The challenge
Mater is a values-led organisationorganization run by values-led people, caring for some 500,000 patients each year. Founded in 1906 to offer compassionate services to the sick and needy, Mater has since cemented itself as a market leader in the Australian healthcare sector.
But best-in-class healthcare approaches don’t work without a game-changing talent strategy. Which is why developing a shared, integrated system and process that could support both talent acquisition and talent management goals was a top priority for the organisationorganization.
“If you’re not enthused to want to recruit the best people, your candidate experience isn’t going to be ideal. You’re not going to get the right fit – which is especially important in healthcare.”
– Georgie Fisher, Talent Acquisition Manager
Mater
The focus
When Mater’s Talent Acquisition Manager, Georgie Fisher needed to get the managers actively involved in hiring, excited about the process and providing their input – she looked for a 21st century talent acquisition suite designed for collaboration between teams and hybrid models of recruitment. Their desired recruitment management system would need to bridge the gap between the hiring managers and the recruitment team. Georgie and her talent acquisition team would also need a clear and centralised recruitment strategy that would enable Mater to offer an efficient, transparent and engaging candidate-centric experience.
The first problem was that they had very little time to make a decision: The vendor they sought would need to support high-volume recruitment and swift onboarding, without negatively impacting the employee experience. “Receiving 450 applications overnight can be usual practice for us – double that during COVID-19,” she said.
The second problem was that their existing system had gaps, and didn’t support internal talent mobility. “It was especially important for Mater to try and leverage our existing internal talent before going out to market. Both from a cost perspective, but also a talent visibility perspective.”
“We have over 750 passionate volunteers working for Mater. It was important that we didn’t leave these people out of our talent pool – it was just unfortunate that our old system made it difficult for us to identify, view, access and manage internal talent.”
The solution
After a rapid 5-week implementation process, Mater’s workforce was transformed and empowered by the flow of quality internal avenues for talent – opening up exciting new career conversations within the organisationorganization. Georgie and her team were thrilled with their new and efficient checks and balances and user-friendly online portal.
PageUp’s ability to enable internal mobility and support their organisationalorganizational culture of equal opportunity was not the only win for Georgie and her team. Our system provided a sleek, cost-effective, automated, cloud-based solution that transformed Mater’s hiring process with advanced review and interview filters.
“When it comes to shortlisting, I’ve noticed significant improvements in the team’s general demeanourdemeanor because it’s not this laborious, one-by-one task anymore.”
“The product is exceptional, but the biggest piece to this puzzle has been the support and patience we get from PageUp. I’ve never had such a positive partnership from a provider before.”
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