Eco, a company specializing in plumbing, electrical, and HVAC services, has recently expanded to become a comprehensive home service provider. Matt Kappes, their Talent Acquisition Specialist, brings two years of experience as a remote recruiter, covering recruitment efforts across several of their locations. This background exposed Matt to various job boards and recruitment platforms, giving him a broad perspective on the market. 

Matt initially relied on a single popular job board for 80-90% of their applicants. Recognizing the limitations of this approach, he experimented with ZipRecruiter for a month, but the trial yielded disappointing results. Matt's experience with different solutions left him wanting more. 

Problem

Eco faced several significant recruitment challenges that were hindering their ability to grow and maintain their high standards of service:

• Over-reliance on a single platform: Eco was sourcing 80-90% of their applicants from Indeed, which limited their candidate pool and exposed them to the risk of platform-specific fluctuations or changes.
• Low-quality applicants: Matt observed that many applicants seemed to be "applying just to say they applied," rather than showing genuine interest or suitability for the roles. This resulted in a lot of time wasted on screening unsuitable candidates.
• Inefficient and time-consuming recruitment process: The high volume of low-quality applications meant that Matt and his team were spending excessive time on initial screenings and evaluations, reducing their capacity for more valuable recruitment activities.
• Repeat applicants: The repetitive nature of applications, with the same candidates applying multiple times, indicated a stagnant candidate pool. This limited Eco's ability to find fresh talent with new perspectives and skills.
• Difficulty in matching candidates to specific skilled trade requirements: As a multi-trade service provider, Eco needed candidates with specific skills in plumbing, electrical work, and HVAC. The existing recruitment process struggled to effectively filter and identify candidates with these specialized skill sets.

As Matt explained, "We were seeing a lot of repeat applicants. I was looking to experiment with different job boards to open ourselves up and find different candidates." 

Solution

‍After a disappointing trial with another platform, Matt discovered FactoryFix through a Google search. Despite initial hesitation due to FactoryFix's focus on manufacturing, Matt was impressed by:

• The team's responsiveness 
• The amount of skilled professionals in the network
• Utilization of AI in its engagement features 
• Job Distribution through multiple channels at a fraction of the cost

Matt decided to implement FactoryFix as Eco's new recruitment solution.

Results

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“With FactoryFix, through the first 90 days, I had made 9 offers out to people that had applied through that platform. Whereas on ZipRecruiter within a month, I hadn't had a single applicant that I would have considered giving an offer to.” 

• 9 job offers made within the first 90 days: This significant number of offers within a short period demonstrates FactoryFix's effectiveness in attracting qualified candidates. It's especially noteworthy when compared to Eco's previous experiences with big job boards like ZipRecruiter and Indeed. 
• Approximately 60% reduction in Matt's direct involvement in the recruiting process: FactoryFix's AI screening and Copilot feature automated many time-consuming tasks, allowing Matt to focus on higher-value activities. This efficiency gain translated to faster hiring cycles and improved productivity.
• Improved candidate quality and alignment with job requirements: The platform's targeted approach and AI-driven screening resulted in a higher proportion of applicants who closely matched Eco's specific needs. This improvement reduced time wasted on unsuitable candidates and increased the success rate of interviews.
• Enhanced flexibility in filling unexpected roles: In one instance, a candidate applying for a senior position was identified as an excellent fit for a newly opened team member role. This adaptability allowed Eco to efficiently fill positions they weren't actively recruiting for, showcasing the platform's versatility.
• Candidate engagement through AI-driven models: FactoryFix's automated responses and initial screenings ensured that candidates received prompt attention at any time, improving the applicant experience and preventing the loss of potential hires due to delayed responses.
• Broader and more diverse candidate pool through multi-channel posting: FactoryFix's ability to post jobs across multiple platforms (including Indeed, Zip Recruiter, and Google Jobs) expanded Eco's reach, attracting candidates who might not have been found through their previous single-platform approach.
• Comprehensive AI-driven candidate evaluation: FactoryFix's AI Scoring Algorithm analyzes candidates' resumes and responses to screening questions, providing a clear, concise summary of each applicant. This feature offers valuable insights into candidate suitability across four key areas: job longevity, pay expectations, shift preferences, and commute ability. The easy-to-understand scoring system allowed Matt and his team to quickly identify top candidates, significantly streamlining the initial evaluation process and improving the overall quality of hires.

"FactoryFix has absolutely earned its return on investment for us. The way it's being used and the new features being implemented, it will absolutely be something we're going to look to take outside of our 90-day pilot period."

FactoryFix improved Eco's recruitment process, addressing key hiring challenges. This success is notable because Eco, a home service provider, is different from FactoryFix's usual manufacturing clients. Their partnership shows that FactoryFix's benefits can apply to various sectors within skilled trades. Eco's experience highlights how FactoryFix can work well across different industries facing similar hiring difficulties.