Live from #HRTechConf: How Artificial Intelligence Helped Novo Nordisk Hire Better and Faster

Live from #HRTechConf: How Artificial Intelligence Helped Novo Nordisk Hire Better and FasterDenmark-based Novo Nordisk’s goal “is to defeat diabetes by finding better methods of diabetes prevention, detection and treatment.” To achieve that goal they need a lot of quality employees, many with niche experience and knowledge.

In recent years, the recruiting team for the company’s North American operations found they were having trouble uncovering quality candidates from the massive number of resumes and applications their various recruiting efforts brought in, said Jennifer Bennett, senior director of talent acquisition at Novo Nordisk, this morning at the HR Tech conference in Las Vegas.

They also wanted a way to connect with passive candidates and to provide all candidates with a good experience through the entire hiring process, said Michael Hakeem, manager of talent acquisition and staff operations at Novo Nordisk.

“If you drive candidates into your process and don’t know what to do with them, they lose interest in your organization really quickly,” Hakeem said. That builds an employer reputation that no organization wants to have.

Building a Recruiting System that Works

Novo Nordisk’s North American recruiting team knew it needed a new system to solve its problems, but they wanted to make sure it got it right the first time, Hakeem said. To achieve that goal, they spent a year thinking and evaluating a variety of options to see what worked and what didn’t.

They knew they needed to establish a fully functioning recruiting ecosystem that put people, processes and technology together to make the most of data, Hakeem said.

In the end they decided to go with Avature CRM paired with Monster’s SeeMore and Kenexa’s applicant tracking system. The result is a system that has decreased the time it takes to fill positions and increased the quality of each hire, Hakeem said.

A Sales Recruiting Success Story

Novo Nordisk has had a had a lot of great successes filling niche, high-level, hard-to-fill positions, Bennett said. But one of the largest successes has been recruiting a large number of new salespeople in a short amount of time, Hakeem said.

They achieved this by setting themselves up for success before they even posted a job listing. They used jobs2web to ask talent to join Novo Nordisk’s talent community, Hakeem explained. Those candidates went into Avature, where they would upload a resume and sign up to hear about jobs as they open up. Then when Novo Nordisk has a job to hire for, they search their established talent community with Monster’s SeeMore to identify the best candidates.

The sales expansion required Novo Nordisk’s recruiting team to fill 727 openings. They started with 5,554 prospective candidates in their talent community pipeline. They used SeeMore to narrow that list to 472 qualified candidates in less than two weeks, Hakeem said.

When Hakeem’s team was ready to post the job listing, they first invited those 472 candidates to apply and from that hired 127 new sales people. It was “a huge game changer for us as an organization,” he said. The process would have taken far longer using a different approach with alternate technologies.

Why Monster’s SeeMore Makes a Difference

SeeMore brings resumes into a virtual private cloud so you can apply search and analytics capabilities of Monster’s patented 6Sense semantic search technology, said Mark Conway, senior vice president and CIO of Monster Worldwide.

It has two major components:

  • The ability to search and score candidates relative to the query provided.

  • The ability to do talent analytics across that group based on education, experience other qualifications.

This allows recruiters to use simple, natural language; identify top candidates based on relevant skills and experience; and prioritize recruiter time based on candidate relevance, Conway explained.

Instead of using the keyword or Boolean searches many people are accustomed to using, SeeMore and 6Sense use semantic search. “I want my people to be able to get in, do the search and get out,” Hakeem explained. “Even if you’re a Boolean expert,” you won’t be able to do that as well as you can using SeeMore and 6Sense.

Link to original postOriginally published on MonsterThinking

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