Burger King reduces 30% its time to hire and improves candidate experience

Founded in 1954, Burger King is the second-largest fast-food hamburger chain in the world. Their commitment to premium ingredients, signature recipes, and family-friendly dining experiences is what defines the brand for more than 50 successful years. Every day, more than 11 million guests visit Burger King restaurants around the world.

Challenge

We work with Burger King in multiple countries. In Argentina, it has 180 stores, which received 3500 applications and 110 hires per month. The big challenge they faced was the standardization of the recruiting process between all the stores. The main issues related to this were:

Store Managers spent too much time on recruiting tasks.
Since the process wasn’t standardized, it created a negative candidate experience.
Complexity to manage the recruiting process from an HR team perspective.

Solution

For candidates:

In-store QR codes to attract new candidates organically using the strength of Burger King brand.
According to an ideal distance from their home/university address, Emi assigned a set of optimal stores to work at for each candidate.
Screening and filtering via chat replacing phone interviews, giving 100% of applicants an answer (including non-selected).
Emi answers all questions that candidates may have and acts as the point of contact while waiting for the next steps. Everyone gets an answer, which is valued based on Burger King brand guidelines.

For recruiters:

Automated interview scheduling through Emi’s platform specially designed for store managers.
Own candidate pool with non-hired but high-ranked candidates to automatically send them notifications when new positions open up.

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Results

10% of store managers’ time recovered, previously spent on screening and scheduling.
5-10% of the HR team’s time recovered, previously spent coordinating interviews.
Time-to-hire 30% faster (5 days saved).
4x growth in candidate applications, reaching 10.000 new candidates/month.
The attendance rate to interviews increased to +90%.
Enhance screening with +30% interviewed candidates hired.
Unify standards for position requirements and selection criteria.
Incorporation of analytics and KPIs to have a specific understanding of the recruiting process.

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