CUSTOMER STORIES
Rakuten Viber doubles the number of hires from referrals
"Since purchasing DreamTeam, the number of hires per month from referrals has more than doubled. The applicant-to-hire ratio has increased by 70% on average"
Avital Sher
Recruiting Teams Lead
Dori Joseph
Talent Acquisition Partner
Industry
Mobile application
Size
500+ Employees
Location
Tel Aviv, Israel
Rakuten Viber, is a cross-platform voice-over IP and instant messaging software application owned by Japanese multinational company Rakuten, provided as freeware for Google Android, iOS, Microsoft Windows, and Apple macOS and Linux platforms. There are over 1.1 billion Viber users worldwide.
Meet Avital and Dori. Avital sher has been at Rakuten Viber for just over a year - Avital leads the Tel Aviv, and Belarus recruiting teams. Dori Joseph is a Talent Acquisition partner, she has been at Rakuten Viber for just under 3 years.
The Challenge: Increasing Quantity of qualified applicants
Dori and Avital originally identified a major pain in their hiring processes: data was not accessible. Their main gap occurred in the conversations between the recruiters and the hiring managers: Dori “When we speak to hiring managers, we didn’t have a way to share data with them. We couldn’t tell you how long each step in the process takes, where our bottlenecks are, or how our conversion funnel looks like - all of these insights are limited in our ATS.”
Solution: Using DreamTeam to engage employees and increase referrals
“The changes since we purchased DreamTeam have been quite significant, quite impactful - also within the implementation - we can build the dashboards in minutes, we know the right questions to ask, and how to find the right answers. Now, every time a manager comes to us, the answers are right there - we speak to them with numbers and data - as they love. It has helped us become a much more professional team. I’m super happy with DreamTeam.”
After they perfected their conversations with the hiring managers, they went on to build dashboards for leadership, dashboards for internal recruiting syncs, and then they conducted an analysis of the sources of the applicants, and the quality of each source.
“When we looked at the numbers after a quarterly review, we noticed that the referrals were not in a good place - we decided to set a goal to increase the referrals and the engagement of the employees. Once we understood that it's possible to do it with DreamTeam, we built a dashboard where we displayed the total number of resumes that each employee has submitted over the last“When we looked at the numbers after a quarterly review, we noticed that the referrals were not in a good place - we decided to set a goal to increase the referrals and the engagement of the employees. Once we understood that it's possible to do it with DreamTeam, we built a dashboard where we displayed the total number of resumes that each employee has submitted over the last month. We see the number of hires by each referrer, and finally, we see the total number of hires from all referrals.”
To connect this initiative with the rest of the company, they then made the dashboard shareable and added it to the monthly email.
“It started a conversation. It brought all of the employees into the effort, and now they can see the results and the impact that they’re making. The fact that they can see the actual numbers, is the best motivator. Ever since we started the campaign, the numbers of referrals have increased.”
Walking throughout the office, I hear people talk about it - people can see the results, it creates a good type of competition
Dori and Avital are taking it even further - they don’t want to only reward the employees who brought in a candidate that was hired - they also want to measure how many candidates made it to a specific step, and reward them as such. For example - let's say a candidate made it to the first face-to-face interview, that could be one prize. Then, a candidate makes it to the next level - that can be another prize in the piggy bank. The point is to thank their employees for sending in qualified candidates, even if they weren’t hired.
Dori and Avital are taking it even further - they don’t want to only reward the employees who brought in a candidate that was hired - they also want to measure how many candidates made it to a specific step, and reward them as such. For example - let's say a candidate made it to the first face-to-face interview, that could be one prize. Then, a candidate makes it to the next level - that can be another prize in the piggy bank. The point is to thank their employees for sending in qualified candidates, even if they weren’t hired.
Since purchasing DreamTeam, the number of hires per month from referrals has more than doubled. The applicant-to-hire ratio has increased by 70% on average. Dori and Avital are thrilled.
We’re loving DreamTeam, we’re now exploring the new candidate experience survey, and can’t wait to see the results.
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