THE CHALLENGE: REDUCE RECRUITING COST WHILE INCREASING PRESENCE & BRANDING

Rio Tinto, the world's 3rd largest mining company with over $60 billion in revenue and 60,000+ employees, recruits over 150 new graduates annually in North America.

Traditionally, sourcing and interviewing candidates required a team of recruiters and hiring managers to visit 30+ campuses across North America to conduct brief interviews with qualified candidates. Utilizing Rio Tinto's shared services model, the next step in the process involved a "distribution meeting" where candidates were referred to individual business units for an in-person interview with business unit managers. Rio Tinto faces significant competition and a tight labor supply for its primary campus candidates – Metallurgical and Process Engineers, Geologists, and other scientific and engineering functions. To compete for the best talent, Rio Tinto found itself recruiting from an increasingly larger and more diverse number of campuses. In fact, recruiting was so competitive that Rio Tinto routinely spent $3,000-$5,000 interviewing an individual candidate who commanded a starting salary of $75,000+. They found it costly and difficult to effectively recruit at all of these universities while also maintaining or building their employer brand and presence both before and after their campus visit. There were too many conflicting internal and campus schedules and great distances between recruiters, hiring managers and candidates. Finally, Rio Tinto's shared services model required a method for effectively transferring all of the candidate information it had collected on campus visits to various and unrelated business units.

THE SOLUTION: HIREVUE VIDEO INTERVIEWS & DECISION-MANAGEMENT SYSTEM

Rio Tinto adopted a two prong strategy in regards to campus recruiting. First, they used HireVue On-Site services at the seven core university career centers in North America where they wanted to establish a strong employer presence. Second, they utilized HireVue's Off-Site services for candidates at 25+ different non-core universities that were infrequently or never visited due to low candidate volumes.

Every candidate participated in a Rio Tinto branded interview experience. Off-Site candidates received a Rio Tinto branded webcam package that they kept post interview as a gift from Rio Tinto. Each interview was stored in a dynamic talent database created by HireVue and was accessible anywhere at any time by multiple managers in decentralized business units. This led to a higher quality and more consistent transfer of candidate information across all business units and also established a persistent talent pool of campus candidates. As new opportunities were created, the company leveraged its candidate "inventory".

THE RESULTS: TRAVEL & PROCESS COST REDUCTION WITH INCREASED BRAND EXPOSURE

Using HireVue to manage interviews, managers were able to easily access, recall, review and compare each of the candidates and increase the effectiveness and efficiency of the graduate recruitment process.

The results:

1. Effectiveness - Hiring managers and candidates were more invested in the hiring process and thus more involved which led to increased efficiency and process improvement.
2. Brand Extension – Rio Tinto was able to extend the Rio Tinto brand experience to the hiring process in a way that its competitors did not. From introductory videos from Vice Presidents that established the Rio Tinto employee value proposition to the webcam package containing Rio Tinto materials that each candidate received, the company differentiated itself in a very competitive environment.
3. Cost Avoidance – Rio Tinto was able to reduce candidate, recruiter, and hiring manager travel expenses by cutting in-person interviews an average of 45% or more.
4. Candidate Inventory Management – Each candidate took a standard interview designed by a company trained professional creating an easily accessible record of each interview and an "Apples to Apples" comparison for every candidate. The Company also built a talent pool of campus interviews that could be accessed, reviewed and shared across multiple business units any time a new opening was created.