Testimonials from some of our clients.
Clayton Utz
What we do: Clayton Utz is a leading Australian law firm providing expert legal advice in a wide range of industries.
What we wanted to change: Our recruitment process was manual, highly administrative, time consuming and expensive. We identified that in order to streamline our processes and achieve greater efficiencies in recruitment, we needed to invest in suitable technology.
Why we chose Pinpoint HRM: On selection of our preferred eRecruitment vendor, we recognised that having an ‘eRecruitment expert’ was going to be critical to the long-term success of the system. We were aware of Pinpoint HRM’s depth of experience in this area and engaged them to guide us through the implementation and to assist us in managing the system on an ongoing basis.
What Pinpoint HRM did: Pinpoint HRM were vital in preparing us for what was a major piece which would otherwise have required a significant investment of resources. Working with the vendor and representing Clayton Utz, Pinpoint HRM controlled the day to day aspects of the implementation, managed critical issues, identified and managed change requests, tracked the budget and ensured the project team delivered as agreed in the project plan. They also advised us on other critical projects that were required to run in parallel, including the structure of our careers site, change management communications and the development of an effective talent pool.
Once implemented, Pinpoint HRM has continued to work with Clayton Utz assisting users with functionality, business process and configuration requirements. In line with this they regularly conduct new starter and refresher training with the HR team.
Pinpoint HRM provided us with invaluable advice and guidance throughout the implementation and ensured that best practices were set up first time. Their ability to provide a range of skilled resources with a deep understanding of the capabilities of the system has enabled us to maximise the use of available functionality and get more from our investment.
They have also assisted with projects outside the system. For example, they worked with us to develop a dynamic recruitment scorecard that is distributed to the executive team monthly, providing key insights into recruitment across the business. These were of a standard the business had not seen before – even from outside HR – further building the credibility of our recruitment function.
Chris Parker
National Recruitment Manager
August 2010
Department of Finance & Services NSW Government
What we do: The NSW Department of Finances & Services (DFS) [previously known as the Department of Services, Technology and Administration] is the government agency whose role is to make doing business in NSW simple, accessible and fair for employees, consumers and industry while providing best value for government.
What we wanted to change: DFS’s decentralised recruitment process was highly bureaucratic, with an excessive time to hire, which was leading managers to recruit contractors over permanent employees. In addition, the implementation of a government wide technology solution prompted a review of recruitment systems, structure and processes to make the function a strategic business enabler.
What Pinpoint HRM did: Pinpoint HRM undertook a five-month project with DFS to comprehensively review the current recruitment process and develop a preferred recruitment model to achieve key organisational objectives.
The process involved thorough research on current internal recruitment practice, decentralised to managers within the organisation, along with external benchmarking of public and private sector organisations. Five options were then presented to the executive, along with a recommended approach that maximised the recruitment technology implementation that was occurring simultaneously.
In support of the recruitment model, Pinpoint HRM developed a financially driven business case, in line with public sector requirements, that presented both hard and soft cost savings to ensure any decision made by the executive was economically viable.
In addition, Pinpoint HRM developed both a comprehensive implementation plan and a communications and change plan to provide DFS with the necessary tools to commence the project.
Any project such as this must be accompanied by a change management strategy, and Pinpoint HRM worked closely with DFS to ensure the executive and all key stakeholders participated in this change process. Throughout the project the Pinpoint HRM team worked closely with the HR group at DFS. They were proactive in problem solving, had excellent specialist knowledge and built solid relationships across the organisation.
DFS looks forward to successfully achieving its recruitment aims through the new model developed in partnership with Pinpoint HRM.
Kirsten Watson
Director, People & Workplace
Department of Finance & Services
Department of Primary Industries
We worked with DPI on the development of their employment value proposition, employer brand and and inventory of copy for use in their attraction and internal employee communications
Foster's
We work with Foster's on their external and internal employment marketing communications. Our work as included the development of their EVP and employer brand and applying those to HR program marketing, their employee charter and the development of a series of employee ambassador documentaries.
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GHD
What we do: Established in 1928, GHD employs more than 6000 people across five continents and serves clients in the global markets of water, energy and resources, environment, property and buildings, and transportation.
What we wanted to change: Following the selection of an eRecruitment system for our organisation, we identified the need for an external resource to provide us with expertise and advice in relation to the global implementation and associated change management required.
Why we chose Pinpoint HRM: Pinpoint HRM was recommended to us for the implementation project due to their level of expertise in this area coupled with their understanding of best practice recruitment processes and procedures.
What Pinpoint HRM did: Pinpoint HRM assisted us greatly by taking responsibility for the project management of the implementation and working closely with the vendor to ensure that the system was designed in the best possible way for GHD.
The Pinpoint HRM consultants were able to provide expertise and valuable advice throughout the implementation in specific areas such as process and form design, as well as in broader areas such as Talent Pooling, Pre-Screening, Agency Setup, Change Management and Reporting. Pinpoint HRM have also continued to assist us post-implementation with user training and software system optimisation.
The Pinpoint HRM consultants and broader team have always been committed to getting us the best result whilst displaying a high level of professionalism and empathy. They are enthusiastic, friendly and hard working and continue to provide GHD with a high quality service. I would have no hesitation in recommending Pinpoint HRM to other organisations about to embark on a similar project.
Carolyn Bailey
GHD - Corporate Recruitment Manager
March 2011
Monash University
What we do: Established in Melbourne in 1958, Monash is Australia's most internationalised university. A progressive and innovative university, Monash is passionate about quality education and research.
What we wanted to change: During our eRecruitment implementation, we identified a need for expertise in relation to Change Management and Communications. In addition we required dedicated system support and expertise to assist our project team during the design and transition phase of the project.
Why we chose Pinpoint HRM: Having worked successfully with Pinpoint HRM on previous occasions, we were confident that we would be provided professional consultants with appropriate expertise, who could step in and immediately offer advice and guidance.
What Pinpoint HRM did: Pinpoint HRM were an integral part of our project team from the outset. They offered expertise within both areas of system support and Change Management and Communications as well as value-add advice across broader aspects of the project, such as project management and our careers site.
Once the project went live, we continued working with Pinpoint HRM on a number of items, including ongoing communications and system enhancements. In addition, the consultants supported us in relation to reporting and metrics, project evaluation and closure, the revision of procedural guidelines and training.
In addition to their professionalism and expertise, the Pinpoint HRM consultants were both delightful people who worked alongside us to achieve our goals. They were flexible, responsive, proactive, responsible and happy to do what was necessary for the benefit of the project. I would have no hesitation in recommending them to other organisations.
In summary, Pinpoint HRM has provided Monash University with a broad range of expertise which assisted us greatly throughout the lifecycle of our project and beyond. Our project would not have been as successful without their assistance and support.
Amanda Robertson
Director, HR Projects
November 2010
Telstra
The team at Pinpoint HRM have been working with Telstra for about 4 years on various aspects of the employment marketing. Key projects have included the development of their EVP and employer brand, leadership development programs and their onboarding strategy and delivery.
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