Sigma goes HR-digital and reduces 20% turnover using Emi

Sigma is a global leader in the food industry, thanks to its broad portfolio of +50 brands in the categories of dairy and packaged meats. Sigma owns 210 distribution centers and 70 plants, employs over 45.000 people worldwide and operates in 18 countries across Latin America, Europe, and the US.

Challenge

Sigma signed their deal with Emi looking to digitalize their hiring process for their +120 sites nation-wide. Before Emi, they sourced all candidates offline via local newspapers and big banners outside their sites. As well, they faced the following issues:

Only 20% of candidates were approved in their first interview
HR site leaders had to interview 100% of candidates who arrived at the sites with no pre-screen done, which made them loose around 60hs a month
Candidates sat up to 3hs in waiting rooms due to lack of interview coordination with HR team
Unstandardized hiring process and no data nor metrics to compare sites

Solution

For candidates:

24/7 chat via Whatsapp, FB Messenger and SMS with Emi, integrated to all digital -online job boards & social networks- and offline -flyers, QR codes , plotted distribution trucks- sources of candidates for the Sigma team to be able to attract people to their hiring process. Via this chat candidates:

> Are pre-screened for different positions in the production and distribution facilities

> Coordinate interviews with Sigma’s site HR team according to their availability

> Can provide feedback (NPS) on Sigma’s hiring process

> Get re-assigned if Emi believes there is a better position for them in the different warehouses

> Can ask FAQs about the recruitment process

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For recruiters:

We standardized the recruitment process for all sites and replicated it into the Emi desktop web app to follow the whole process live. In our app, the HR team can:

> Connect all their job boards, social media postings and offline campaigns for candidates to get pre-screened via chat with Emi

> Automatically screen candidates who walk-in to their sites with QR codes who lead to Emi, avoiding unnecessary interviews

> Set-up interview slots according to their availability for Emi to coordinate with candidate

> Follow candidates in each step of the hiring process

> Get live analytics on source efficiency, rejection reasons, avg candidate scores, avg hiring cycle time, candidate churn, fill rate and turnover, to allocate resources based on data

> Detailed analytic dashboards to compare site performance and be able to act upon the differences

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