Workaniser, Checkster and Pymetrics: three innovative examples of how Randstad surfs along on the digital wave that also turns the labour market upside down.
Workaniser is an online tool that now already relieves the personnel administration of Randstad customers. Soon you will be able to use it also for exchanging vacancies fast and directly.
‘Thanks to Workaniser, our customers can follow up the performances of the flex workers, download reports and documents and edit a work planning. This results in a significant gain of time,’ knows Jan de Lange, Project Supervisor at Randstad.
Moreover, the system is especially transparent: The HR consultant and the customer have direct access to the system and all updates are processed in real time. This reduces the possibility for mistakes. And should the customer wish to keep others in the organisation updated? Then he gives them access to the information that is relevant for them. He can by the way check up on the state of affairs where and when he wants, via his mobile phone or tablet.
New is the module with which Randstad can exchange vacancies with its customers. ‘Two options are available,’ explains Jan de Lange. ‘Or the customer asks for some function profiles, or he edits a profile himself using a limited number of clickable fields. Subsequently, our consultants seek in the system for resumes that best match the sought for profile. From these, the customer makes a first selection of candidates that he wishes to invite for an interview.’
The speed and the easiness with which our customers can edit and follow up vacancies clearly cater for the taste. Meanwhile Jan de Lange already considers other additions. A reporting tool for instance that maps out the number of vacancies, contacts, invitations and recruitments. ‘The customer can adjust his recruitment policy using this tool. Workaniser is a textbook example of continuous improvement,’ he concludes.
Checkster is an online tool that checks the references of a candidate in a well-structured and automated manner.
How does Checkster work? A candidate gathers two to five references. The HR consultant sends him a standard questionnaire. He checks the answers, asks for more details if necessary, and Checkster edits it in a report.
‘This digital road has a big impact timewise, because an evaluation interview with a referent quickly lasts three quarters of an hour,’ knows Anne Bruinewoud, Digital Adoption Advisor of the Randstad Innovation Fund.
The quality of the feedback improves as well. ‘The referent will answer more thoughtfully if he can take his time for it,’ confirms Maïté Gardedieu, consultant at Randstad Professionals. ‘And thanks to the efficient procedure we can approach five people, from different angles: an executive, a colleague and a teacher for instance. This enriches the profile of the candidate.’
The Checkster tool moreover lowers the threshold for references. ‘The questionnaires are anonymous, since the employer only sees the total score and the assessment.’
Candidate Ine for one is enthusiastic. ‘I could follow up for myself on who had already answered, which was handy in my opinion. Also, the summary of the references later on was instructive, a confirmation of how I saw myself as an employee.’
Yvoon Dekens and Luc De Bolle, National Business Managers of respectively Randstad Professionals HR and ICT, implemented the pilot project in Belgium. ‘Some legislative alignment was necessary because of the stringent Belgian privacy laws,’ explains Yvoon Dekens. Also, the questionnaire was given a softer pitch.
Luc De Bolle is satisfied with the first results: ‘70 percent of the referents answers within three days. On average, we receive 2.3 references per candidate. And the answers are more objective and more reliable.’
‘Checkster perfectly reflects Randstad’s Tech & Touch approach,’ concludes Yvoon Dekens. ‘On receiving a surprising answer, the HR consultant always asks the referent for clarification. In this way, we keep in personal contact. And that remains indispensable in the search for talent.’
Twelve smart games give insight into the personality of a candidate, and a function profile is linked to it. This is the concept of Pymetrics. Randstad Professionals roll out the pilot project this year.
‘We edited the profiles ourselves, made to measure for the Belgian labour culture,’ tells David Vandevelde, Business Manager of Randstad Professionals Finance. ‘Over one hundred professionals took the test, and from this we distilled 10 to 12 basic features per profile. The finance unit was our testcase.’
For the candidate, Pymetrics is an ideal instrument to gain more self-insight. For the HR consultant, the test delivers a profile that he can compare to the reference-profile of the function. And from this, the employer distils information when hiring and also later, during reorientations or reorganisations. ‘Pymetrics maps out which personalities show up best in which place in the organisation,’ clarifies David Vandevelde. ‘Often employees can be deployed far more flexible than was first thought.’
What is the added value vis-à-vis classic assessments? ‘The spontaneous output of the test is a huge advantage,’ testifies David Vandevelde. ‘During the Pymetrics tests it is impossible for the candidate to play a role part, because he is not aware of the underlying purpose. Take for instance the game where balloons must be inflated using the space bar. The larger the balloon, the more money you gain, but if the balloon explodes it completely loses its value. The candidate purposely is given little information. The test researches the reaction of the candidate. Does he take risks? Does he work hurriedly? And how does he learn from his mistakes?’
The Pymetrics tests are moreover especially fast: the twelve games each last maximum two minutes. This makes a difference in cost, meaning that they can be deployed for all functions. David Vandevelde hopes to go life this summer. ‘The candidates, our partners and Randstad are convinced of the power of Pymetrics to position the perfect candidate fast in the perfect place.’