Challenge
- Fill one Quality Analyst position
- Candidates shortlisted by GSK’s pool of head hunting firms were not completely matching the position
- Candidate data shared by head hunting firms was not optimised for quick, effective hiring decisions
Solution
- Provide Talent Score Cards of top 5 candidates
- Screen (test and interview) a batch of 5 candidates
Approach
- Conduct job needs analysis with GSK HR and line manager
- Post job through its specialized job portal, Tested Talent
- Test job applicants on 6 competencies related to the position:
- Communication
- Creative Problem Solving
- Logical Reasoning
- Decision Making
- Quality Assurance
- Conduct behavioral interviews with shortlisted candidates
- Share Talent Score Cards of top 5 candidates with GSK
- GSK shortlists candidates for interview
- GSK hires a candidate matching the Quality Analyst position
Outcome
- GSK found that the candidates assessed HireLabs were well matched with the Quality Analyst (QA) position. Hence, instead of filling one Quality Analyst position as initially planned, GSK created a second QA position and hired two of HireLabs’ candidates instead of one.
- By using candidates’ Talent Score Card, it is estimated, GSK reduced the time by 45 per cent to hire a candidate for the position
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