GM is actively working towards its goal of Zero Emissions – both in their cars, and in talent pipelining. Eileen Kovalsky, GM's Head of Candidate Experience, and Jason Scheckner, Chief Business Officer at HiredScore, discussed this during a recent Workday webinar. The session provided in-depth insights into GM's cutting-edge Talent Acquisition strategies and their decision to implement HiredScore as their AI orchestration platform.

Integrating HiredScore with Workday and Paradox has been a game-changer for GM, significantly elevating its Talent Acquisition approach and yielding impressive results. Here is a recap of the webinar, particularly highlighting the ways HiredScore has boosted GM's recruitment efficiency, enabled talent rediscovery, and improved the overall candidate experience: 

#1 GM was looking for ways to strategically enhance their recruitment processes through the integration of specialized technology partners with their existing Human Capital Management (HCM) system, specifically Workday.

"We initially implemented Workday as our primary HCM and system of record. In 2021, seeking to optimize our process, we chose key tech partners, notably HiredScore and Paradox, to enhance our recruiters' efficiency. Our goal was to enable recruiters to focus more on candidate engagement rather than sifting through millions of applications. After integrating various tools with Workday, we prioritized HiredScore as our first partner tool, recognizing its immediate value in helping recruiters prioritize candidates effectively, offering a quick and impactful win."

#2 GM's overwhelming application volume and shift to electric vehicle roles led to challenges in identifying top talent promptly, prolonged time-to-fill metrics, and poor candidate experience. 

“On average, we receive over a million applications per year, making it really difficult to effectively review and evaluate top talent. When you have that many applications, it gets really difficult to prioritize who you’re going to speak to and who you’re going to look at first. We realized very quickly we were wasting millions of candidates because they were just kind of coming into a black hole and it was really difficult for us to be able to go through in a timely manner and say ‘yeah this is top talent’.” 

1. GM was unable to prioritize hiring the best talent due to a high candidate volume. Time-to-fill was high, and ultimately candidate experience was also suffering.
2. Because GM has shifted focus to electric vehicles, the type of talent needed has also changed. Recruiters required additional support and guidance to efficiently and effectively hire for these entirely new roles.
3. GM had a plethora of past applicants eager to join the company, but lacked an effective way to convert this candidate pool.

#3 GM leveraged HiredScore’s Recruiter Coach AI for their 150+ recruiters & sourcers globally to solve their challenges 

"We wanted to enhance our recruiter productivity but didn't want to increase headcount. That was probably the number one directive we had: make this better, make our recruiters more efficient, more productive, but we're not adding 20, 30, 40, 50 recruiters to the organization. So, we needed a solution that was really going to help us pivot, and HiredScore checked the box for us for that." 

GM’s main goal was to enhance recruiter productivity and candidate experience without adding additional headcount in the recruiting organization, and HiredScore's AI solutions played a pivotal role in this endeavor. 

Over 150 of GM’s recruiters and sources leverage HiredScore's Recruiter Coach AI. Their recruiters can now swiftly pinpoint candidates who closely match the job qualifications and move them along the recruitment process quickly. 

Consequently, instead of searching for a needle in a haystack, HiredScore’s applicant prioritization AI, Spotlight, found the needles and delivered them to recruiters proactively, allowing both new and legacy recruiters to be experts on day one for all the new talent types aligned to their transformation vision.

GM also leveraged HiredScore's Sourcing Automation AI, Fetch, that facilitated real-time discovery of historical Workday Recruiting & CRM talent relevant to new roles. This ensured that the millions of qualified talent that had previously expressed interest in GM were effectively recycled and not overlooked, reducing the need for poorly converting cold outreach and giving GM recruiters time back from sourcing to focus on delivering enhanced brand and candidate experience.

#4 With HiredScore, GM is on track to achieving their goal of building a zero-emissions talent pipeline. No relevant applicant goes unnoticed or unused.

With HiredScore’s AI, GM could effectively achieve two key outcomes: 

• First, GM’s recruitment team was turbocharged with the power of HiredScore’s AI. GM’s TA team achieved the equivalent productivity of an additional 11 Full-Time Equivalent (FTE) recruiters, all without expanding their existing workforce. With HiredScore’s Spotlight grading, their recruiting team now zooms in on the top 29.5% of candidates, slashing time spent on hiring by over 22,000 hours in 2023 alone.
• Second, they tapped into a goldmine within their own backyard – GM’s existing talent pool in Workday.

“I don't know any company that doesn't have a bajillion candidates in their systems. We have our own Mega databases; every company has them. You build and you cultivate, and we really wanted to focus on exactly what we had. We wanted to be able to go back and rediscover all of that high-value talent that we already knew, that were already interested in General Motors because that's half the battle, right? Getting somebody interested in your company."

With HiredScore’s sourcing automation AI - Fetch, a staggering 80% of the 2023 job openings were filled using the talent they already had! Fetch unified HiredScore’s talent ecosystems to uncover the best talent options for all open reqs. Fetch isn't just finding talent; it's finding the RIGHT talent, making candidates 8x more likely to apply. And guess what - these re-engaged prospects were applying to almost 4 different positions at GM on average.

Eileen also recalled an impactful Fetch example to showcase how GM recruiters now easily access and hire talent that already exists in their talent databases: "We had a candidate apply to our EV program in Iraq last February. These candidates are top talent, hard to come by, and highly sought after by our competitors. It's critical, especially during business transformation, to not lose sight of such talent. This candidate was initially rejected last April. A similar, though different, role opened up in mid-May. Shortly after, the candidate, contacted by a recruiter and excited, applied the next day—three months after their original application. On July 27th, they started with us."

#5 The HiredScore <> GM partnership on compliance based on the latest and upcoming AI regulations

“I'm fortunate to have a fantastic legal and compliance team; they always work with us, leading with a 'yes,' a unique experience in my field, willing to listen and understand but also HiredScore has proven to be an excellent partner, particularly in light of recent legislative changes. For instance, New York State passed a law prohibiting the use of AI in candidate evaluations. In response, we collaborated with HiredScore to adapt our processes. Whenever a job is located in New York City, or if the candidate resides there, we've arranged to exclude AI-generated scores from the evaluation process. This ensures that recruiters must assess candidates based solely on their resumes, in compliance with the new law. Our legal and compliance teams' requirements were fully met, and HiredScore effectively implemented these changes, making this partnership highly beneficial.”

For a deeper understanding of how General Motors effectively utilized HiredScore and Workday to meet their Talent Acquisition objectives, and to discover more about HiredScore's 100% real-time integration with Workday, please watch the full webinar embedded above.