Manufacturing

Mark Darrington (00:07):
We saw AI as a great tool for our evolution. As a company. We're in a very competitive field. Our individuals who work for us, they can work in many different industries. Implementing Paradox in our company, I do feel confident that we'll find the individuals that we need. I do feel confident that it would actually help us get people to start even faster. Our challenges as a company with hiring has been just finding the right people. So our recruiters do spend a lot of time with candidates that are not qualified for the position, and we wanted to make sure our recruiters had an assistant to help them weed out the individuals that were not needed and bring the correct individuals to our recruiters. In a blink of an eye. Paradox is saving our recruiters a lot of time. They don't have to use multiple different systems. Paradox is talking to SAP, allowing our recruiters to move through the process. Extremely easy with each candidate. It's going to give us more time to be able to focus on other things outside of just recruiting and by having the assistant added to our career page.

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Krista Sequeira (00:09):
Recruiting is about building relationships. When you do have multiple candidates of varying levels of experience and backgrounds, how you manage building those relationships with the candidates can be overwhelming. At Dell, we are relying on our recruiters to play more of that role of consultant to their business, consultant to their candidates. How does this person kind of fit into the culture with your traditional interview scheduling? It is a very time consuming process. The amount of time that our recruiters and other team members are spending on scheduling interviews, it's like two to three hours per candidate. Paradox was one that really stood out. It's 30 seconds a minute to actually get an interview scheduled. So the amount of time that it's going to save us is really exponential, and in turn, we're expecting a significant cost savings as well. Workday is where we house all of our HR information.

(01:01):
So whatever tools we consider, that's an important factor. It's going to take that burden off of our recruiters, off of our candidate experience team. It's also going to enable better relationships with our candidates because we're going to be moving them more efficiently through the process. How you find the candidates might be different, but building those relationships at its core is really the same. AI is really going to help us drive that engagement with people, with candidates throughout the process so that they feel engaged. Paradox provided the most comprehensive solution for what we needed at Dell Technologies.

Cameron Pickett (00:04):
We at Pacific Seafood hire 500 plus individuals on a seasonal basis just due to the different species of seafood that we're processing. With that we have to do large scale, high volume hiring. The prior 10 years to my arrival, they had only a single recruiter, which made things very difficult. They had never successfully been able to staff their full seasonal hiring needs Prior to the season starting and with Paradox, we utilized the hiring event platform. We had first month about a 300% increase in applicant activity. Where it's been very beneficial is it not only helps people RSVP and sign up for our events, but it's reminding them the day before, the day of, an hour before. So we get a much higher turnout rate, whether it be virtual in person, it's easy to engage with simple answers, their questions outside of just scheduling themselves for an interview.

(00:53):
For those that don't turn out, it automatically sends us all those names via report in the system, and then we follow up with those folks and schedule interviews after the facts, the chat and the text to apply features result in a lot of time savings for our recruiting team where they could actually provide much more of a human touch, interacting with people, engaging, improving our interview process, which ultimately improved our hiring upfront, which on the backend reduces turnover. And for us, again, we were able to, for the first time in our company's history, successfully fill all of the seasonal seafood processor roles prior to the season start date. So it was a huge, huge win.

Shay Johnson (00:03):
I don't see Paradox as a product. I don't see it as a technology vendor. I don't see it as any of those things. It's really just they're a partner. We go to Paradox because we just feel like they get it.

Rebecca Volpano (00:14):
I'd like to think of it as an extension of a recruiter super powering our teams and giving us the ability to spend more time with people.

Shay Johnson (00:35):
Paradox is different because it's extremely efficient. It allows us to talk to our potential candidates in a faster and friendly way. We think we've saved about 35,000 hours getting interviews scheduled.

Seema Shah (00:52):
We have answered over 190,000 questions from our candidates for them to be able to respond and let us know that they're interested in working for us. This is where the value is.

Craig Gjelsten (01:11):
It was previously taking our franchise owners on average, about five days to schedule an interview, and now on average across the brands, we're scheduling interviews in under nine minutes.

Carla Delich (01:24):
The speed to scheduling with Paradox has absolutely been a game changer. It's taken off about three to four hours a week so that they are able to put that back into just running their business. The biggest impact that Paradox has had.

Rebecca Volpano (01:40):
On our candidate experience has actually been decreasing the time to apply. We've seen a cut of basically a half of the amount of time that it would take someone to fill out our application. Usually through the more conversational AI application, automating what can be automated, giving us nudges and reminders to do certain things in certain ways, and all providing more opportunity for us to build genuine human connection.

Seema Shah (00:04):
For us to be able to get to our candidates, for them to be able to respond and let us know that they're interested in working for us, us to be able to schedule our interviews in less than 15 minutes with our candidates. This is where the value is. In 2020, as an organization and TA leadership team, we took a step back and we wanted to look at our tech stack. How do we free up time for our recruiters to spend time speaking to candidates, speaking to hiring managers, and really having conversations what could support this and make it a seamless experience. And this is where we came across Paradox.

(01:13):
We can interact with our candidates, not just through email, but really opening up those channels of communication. Again, through the technology interacting through SMS in the US and in Canada. But really the channel to interact through WhatsApp globally really was an important step and part to maintain the experience that happens in real life. We have answered over 190,000 questions from our candidates. We've scheduled over 10,000 interview requests and we have achieved an 89% completion rate for our application. That speaks volumes for ROI. We are engaging with candidates across 174 countries in 17 languages. Our personal assistant can just pick up their languages and their method of communication preference automatically. It makes the experience feel more human. It is really about having that one-to-one connection. And I think while we are able to establish that prior to paradox, we can speak to people, we can hire faster and we can spend more time focusing on the value in the people.