Boosting Candidate Engagement And Driving High Performance

This is part of a special advertising section highlighting case studies featuring successful strategies in HR technology.

Monday, November 1, 2010
Write To The Editor Reprints

Advance Auto Parts is an after-market automotive retail leader with more than 78 years of experience in selling quality, affordable parts with more than 3,500 stores and 51,000 team members throughout the country. In 2009, the recession had most companies implementing hiring freezes. However, Advance Auto Parts experienced steady growth and momentum, propelling the organization to strategically revamp its talent-acquisition strategy.

Previously, Advance Auto Parts' high-volume strategy was primarily paper-driven. When candidates were interested in a position, they visited an Advance Auto Parts store to complete a paper application. If they wanted to apply for multiple positions or jobs at multiple locations, they had to physically visit each store and complete the same manual process.

"We were at a place where our talent-acquisition strategy truly needed an overhaul," says Derek Ramsey, vice president of talent acquisition at Advance Auto Parts. "Our paper-based process gave our hiring managers minimum insight into their talent pool and our candidates would, at times, experience a prolonged hiring process. In short, it was just too hard for our candidates and hiring managers."

Because the company prides itself on being a best-in-class organization with superior customer service, it aspires to offer the same great experience to its job candidates.

"We aim to provide our future team members with an engaging hiring experience while distinguishing ourselves to the market as an employer of choice," says Stephanie Sordelet, manager of talent acquisition at Advance Auto Parts.

In order to achieve these goals, Advance Auto Parts began the search for an innovative, high-volume solution that was well-known in the retail market, could reduce its time-to-fill and that would take its current talent-acquisition strategy to the next level. Additional selection criteria included a provider that could deliver high-performance professional solutions, could easily integrate with other vendors for screening and assessments, and would be intuitive and easy to use for candidates and general managers alike.

Removing the 'Hiring Burden'

Advance Auto Parts selected the Peopleclick Authoria High Volume Solution and began the transformation to create a proactive recruitment and staffing environment. Retail positions are posted to the Advance Auto Parts Careers website at all times for all locations. Candidates apply for positions at their leisure while indicating the job types and locations they prefer. The High Volume Solution automatically reviews the candidate's information against a pre-defined set of criteria for a particular position, creating a short-list of top candidates. When a general manager in a store opens a position, a list of qualified applicants is at their fingertips ready for review.

"The continuous sourcing model is brilliant, as it takes the hiring burden off our general managers, so they can strategically focus on running their store," says Sordelet. "By pre-matching the right candidates to their positions, our managers have a firm grip of the available talent pool as soon as they realize a need, and we are able to hire the most-qualified team members much faster and at a lower cost. Once Advance Auto Parts implemented the High Volume Solution, the time-to-fill for key positions has been reduced greatly, thereby ensuring our stores are staffed to meet the customer demand."

Newsletter Sign-Up:

HR Technology
Talent Management
HR Leadership
Inside HR Tech
Special Offers

Email Address

Privacy Policy

In addition to reducing its time-to-fill, creating an engaging candidate experience and supplying hiring managers with a professional system were top priorities. The High Volume Solution has enabled the company to create a competitive advantage for attracting top talent by promoting the company brand and employee-value proposition to market.

"We understand that a compelling employment brand can differentiate you in the race for top talent," adds Sordelet. "It is essential to begin the engagement process early and leverage the Advance Auto Parts brand to acquire the best talent to support our growth initiatives. Our partnership with Peopleclick Authoria has enabled us to better attract a multi-generational, diverse and high-performing workforce, and we look forward to finding even more of the very best team members to support our customers."


Organization: Advance Auto Parts

Headquarters: Roanoke, Va.

Primary Business: Advance Auto Parts is a leader in the automotive aftermarket, with more than 75 years of experience in selling quality, affordable parts throughout the United States.

HR Technology Challenge: To partner with an innovative, high-volume recruiting provider that could take its talent strategy to the next level.

Copyright 2017© LRP Publications