordinator and proposed a project team to carry out the task – all based on the requirements and standards in force at DB Schenker. The most important stage of the process was the so-called "kick-o " with the client's Hiring Managers Team, for whom this cooperation model was a new experience. This meeting was not only a presentation and a way of getting to know each other. Above all, it was an opportunity to set the principles and standards of collaborative working. From that moment, two Cpl's recruiters were equal members of the client's Talent Acquisition Team. In practice, it meant direct contact with decision-makers, presenting candidates, arranging meetings, collecting feedback, and discussing o ers. Dedicated Cpl consultants were acting as temporary DB Schenker Technology Center’s employees. This reduced hiring time and signi cantly improved communication and KPI/SLA performance. Moreover, the Cpl project team was then supported with an ongoing talent pipeline from other Cpl teams. It's an incredibly demanding role since the coordinator often took part in di cult meetings, during which they had to demonstrate assertiveness while remaining open to the other side's arguments.
As part of the RPO services, in collaboration with Hiring Managers on the client's side, Cpl managed every step of the recruitment process and took responsibility for the results. Additionally, Cpl took full accountability for verifying the candidate's credibility and quali cations as well as o cially accepting the o er and remained in constant contact with the candidate.
The Cpl marketing team was delivering employer branding and recruitment marketing services to our internal team to boost the e ectiveness of sourcing e orts while simultaneously providing exceptional candidate experience. An example of this type of activity was the creation of branded marketing assets – to share the mission and boost the interest among potential candidates, Cpl prepared sets of various guides about the job at DB Schenker company to build interest and a transparent vision of the future employer. Cpl provided dedicated campaigns on social media to attract candidates and launched a landing page describing DB Schenker's culture, career opportunities, and current job o ers. Over 4218 external candidates were emailed directly while dedicated consultants were equipped with additional branded marketing assets, speci c email signatures with links to the dedicated landing page. All these initiatives were put in place to support and enhance sourcing e orts.
The results:
The partnership cooperation between DB Schenker and the Cpl team resulted in the total success of this project.
95% accepted to meeting / CV ratio smaczki z result1/3 candidates got an o er
o er acceptance ratio
80%
effective time pipeline
“We treated the cooperation with the RPO team as an experiment and are happy to say it was successful. It shortened the recruitment time and influenced the overall partner's satisfaction by delivering the required employees. Working with the Cpl Team was a pleasure and allowed everyone to learn from each other. The flexible, agile approach and frequent communication allowed us to adjust quickly and fix potential issues before they became problematic. The proper onboarding of Cpl's Recruiters to our company culture, team, and projects gave them a better understanding of STC Warsaw and the STAR Team. “
Permanent recruitment
Klaudia Nemčická VP People at CloudTalk
Lubica Krajcovicova Branch Manager, Cpl Slovakia lubica.krajcovicova@cpljobs.sk
About CloudTalk
CloudTalk is a start-up company founded in 2018, o ering cloud call centre software-as-a-service. Their solution is loved by customer support and sales teams all over the world. With the o ces in Slovakia, Czech Republic, Spain, and the USA, they employ people of 11 di erent nationalities.
Client’s Challenge
Cpl started to cooperate with CloudTalk in April 2021. A that time, CloudTalk was growing its software development teams rapidly and was planning to hire 30+ Software Developers within 3-6 months. They were still in the process of building an internal recruitment team and thus needed help from an external provider. The most required positions were Backend Developers (node.js, PHP), Frontend Developers (Angular), Full Stack Developers, Golang Developers, DevOps Engineers, Mobile App Developers (React Native) and QA Automation Testers. The challenge was to identify the right talent and persuade them to join CloudTalk on the competitive market, where Software Developers were the most in-demand roles, and candidates could choose from plenty of opportunities.
Cpl approach
To provide adequate support to CloudTalk, Cpl decided to allocate specialized IT Recruitment Consultants from Slovak, Czech and German branches. Consultants were contacting passive candidates mainly on the Slovak and Czech market, but later extended their search to other markets as well, especially in the eastern and southern Europe. Cpl promoted CloudTalk as an attractive employer during conversations with candidates, by sharing the PR materials with them and posting on LinkedIn and Cpl website. Cpl regularly discussed the quality of the hiring process with internal Recruiters, provided feedback from the market and gave recommendations for improvement.
Keys to success
Cpl Consultants interviewed all candidates thoroughly, evaluated their skills & experience based on CloudTalk’s requirements and presented them with their full CVs and assessment reports. Cpl appointed 1 main contact person / Key Account Manager, who coordinated all the communication between CloudTalk and internal Cpl teams. There was a regular interaction between both parties regarding feedback on candidates’ CVs, interview outcomes and o ers.
The project was also successful thanks to the exibility and e cient recruitment process on the CloudTalk’s side. Based on candidate’s preferences, CloudTalk o ered either full-time or freelance contract and accepted fully remote work, which is not only attractive for Software Developers, but also expected. Moreover, they were open to di erent levels of seniority from juniors to senior experts to balance their teams. Recruiters from CloudTalk provided prompt feedback on presented candidates usually within 24-48 hours, scheduled interviews with candidates quickly, and made decisions after interviews with the Hiring Managers within few days. The whole recruitment process took from 2 to 4 weeks.
We believe that recruitment teams both in CloudTalk and Cpl created together a positive candidate experience thanks to their speed, expertise, and treatment of candidates during the entire process.
Thanks to this cooperation, Cpl and CloudTalk have built a strong and trustworthy partnership, which resulted in a successful project.
2800+ candidates contacted by Cpl
5.3% of candidates presented to CloudTalk
73% of presented candidates invited for interviews 26.2% candidates successfully hired
“At CloudTalk we initially started cooperating with multiple agencies at the same time to support our rapid growth, including the Cpl. We wanted to do a trial period with the agencies to find the best fit. It's safe to say that over the course of a few months, Cpl have become our partner in IT recruitment. They quickly understood our needs and the
company culture and managed to consistently deliver great quality candidates. Cpl is our
first choice whenever we need support growing our IT team”
- Klaudia Nemčická, VP People
