Technology

Joshua Teo (00:03):
The Syntel Group consists of four businesses, Syntel, Optus, NCS, and N zero to together. We have close to 25,000 staff across Asia Pacific. We hire close to about 4,000 people every year. Well, in the past, a lot of the time was actually spent on the logistics, especially for the scheduling of interviews, last minute changes, looking at whether the CV fits the job. But with Paradox, the solution allows us to avoid all of that. After we implemented Paradox, the assistant would actually help candidates find an appropriate job, and it also applies a couple of screening checks to make sure that you are the right person for the job.

(01:10):
Via Paradox, I would say that we have cut out about 75% of this processes and simplify the way we operate. Or if I were to sum up in a nutshell, what we really love about the Paradox solution, the fact that Paradox was able to help us screen the cvs, allows us to have a shorter or accurate list of cvs to review is about the increased efficiency, sort of 24 7 access for both the candidate as well as for the hiring manager, the function which allows paradox to remind people about the meetings so that there's no excuse for missing those meetings. And we are very proud to say that the fastest interview schedule was nine seconds. And last but not least, the rescheduling rate has fallen from 19% of our interviews to now 10% of all interviews. Once we implemented this solution, we were able to redeploy close to 10 staff to other areas that were more value adding. For example, a few of the team went to work in onboarding, several of them became experts in talent acquisition themselves, and they were very, very pleasantly surprised by their own growth, and we are very proud of them as well.

Lance Foo (00:12):
We have 12,000 people across Asia Pacific. Typically, we do hire system engineers, desktop engineers, data scientists. Tele acquisition is currently in the seat of driving revenue for the organization. For every day that we are behind the schedule of finding a talent for our client. We are behind the schedule of supporting them and bringing solution to them in times. We want to make sure that we are first to market to win the top talents in a highly competitive technology landscape. Before we started Paradox, due to the manual interview scheduling, we dedicated three headcounts to scheduling full-time. They were dealing with about 500 interview scheduling per month.

(01:15):
Francis is able to relieve our recruiter from a lot of back and forth questions that the candidates might have with Francis. The rescheduling is also being managed very quickly for the integration with SuccessFactor. I think it has been definitely a huge time saver for rest ever since we've gone live. With Paradox, the time to schedule have dramatically improved from 24 hours to four hours. Our candidate cancellation has been brought down from 30% to 4%, and we are able to advance the candidate all the way from screening shortlisting and to interview process much smoother. We are able to feature Francis at the career fairs on the spot itself. The recruiters are not able to interact with so many interested candidates. At the same time, we do direct them to scan the QR code and from there Francis is able to take them across all the questions and it saves the time of the recruiter. The end results was definitely rewarding for all of us. With Paradox, the talent acquisition team are able to invest more time into candidate engagement and also stakeholders engagement internally. Paradox have been a game changer for NCS group. I will definitely recommend it to any human resources professionals and talent acquisition team leaders.

Heather Joines (00:10):
Hiring managers only want to see qualified candidates and they want to see them as fast as possible. By being able to spend time with candidates that are more qualified, makes the business more effective and takes pain points out of the hiring process. In a hectic world, it is important to be able to do things in the palm of your hands. Live allowed us to do that. Scheduling interviews is difficult for both a candidate and a recruiter, and we wanted our recruiters to be able to spend more quality time with candidates, and that meant that people could do it on their break and a recruiter wouldn't have to spend time chasing down times to meet with people and they could actually have real conversations about jobs. Conversational career site allows the job seeker to give parameters of what they're looking for and gives us the ability to comment back in real time. It feels more interactive and real and authentic. Never did. I think I would have something that would be available 24 7 aside from myself that could speak to candidates on demand. It becomes a partnership rather than someone seeking a job. It makes it feel more like you are doing something together, and I think employers who care about the experience before you're even a candidate are the ones that you want to look at because it actually matters to them.

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.