The Challenge

When Electrolux Group faced a talent market shortage a few years ago, the decision to modernize their talent acquisition (TA) approach and employer brand was a natural one. Since the 1920s, the appliance manufacturer has cemented a brand based on innovation and reinvention — but the basic HR tools they had couldn’t meet the level of business and skills they were managing.

Electrolux Group’s TA team identified three key objectives to maintain a competitive hiring edge:

• Digitalize processes while elevating the experience for candidates, employees, recruiters, and hiring managers

• Drive internal mobility

• Reduce time and cost to hire while improving candidate quality

Greater collaboration and sharing of candidate data across global teams was also critical to the pivot. “We needed to digitalize processes and reduce siloes,” emphasized Anja Ullrich, Global Talent Acquisition Director of Electrolux Group.

The Solution

Electrolux Group searched for a solution that would support their aspirations to continuously innovate across both talent acquisition and management — particularly when it came to candidate engagement. The Phenom Intelligent Talent Experience platform’s self-service Career Site and Talent Marketplace capabilities, architecture, and functional integration with the Phenom CRM and their ATS was just what they were looking for.

Candidate Experience
The career site supports Electrolux Group’s employee value proposition with dynamic content that showcases their employer brand through powerful storytelling, imagery, and testimonials that resonate with qualified candidates. It also invites visitors to join their talent community — giving job seekers the ability to sign up for job alerts, receive personalized and timely updates, and more.

Recruiter and Manager Experience
The powerful combination of an active talent community, CRM, and Phenom Campaigns empowers recruiters to nurture leads by sending relevant content targeted to a candidate’s expressed preferences, career goals, and interests. With the help of the platform’s AI-driven fit scoring, candidate matching, and Phenom Video Assessments, recruiters and hiring managers can then improve the screening and selection process for better fits, faster. If candidates do apply and qualify for an interview, Phenom Automated Scheduling removes the time-consuming back-and-forth between candidates, recruiters, and hiring managers — expediting the process and elevating the overall experience.

Employee Experience
From an employee experience perspective, their Talent Marketplace makes internal mobility and career growth opportunities transparent, actionable, and easy to find. Similarly, Phenom Referrals works hand-in-hand with the Talent Marketplace to simplify how employees can refer from their networks.

The Results

“For the first time, Phenom has enabled us to engage with passive candidates in a structured and sustainable way,” Ullrich said. In fact, in just 6 months, Electrolux Group added more than 126,500 candidates to its talent community.

“Even during times of restricted hiring, the talent community and campaigns allow us to engage with candidates. We could not do that before implementing Phenom,” Ullrich said. “It gives us the competitive advantage of having candidates ready to apply when a vacancy comes up.”

The result has been faster hiring and smarter engagement: In one recent case, the team was able to fill an open role almost immediately by surfacing the profile of a silver medalist candidate who had interviewed for another position.

Being able to engage and evaluate candidates with automated video assessments has supercharged the hiring process and collaboration between recruiters and hiring managers, according to Ullrich.

A recent example? An open role received 241 job applications. After screening, six candidates who were shortlisted submitted videos.

“This gave us the opportunity to evaluate them very quickly,” Ullrich said. “The advantage for candidates was that they could showcase their potential at their own pace and time. Meanwhile, we saved 20% of the recruitment time and had closer collaboration with the hiring team who got to review, select, and interview the finalists — which led to securing the right candidate for the role,” she explained. At the end of the process, the hiring team’s feedback was equally positive: “This was another level of hiring,” they shared.

The biggest time saver, however, according to Ullrich is automated scheduling. “Before Phenom AI Scheduling, a recruiter spent a minimum of 45 minutes on scheduling. This process has been considerably simplified and accelerated to less than 10 minutes at times,” she shared.

And their candidates appreciate it just as much: “The fact that I could schedule and reschedule at any phase of the process according to my availability was something I had not seen before and made me feel very valued from the beginning,” said a recent hire.

• 84%

  Increase in application conversion rate

• 51%

  Decrease in incomplete applications

• 9%

  Decrease in time to hire

• 20%

  Recruitment time savings with Phenom Video Assessments

• 78%

  Time savings with Phenom Automated Scheduling

The Future

What’s next for a company with innovation in its DNA? The TA team plans to continue evolving its HR technology ecosystem. “Phenom is an integral part of that,” Ullrich said. “We’ve only just begun discovering everything that’s possible with the platform.” As they continue collaborating with Phenom to manage a complex integration together, approaching any challenges as opportunities to learn and grow is essential.

Future initiatives include:

• Leveraging segmented outreach to attract high-quality candidates, rather than simply a higher quantity of candidates.

• Expanding internal mobility. With more than 50% of internal workforce skills data available in their Talent Marketplace, recruiters now have a good base to fill anticipated hiring needs internally, Ullrich shared.