Success stories
Retail

Jumbo

The quality of applicants is key.

4 min read
Whatsapp

The brief

In a short time Jumbo has grown rapidly from 30,000 to 65,000 (!) employees. In this way the supermarket firm continues to be dynamic. This makes for quite a challenge in which the recruitment website Jumbowerkt.nl plays an important role.

The quality of applicants is a key part for Jumbo. Thanks to a powerful backend we can analyse data extensively to see if we are able to predict that quality somehow. And because Jumbo offers much more than a supermarket, logistical and HQ vacancies, new target groups and challenges arise.

The approach

The renewed website is developed with the Scrum-method. During adaptation of the existing platform we were focused on:

  • optimising (through ‘refactoring’) of the bottlenecks of the former website;
  • expanding the features to optimise usability;
  • improving the measurability of the website.

From the current website, we have been continuing to develop in biweekly sprints since March 2016, which has produced an increasingly complete recruitment website.

Expansion Google Analytics enhanced e-commerce

We have applied the extensive capabilities of Google Analytics for e-commerce to Jumbo’s recruitment process. In this way we can measure the entire application funnel for each vacancy. We also consider what happens to applicants after application. How many were hired? And more importantly: what was the quality of these candidates? And how do they perform in the long term? Read more about it in this blog.

Goals

Improve quality of applications

This means creating the right expectation for candidates when it comes to travel time or availability, for example.

Optimize user-experience

Jumbo mainly recruits young adults, a target group that often uses mobile devices. For this reason, improving the application process on mobile is one of the points for attention. Extensive user tests (such as heat maps) have, among other things, led to a simplified process and form.

Measuring the applicant journey

To be able to measure until the hire. Through strong integration between the website, the ATS and Google Analytics, we can make clear which sources lead to assumptions.

Jumbo strongly believes that data will affect the future of recruitment. We therefore invest in data maturity and use data to improve our recruitment process in an innovative way. The positive effects of it are already visible to the applicant and customer. And we are not done yet...

Jennifer Kors

Features

Powerful integrations

Integrated with the ATS platform so that it’s possible to measure until the hire. In addition, a link has been made with the FAD system (Fraud Approach Retail). This enables to filter out candidates that are registered for fraud.

Job alert

Job seekers can subscribe to a job alert, so they are directly notified in case of new and interesting vacancies.

Integrated with the ATS platform so that it’s possible to measure until the hire. In addition, a link has been made with the FAD system (Fraud Approach Retail). This enables to filter out candidates that are registered for fraud.

Job seekers can subscribe to a job alert, so they are directly notified in case of new and interesting vacancies.

Results

Relevant conversion

  • Thanks to SEO actions the percentage of visitors through Google has increased from 26% in 2016 to more than 30% in 2017.
  • The improvement of the code (in 2014) has led to enormous improvement of loading times. The loading time of the vacancy summary page has improved with a stunning 94%.

Optimising usability

  • Thanks to the optimisation of the mobile application process the percentage of applications through mobile has risen from 4.25% in 2016 to 11.20% in February 2017.
  • Through improved navigation and simplified application forms the average number of pages per visit has gone down from 4.12 in 2016 to 3.29 pages in February 2017.

Full transparency in application process

The advantages of full transparency in the application process are expressed in the short term through, for example, the more efficient buy-in of ‘traffic’ (candidates). In the long term the results provide evidence for making adjustments in the recruitment strategy - or to leave it as it is.