How we Helped Client Develop an Effective and Robust Hiring Process Through Vacancy Management

Summary

Client Details: A leading global pharma company based out of the UK

Challenges: The HR team was grappling with a time-consuming and inefficient hiring process due to a lack of a centralized hiring management platform in commercial operations. The manual handling of resumes and the absence of a streamlined system resulted in lengthy hiring timelines, missed opportunities, and overall frustration within the HR team. 

Solutions:

Our team at Quantzig worked closely with the client to develop and implement a centralized hiring management platform. The platform leveraged a data lake to integrate candidate data from various systems and platforms, including internal referrals, Workday, and Oracle Talent Management. It provided categorization of resumes based on resource qualifications and open positions, ensuring efficient evaluations. Additionally, the platform featured a top recommendation feature, enabling faster processing of relevant profiles. 

Impact Delivered

All of the above initiatives resulted in:

• 24% reduction in average hiring time
• 27% reduction in average vacancies in the organization
• Effective centralized decision making 

Industry Overview

• The UK pharmaceutical industry is a vital sector known for its innovation and research capabilities. It comprises a diverse range of companies, including global pharmaceutical giants, contract research organizations, and biotechnology firms. The industry plays a crucial role in developing and manufacturing medicines, vaccines, and healthcare products. 
• With a strong regulatory framework and robust intellectual property protection, the UK pharmaceutical sector attracts significant investment and fosters collaborations with academic institutions and healthcare providers. It contributes to the nation’s economy, creates job opportunities, and plays a pivotal role in improving public health outcomes through groundbreaking discoveries and advancements in medical science.  

About the Client

• Our recent client was a leading global pharma company based out of the UK with revenue of $1Bn+. 
• The client was facing challenges with the efficient hiring of candidates for the vacant position. They were experiencing delays in their hiring process, leading to prolonged vacancies and impacting the company’s overall productivity and operational efficiency.
• The company wanted a solution that would help them identify the gaps and provide recommendations to speed up the hiring process. They wanted to ensure that their recruitment efforts were aligned with the company’s values and requirements, attracting candidates with the right skill sets and cultural fit.

Challenges

• The current hiring process was done individually by the department and hence created a siloed environment within the organization. This siloed approach to hiring resulted in a lack of consistency and standardization across departments, making it difficult to maintain a unified recruitment strategy. The absence of centralized coordination and communication hindered effective talent acquisition, as there was limited visibility into the overall recruitment needs and progress within the organization.
• The decentralized hiring process also led to duplication of efforts, with departments conducting separate candidate searches and assessments, resulting in redundant tasks and a waste of valuable resources. Moreover, the siloed environment hindered knowledge sharing and best practices among different hiring teams, limiting the organization’s ability to learn from past experiences and improve the overall recruitment process.
• Synergies from similar skill candidate profiles needed across departments could not be leveraged owing to the lack of a centralized platform. The absence of a centralized system hindered the identification and sharing of qualified candidates with relevant skill sets and experience across different departments involved in commercial operations. As a result, departments within the organization operated in isolation, often unaware of potential talent resources available in other areas that could have been valuable asset to their teams.
•  The decentralized approach limited the organization’s ability to optimize resource allocation and talent utilization, as opportunities for internal transfers or cross-functional collaboration were not explored. By lacking a centralized platform, the organization missed out on the opportunity to develop a comprehensive talent pool and nurture a talent pipeline for commercial operations across various departments.   
• The HR team had to go through a pile of thousands of resumes manually to shortlist the candidates and keep track of the same throughout the hiring process, leading to multiple ball drops and time taking hiring processes even for critical vacant positions. The delays in filling commercial operations positions affected the overall performance of the company’s commercial departments, potentially impacting revenue generation. Implementing an automated screening system specifically tailored for commercial operations roles would streamline the hiring process and alleviate the HR team’s burden.  

Solutions

• Quantzig helped integrate the candidature data across systems/platforms (e.g., Internal referrals, Workday, oracle talent management, etc.) as well as the details about open positions into a data lake. The integration of candidature data across systems/platforms in commercial operations streamlined the hiring process and improved the efficiency of the HR team. By consolidating the details about open positions in commercial operations into the data lake, we provided a centralized view, enabling better resource allocation and decision-making. 
• A centralized platform built on the data lake helped categorize the resumes into various priority segments based on the resource qualification and open positions for evaluations. By leveraging the data lake, the HR team could assign priority segments to resumes for better resource allocation and targeted evaluations, focusing on critical positions within the company. Based on this systematic and organized approach, the HRs could maintain a transparent and consistent evaluation process, ensuring fairness and accuracy in candidate assessments. 
• Platform also helped provide top recommendations among the available profiles for open roles helping in the faster processing of relevant profiles. The platform analyzed candidates’ qualifications, skills, and experience to provide the HR team with a curated list of top recommendations. It enhanced the speed and accuracy of candidate selection, contributing to a faster and more efficient hiring process for open roles. The ability to quickly identify top recommendations among the available profiles improved the efficiency of the hiring process, ensuring that qualified candidates were promptly considered. This feature also contributed to a streamlined and optimized recruitment strategy, ensuring that valuable time and resources were allocated to the most promising candidates, ultimately improving the overall quality of hires.