Early childhood education is undeniably one of the most important gifts parents can provide for their children as a good start in their formative years could determine the future attitude and aptitude towards life and in overcoming the adversities that are inevitable in one’s life path.
We are honoured to work in partnership with EtonHouse Group and share with you an exclusive inside view of how they manage such impressive growth, and how they utilize RecruiterPal to further fuel and drive their talent acquisition efforts across the hyper-growth organization.
The Happy Problem of Hyper Growth
EtonHouse opened its first school in 1995 and today, the Group has 47 campuses spread across the sunny island of Singapore. Although the EtonHouse name is fondly known in the pre-school sector, it is also a provider of K12 education from primary to high school. Its new K12 campus opened in Orchard in 2018 offering primary to high school education and its affordable school Middleton International also expanded in 2018 to offer a K12 pathway in the Tampines campus. In total, EtonHouse has over 120 campuses spread across 12 countries with a staff strength of more than 4,000.
The recruitment efforts and hunt for talents is monumental at this scale, and the global HR team (housed at EtonHouse’s headquarters in Singapore) had to find a way to quickly digitize their recruitment workflows, and empower their hiring managers across the different campuses to recruit and select for talents easily.
RecruiterPal’s multi-entity management feature enables the global HR team to coordinate the massive efforts of recruiting within its platform, and capture hiring managers’ decisions and assessments of candidates as they progress through each recruitment cycle.
Hiring managers can easily indicate their preferred candidate choices, and have the candidate interviews lined up neatly for easy reference as well, within RecruiterPal. Once the interview is over, hiring managers could also capture their interview assessment on RecruiterPal for the HR team to review for further action.
More importantly, having a centralized repository of the candidates meant that the HR team can assist in recommending good candidates that weren’t successful in their initial application to other job vacancies that are more suitable for their consideration, thereby accelerating the chances of a good match.
Looking for a way to speed up your hiring process and get good talents? Sign up for our 14-day free trial today.
