Case Studies

Different company needs. Amazing company results. One cloud-based solution.

Read the case studies below to learn more about the BirdDogHR™ talent management software experience. 

Results & Compliance Delivered with Recruitment System

The Challenges

  • Busy with details, no time for strategy
  • Lacked repeatable scalable recruitment system
  • Job ad creation, posting and distribution was manual and frustrating
  • Significant time invested trying to organize the process
  • AAP tracking and documentation needed attention

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Low Unemployment Is Great for Economy — Tough On Recruiting

When people are working, that is great for the economy. When your state has 3.2% unemployment though, that can make it challenging to recruit the people that you need to grow your business. That has recently been the case for the Rocky Mountain division of Martin Marietta Materials. Chris Downs, HR and Safety Manager, found himself needing new ways to attract and hire new employees that better matched modern job seeker habits. “Newspaper ads and Craigslist didn’t deliver the quality and quantity of candidates that we needed. We knew we needed to do something different that would help us expand our job distribution,” Downs said. Also, as a company with multiple federal contracts there were AAP plan requirements to ensure that documentation was in place to support Martin Marietta Material’s EOE practices.

The Solutions

  • Implemented BirdDogHR Recruitment and Applicant Tracking System (ATS)

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Scaling to Meet Business Needs

Downs had experience in using the BirdDogHR Recruitment and Applicant Tracking System (ATS) during his tenure at the Martin Marietta Materials Midwest division so he implemented the solution again. With the addition of this cloud-based systematic recruitment process, Downs was able to see efficiencies immediately. Job templates in the ATS and a streamlined job distribution process made posting a job ad to multiple locations a 3-minute process. This new process resulted in 75% more applications coming in from all over the country and from as far away Alaska. With this huge increase in applicant flow, Downs implemented screening and scoring questions to stack rank candidates. Now he is spending more time with the top candidates for his positions. Downs is also confident that his documentation is solid, too, as he can track and measure against his AAP plan.

The Results

  • Systematic recruitment process saves 3-4 hours a week
  • Improved job distribution results in 75% more candidates
  • Expedited job distribution attracts candidates 50% faster
  • Stack ranking candidates saves 3-4 hours per week
  • Automated audit preparation saves 40+ hours overall

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Better Processes Power Innovation

The results that Martin Marietta Materials is experiencing have made a significant impact on recruitment for the organization including a systematic recruitment process that saves 3-4 hours a week; improved job distribution bringing in 75% more candidates; expedited job distribution brings in candidates 50% faster; stack ranking candidates saves 3-4 hours per week and automated audit preparation is in place whenever it could be needed. With all of the great business achievements Martin Marietta Materials has accomplished with the BirdDogHR ATS, Downs also mentions the outstanding customer service that he receives from his dedicated account manager and the customer care team at BirdDogHR. “The service is outstanding. The BirdDogHR team is always sharing ideas and training with me to help improve my program. It helps me innovate and stay ahead of my company’s recruitment needs.”

Heating & Plumbing Engineers logo

Easy-to-Use Talent Management Software Adds Flexibility and Additional Strategic Insight to the Performance Review Process

The Challenges

  • Struggling with time consuming manual processes for annual reviews
  • Lacks ability to customize reviews for core competencies
  • Unable to compile review data to analyze the whole organization

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When it comes to HR, there are limitations to manual processes

The HR department at Heating & Plumbing Engineers (HPE) has many strategic and tactical goals to accomplish with its dynamic and growing workforce. Unfortunately they have spent too much time on the manual HR processes and now they’re being held back by a lack of flexibility. Through their manual processes, reviews can only be done annually and cannot easily be customized for certain competencies. Furthermore, most automated software isn’t designed to accommodate their unique reporting needs as a contracting company, and relevant compliance data is hard to come by with a time-consuming, manual process.  Reanna Werner, Talent Development Manager at HPE, recognized that there had to be a way to automate and streamline their performance management data to better reach their company goals.

The Solutions

  • Implemented the BirdDogHR Performance Management and Succession

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Every company faces unique challenges and BirdDogHR has solutions

Because of its straightforward feature set, BirdDogHR is easy to configure to client’s specific HR needs.

“We struggled with the fact that some of our field professionals didn’t have email addresses,” Werner says, “So we worked out a solution within process implementation.” Because of BirdDogHR’s configurability, HPE will also be able to use the software to accommodate frequent changes as their field professionals are a mobile workforce often changing positions. All of this configurability means that HPE can spend less time learning how to administer the software and more time focusing on their employees.

Key Selection Drivers

  • Intuitive feature set and user interface will facilitate easy adoption
  • Fluid online process enables data gathering
  • Centralized and automated process will facilitate performance analysis at an employee, department and organizational level

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HPE faced several challenges with manual processing but after implementation, “We will be able to do reviews more frequently thanks to the automated review distribution,” Werner says. The BirdDogHR Performance Management and Succession modules will provide HPE employees with true accountability as they will be able to stay more aware of how they are tracking against their goals and their own career development. In addition, HPE managers will be able to better understand their teams’ strengths and weaknesses so that they can more often, and more easily, improve on workforce development.

Bison Gear & Engineering Corp. logo

Bison Gear & Engineering Reduces Compliance and Annual Review Concerns with Online Talent Management System

The Challenges

  • Recruiting needs required compliance-focused software to remain within OFCCP guidelines
  • Dependence on external recruiting entities to fulfill hiring needs was expensive. Desired an internal sourcing process
  • Previous talent management software was overcomplicated and inflexible. Required a user-friendly, configurable system to easily complete HR functions
  • Infrequent, peer-based reviews resulted in inadequate performance tracking. Required forward-focused system to improve performance tracking and enable frequent coaching and feedback

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Federal contracting company relies on automated processing to adhere to government regulations

Like all other federal contractors, Bison Gear & Engineering required proper recruiting processes and documentation to reach qualified, diverse candidates and stay within OFCCP regulations.  Bison relied too heavily on external resources to recruit their talent. After a preceding HR manager selected a less configurable talent management system, Bison’s HR Director, Debora Galchick, decided it was time to make the move toward a streamlined, versatile and integrated talent management solution. BirdDogHR’s user-friendly software interface and professional services appealed to Debora and her HR processing goals. Galchick said, “I am thrilled to have finally found a talent management solution that was agile and forward-focused which allowed me to easily edit forms without negative budget impacts.”

The Solutions

  • Implemented BirdDogHR Recruitment and Applicant Tracking System (ATS), Learning Management System (LMS) and Performance modules

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Streamlined talent management software allows for customization and forward-focused development

With such a diverse workforce, it is crucial to avoid the generational skill gap and the safety concerns that come with it by having a frequent, coaching approach to performance reviews. Bison needed a system that offered unlimited forms and was agile, allowing them to switch or alter various documents at any time, without additional charges. In addition to the flexibility, Bison was seeking a way to advance their talent management strategy and a system that would display a clear career path for employees to aim toward.

Key Selection Drivers

  • BirdDogHR ATS will deliver essential federal contractor documentation to keep up with compliance standards
  • Simplified, yet robust and configurable BirdDogHR Talent Management System will allow for more forward-focused workforce management
  • BirdDogHR LMS will reduce skill gaps by assigning learning programs and courses directly from performance reviews
  • Flexible integrated talent management workflows allow HR managers to create and edit forms with no additional expenditures despite changes in process

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Bison Gear & Engineering Corporation looks forward to continuing the advancement of both Bison’s employees and business by implementing the BirdDogHR Talent Management System to streamline processes and remain forward-focused. Andrew Burnette, Bison’s Vice President of Administration, noted how the comprehensive nature of BirdDogHR’s Talent Management System will help drive the company’s success. “Our promise to all of our customers is that we manufacture products that will last. Recruiting, developing and retaining the best possible talent is fundamental to keeping that promise,” Burnette said.

SpawGlass logo

Automated Recruitment Process Ensures Accountability for SpawGlass

The Challenges

  • Job postings for 7 locations were manual and running through one person
  • OFCCP recruiting requirements for federal contractors hard to meet

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HR processes are hindered by email-to-apply process and difficult reporting

While SpawGlass did not have difficulty bringing in applications as many construction companies do, their process was pain inducing to the recruitment team and the hiring managers. “We have thirty hiring managers spread across the state — some in the field and some in the office — and all applications were running through me,” says Laurie Ingle, SpawGlass VP of Human Resources. “Our process required a large percentage of my time and hiring managers were limited to what resumes I provided to them.” Ingle was caught in a process that, while potentially paperless for the applicant, required excessive paper for the internal team. To compound this problem, reporting on OFCCP recruiting requirements was completely manual leaving room for data entry errors. “Any HR goals we wanted to accomplish were hindered by the time-consuming application distribution and manual reporting,” continues Ingle.

The Solutions

  • Implemented BirdDogHR Recruitment and Applicant Tracking System (ATS)

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Automation speeds and simplifies recruiting

Ingle knew something needed to change. In the fall of 2014, she began looking at vendors to significantly improve the recruitment process at SpawGlass. At the Associated General Contractors of America annual HR and Training Professionals Conference, Ingle learned about BirdDogHR and the BirdDogHR ATS, speaking with other clients about their experiences and how the system met their needs. Of the solutions evaluated, the BirdDogHR ATS was the only system without concerns across the organization. “Everyone internally was on board with the BirdDogHR ATS,” says Ingle. “IT was satisfied with the technical aspects, HR was pleased with the compliance reporting and bilingual capabilities and our hiring managers were excited about the consistent ranking of applicants.”

The Results

  • HR saves 15-20 hours a week
  • Hiring managers save time by reviewing applicants that are ranked by answers to screening questions

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New recruitment process yields cross-organizational benefits and stronger accountability

With the BirdDogHR ATS now a staple of the recruitment process at SpawGlass, every stakeholder is pleased with the results. Ingle saves 15 to 20 hours a week with the ATS in place, giving her more time to innovate and streamline other HR processes. Hiring managers are easily able to search past applicants when a new position opens. The COO of SpawGlass holds hiring managers accountable for their recruitment efforts with reports Ingle pulls. Reporting for OFCCP compliance is easier than ever for Ingle and her team. “If the time savings and cross-organizational benefits weren’t enough, I have been surprised by the ease-of-use of the system – not only for myself, but for everyone who touches it,” says Ingle. “Applicants tell us how simple the system is to use and our hiring managers encourage each other to use it.”

Federal contractor icon

Utility Contractor Eases Recruiting and Hiring Compliance Pain with BirdDogHR ATS

The Challenges

  • 100% paper application process
  • High cost from using recruiting firms
  • OFCCP requirements for federal contractors hard to document

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Paper system causes headaches and difficulty reporting

Finding top talent is a struggle faced by many companies in construction and utilities. What makes that struggle more difficult is when these companies are federal contractors subject to OFCCP documentation regulations. For one large full-service construction and utility contractor the challenge was heightened. The company hadn’t evolved its recruiting process from paper applications and in fact applications were being filled out in the field from the back of trucks. People found out about field jobs through word of mouth and corporate positions were filled using a recruiting firm. With the corporate office managing all HR functions, paper applications were mailed in on a quarterly basis, unless an applicant was hired right away in which case the application was sent in immediately. This resulted in high postage costs as well as manual effort to track AAP and EEO data. The company’s compliance director knew the company needed to do more to ensure OFCCP requirements were easily tracked and reportable in the event of an audit.

The Solutions

  • Implemented BirdDogHR Recruitment and Applicant Tracking System (ATS)

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Automation holds the key

The company needed a tool that would deliver compliance, automation and an online application process. The compliance director knew the best place to start was with an applicant tracking system (ATS). Twelve different systems were reviewed with the company selecting the BirdDogHR ATS. “The BirdDogHR ATS met our needs,” said the compliance director. “It has the strongest focus on compliance and BirdDogHR is a more nimble company, allowing quick responsiveness to meet our needs.”

The Results

  • Cost savings of over $150,000 in first 4 months
  • Improved quality of hires
  • OFCCP documentation requirements met. Audits and scrutiny avoided.

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Consistent system brings better hires and significant savings

After rolling out the BirdDogHR ATS to the entire company, feedback could not be more positive. Foremen in the field find the system simple and easy for to use. Candidate batching ensures managers are looking at the highest scoring applicants and making better hires. The cost savings alone from automating the recruiting process have impressed company leadership. Within the four months of roll-out, the company had saved over $150,000 in recruiting and hiring costs over the same time period in 2014.

In the future, the company plans to fully integrate their existing onboarding and background screening process with the BirdDogHR ATS and then purchase the remaining modules of BirdDogHR Talent Management System: Performance, Learning and Succession.

Surgical Specialties Corporation logo

Easy-To-Use ATS Helps Reinforce Employer Brand, Attract Mobile Job Seekers and Simplify Hiring Process and Reporting

The Challenges

  • Existing processes are manual and not user-friendly, which consumed the HR department’s time and resources
  • Current ATS lacks functionality and the support services needed to meet the organization’s business goals
  • The Company requires reporting specific to compliance and recruiting outreach regulations

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Manual recruitment process lacks functionality and applicant tracking needs

Surgical Specialties’ current ATS offers little functionality, which has made the recruitment process manual and time consuming. “We knew there was better functionality available today. We wanted to find an ATS that would automate and streamline our recruitment process,” said Jane Clough, Senior HR Manager at Surgical Specialties. “The current recruitment process lacks the functionality we are looking for to meet our business goals.”

The Solutions

  • Implemented BirdDogHR Recruitment and Applicant Tracking System (ATS)

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Responsive system and team automates recruitment process

Clough evaluated six different ATS systems before choosing the BirdDogHR ATS. Clough was looking for a system that met her price point, streamlined the recruitment process and had a responsive team that was knowledgeable and supportive, and that’s what she found with BirdDogHR. She is also interested in the ability to add on other talent management modules as company needs evolve.

Key Selection Drivers

  • Will automate and streamline all recruiting processes getting candidates into jobs faster and saving time and money
  • Processes are easy-to-use, intuitive and mobile-optimized for the hiring managers that are consistently on the road and job seekers who want to apply via mobile device
  • BirdDogHR Solutions team is responsive and collaborative demonstrating deep talent management knowledge and attention to client needs

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Mobile-optimized ATS provides ease of use and will help improve employer brand

Surgical Specialties looks forward to the compliance reporting and tracking and mobile capabilities of the BirdDogHR Recruitment and Applicant Tracking System. “Many of our hiring managers are on the road. It’s rare that they’re ever in the office at a computer, so we need an ATS that is mobile-optimized and available to them from their smart phone. In addition our job seekers also expect an easy mobile-apply process, so I look forward to gaining more qualified candidates and building our employer brand with the BirdDogHR ATS,” said Clough. Surgical Specialties also anticipates decreasing the time to fill a job opening and utilizing a more efficient process for communicating with applicants and interviewees.

BirdDogHR Customer Bardi logo

Bardi Talent Acquisition Strategy Powers Company Growth

The Challenges

  • Decrease employee turnover
  • Staff to meet rapid company growth
  • Implement a recruiting process to uncover top talent
  • Build a talent pool to avoid a “panic hire”

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Growing a Business with the Best Talent

At Bardi Heating and Air, the organization knew they had made recruiting mistakes. They had made a panic hire and selected the first warm body that walked through the door, selected the best of a few bad candidates (which still left them with a bad hire), and they also quickly hired the “perfect” candidate, only to find out during onboarding that he wasn’t so perfect after all. With turnover getting out of control, Bardi’s Residential General Manager was presented with an even larger challenge: staffing for growth that would double the size of the company. He knew he needed more candidates in his pipeline and he needed to recruit and hire better quality employees. He set out to create a sustainable recruiting strategy, overhaul his job posting process, and improve his interview method.

The Solutions

  • Implemented BirdDogHR Recruitment and Applicant Tracking System (ATS)
  • Developed intensive interviewing process uncover top talent

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Moving from a Panic Hire to a Talent Strategy

The Bardi team implemented BirdDogHR’s cloud-based recruitment and applicant tracking solution (ATS). BirdDogHR helped Bardi create a new career page on their website that acts as the central hub for all recruiting activities. BirdDogHR also helps Bardi get their jobs posted to HVAC niche specific forums and websites as well as posted to social media including LinkedIn. After applicants are directed back to the career page, Bardi responds with thank you letters and builds a bench of candidates for future opportunities. This process allows Bardi to maintain a consistent recruiting strategy and build their talent pool even when they don’t have an open position.

Another important component of the Bardi recruiting and hiring process is their proprietary fourstep interviewing process. Consisting of a phone interview, initial skill assessment (powered by BirdDogHR hiring assessment partner Wonderlic), two face to face interviews and ending with a candidate presentation, Bardi has been able to identify candidates that are the best fit for their culture and uncover the top talent they need to support their growing business.

The Results

  • In 12 months, efficiently doubled company staff
  • Over 12 months, increased employee retention by 25%
  • Created a top notch talent community
  • Shortened time to fill positions by 45%
  • Ranked Top Workplace 3 years in a Row by Atlanta Journal Constitution
  • Named #1 in Customer Service by BBB 2 Years in a Row
  • Awarded 2013 Business of the Year by Gwinnett Chamber of Commerce

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Top Talent Brings Momentum and Accolades

Bardi boasts amazing company growth and results that have been powered by the changes in their talent acquisition strategy. In the last twelve months they have doubled the size of their organization and also improved their employee retention rate by 25%. Transforming their panic hire reaction into an ongoing, organized talent acquisition strategy has also resulted in a better applicant pool to pull from. Today Bardi finds that the great candidates are actually seeking them out because they have become an employer of choice. Accolades continue to come for Bardi, as they were ranked the Top Workplace 3 years in a row by Atlanta Journal Constitution, ranked #1 in customer service by the Better Business Bureau, and the #1 Business of the year by the Gwinnett Chamber of Commerce.