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Expanding at a pace that is pretty much unheard of in the premium fast food segment is what Brödernas is all about. But opening up a new restaurant every week does present a couple of challenges, and finding competent new colleagues all over Sweden is constantly at the top of the list of priorities.
Luckily for Brödernas, there are plenty of candidates to choose from as the employer brand is well established and regularly attracts immense attention from job-seekers.
Brödernas is currently in explosive growth mode and has soared up to become the favorite burger joint for loads of Swedes. But not only that, Brödernas also holds a well-deserved reputation of being a great place to work and is a sought-after employer in basically all of Sweden.
As the followers and application numbers increase, so does the workload of interacting with candidates in a timely and personal way. Keeping up manual processes requires fast scaling of personnel, or implementing a healthy dose of automation.
Brödernas were approached by various vendors in the HR-tech segment but finally decided to go with Hubert.
These are the three biggest reasons behind the decision:
The candidate completes a structured interview with Hubert measuring both hard- and soft skills, motivation, previous experience as well as clearing out important questions such as preferred start date and availability, and most important: relevant competencies.
Hubert has been trained to ask competency-based questions and look for STAR (Situation, Task, Action, Result)-responses to evaluate how well the candidate’s competencies overlap those needed to perform well in the position. As everything happens without human interaction, bias is not a factor.
All responses are then automatically analyzed and compared to the job description to form a ranked candidate shortlist.
Hubert’s involvement in the process triggers as soon as the application arrives in Brödernas’s Applicant Tracking System, Teamtailor. The candidate receives an invitation to complete the next step in the recruitment process and initiates their interview with Hubert.
Instead of onboarding new colleagues for CV screening as the main responsibility, Brödernas now relies on the precise evaluations Hubert makes and can put human resources into more qualified tasks.
Diversity, Equity and Inclusion(DEI)-efforts is also a component that is central in how Brödernas wants to conduct their recruiting, Hubert has been vital in improving the outcome of these effort and has led to reduced unconscious bias in the screening stage.
Here are the outcome of the first months of using Hubert in Brödernas:
Is top talent for your customer support an essential part of your business? Are efficiency and inclusivity major focus points in your recruitment? Give us a call to hear how Hubert can help take your hiring process to the next level.