Author: akessler

Merivale: High-Volume Hospitality Recruitment to Scale Stadium Services

Posted on by akessler
Merivale: High-Volume Hospitality Recruitment to Scale Stadium Services

Merivale: High-Volume Hospitality Recruitment to Scale Stadium Services

When Merivale secured the contract to revolutionise dining experiences at Sydney’s premier sporting venues, they partnered with Springboard to overcome unprecedented recruitment challenges in a depleted talent market.

800 hospitality roles filled in just six weeks
3,000 total hires made leveraging a data-driven approach
3.36 days time-to-offer achieved on average

Situation

Merivale won the contract to manage hospitality services at both the Sydney Cricket Ground (SCG) and Sydney Football Stadium (SFS). This represented a paradigm shift in stadium dining, moving from traditional fast-food offerings to an elevated culinary experience.

The timing was particularly challenging. After several years of pandemic-related border closures, Sydney’s hospitality sector faced severe workforce shortages. Adding to the complexity, confirmation of the stadium contract came just six weeks before the high-profile Ashes cricket test at the SCG.

Merivale needed to fill over 800 positions in one of the most competitive talent markets in recent history.

Solution

Supported by recruitment process outsourcing (RPO) from PeopleScout, Merivale leveraged Springboard to:

  • A dynamic online application system and campaign site showcasing Merivale opportunities
  • Automated candidate categorisation into key service streams: bar staff, wait staff, and cashiers
  • Automated video interview invitations following applications

Evolution

After PeopleScout successfully placed 800 staff within the critical six-week window for the Ashes test, Merivale expanded their use of Springboard to build a 3,000-strong talent pool across both venues. This broader scope included fine dining professionals and retail personnel.

They enhanced their recruitment strategy by:

  • Leveraging AI-powered screening tools
  • Creating real-time analytics dashboards to optimise recruitment channels
  • Leveraging CRM capabilities to activate employee referrals

Springboard worked with Merivale to maintain rigorous quality controls through regular audits and to refine processes.

Results

In an extremely challenging market, with Springboard Merivale achieved:

  • Average time-to-offer of 3.36 days
  • Average time-to-fill of 5.5 days
  • Consistent delivery of high-quality candidates meeting volume requirements
  • Ongoing support for expanding needs with the SFS launch

The success of this initiative demonstrates how technology-enabled recruitment solutions can deliver exceptional results even in the most challenging market conditions.

At a Glance

  • COMPANY
    Merivale
  • INDUSTRY
    Hospitality
  • ANNUAL HIRES
    3,000+
  • ABOUT MERIVALE
    Merivale is a pioneer within the Australian hospitality industry. With over 70 brands and venues, it is synonymous with delivering unique and memorable experiences.
Let’s Connect

Early Careers Recruitment Tech for an Australian Construction Giant

Posted on by akessler
Early Careers Recruitment Tech for an Australian Construction Giant

Early Careers Recruitment Technology

Early Careers Recruitment Tech for an Australian Construction Giant

When a leading Australian construction and development firm sought to transform their graduate recruitment program, Springboard delivered an innovative solution that enhanced candidate engagement while significantly reducing program duration and improving retention rates.

18 Weeks Cut from Time Spent on Recruitment Activity
50 % of Graduate Hires Identified as a Woman
50 % Reduction in Candidate Drop Off & Reneges

Situation

A major player in Australia’s construction sector approached Springboard to streamline their graduate recruitment process. Their existing program followed a fragmented timeline: a brief six-week marketing and campus engagement period, followed by two separate recruitment phases in March (16 weeks) and August (12 weeks), concluding with an extended candidate nurturing period.

This approach strained their HR teams and line managers while resulting in concerning candidate drop-off and renege rates of up to 30%.

Solution

We reimagined their early careers strategy by shifting to a more concentrated approach: expanding meaningful campus engagement to 24 weeks while condensing recruitment into a single, efficient 10-week window—all manged through the Springboard talent acquisition suite.

Strategic Foundation

Springboard’s always-on expression-of-interest portal maintained year-round talent engagement through personalised content and authentic employee storytelling, effectively challenging construction industry stereotypes.

Enhanced Campus Presence

Moving beyond traditional career fairs, the client leveraged Springboard to orchestrate 38 dynamic engagement events featuring graduate ambassadors from across the business. These included immersive site tours, team meet-and-greets, and women in leadership panels, creating meaningful connections with potential candidates.

Recruitment Process & Candidate Assessment

Springboard technology further supported the early career recruitment program by integrating with an assessment platform to host a virtual assessment centre to encourage participation, especially for working candidates, rural candidates or those unable to afford the travel who previously experienced barriers during in-person events. The technology also improved accessibility for candidates with a disability and for those with ESL requirements.

Results

  • Recruitment timeline reduced by 64% (from 28 to 10 weeks)
  • Exceeded diversity targets with 50% women graduates (compared to 15% industry average) and 3% First Nations representation (versus 1% industry average)
  • Candidate drop-off and renege rates cut by more than half, from 30% to 14%

“The process was very well run, and we had strong candidates. Thank you for the hard work and efforts with this program. It was a very thorough process with great results.”

Client Feedback

We also helped the client achieve an impressive candidate Net Promoter Score (cNPS) of 65. Candidate feedback emphasized the program’s success:

  • “Very modern and innovative approach to the regular interview process. Allows busy applicants to complete in their own time.”
  • “Very user friendly interface and didn’t feel demeaning or intimidating.”
  • “Thank you for making it such a smooth application process. I really appreciated the quick turnaround time for my application.”

At a Glance

  • COMPANY
    Large development and construction company
  • INDUSTRY
    Building & Construction
Let’s Connect

Direct Sourcing Technology Solves Regional Healthcare Staffing Challenges

Posted on by akessler
Direct Sourcing Technology Solves Regional Healthcare Staffing Challenges

Direct Sourcing

Direct Sourcing Technology Solves Regional Healthcare Staffing Challenges

When an Australian diagnostic imaging provider expanded through acquisitions, their wider geographical presence intensified the challenge of staffing specialised healthcare positions. They turned to Springboard’s Direct Sourcing solution to overcome both the industry-wide talent shortage and the unique challenges of regional workforce distribution.

401 roles filled in just 5 months
112 roles filled in remote locations
83 % engagement rate on doctor campaign

Situation 

As one of the world’s largest medical imaging providers, this Australian network encompasses 270 clinics, employs more than 350 physicians and 4,000 staff members, and conducts over six million patient procedures annually. Following geographic expansion, they faced increasing difficulty in staffing critical healthcare positions across both urban and regional locations. Beyond the universal healthcare sector challenges—including staff burnout, competency gaps, and increasing demand from an aging population—Australia’s diagnostic imaging field faces a distinct challenge. Traditionally, radiology professionals have concentrated in metropolitan regions, creating service gaps in rural communities.

The organisation previously relied on fragmented, temporary solutions without visibility into their existing workforce capabilities. Their recruitment process lacked technology infrastructure, with hiring managers tracking requisitions and candidate communications through spreadsheets. Springboard helped them to achieve a comprehensive Direct Sourcing solution designed to address their staffing challenges across all locations.

Solution 

Springboard augmented the client’s internal recruitment capabilities by providing Direct Sourcing support for both temporary and permanent positions—from front desk staff to specialized radiographers and IT professionals. We developed and executed a comprehensive talent acquisition and engagement strategy featuring::  

  • Multi-Channel Sourcing: Through Springboard’s AI sourcing and matching tools they were able to simultaneous search across multiple talent databases, identifying and capturing profiles matching required qualifications and experience.
  • AI-Powered Talent Rediscovery: Springboard analysed job requirements against all candidates within the client’s existing database, generating ranked recommendations based on industry background, skill sets, previous roles and leadership experience. 
  • Recruitment Marketing Tools: Springboard’s internal career site and external job portal capabilities allowed employees and candidates to explore openings, learn about different roles or submit expression of interest forms for hard-to-fill positions. 
  • Talent Nurturing: Candidates were segmented into talent pools by role and region, then added to customized, automated nurture campaigns. This approach enabled effective engagement with active candidates, passive talent, alumni and referrals. 
  • Data-Driven Insights: Custom Springboard Analytics dashboards delivered real-time candidate engagement metrics, enabling the team to develop automated communication sequences that maintained candidate interest and involvement. 

Results 

The Springboard Direct Sourcing solution delivered immediate and significant results. Within five months of implementation, the client was able to successfully place 401 professionals across 33 locations, spanning every state and territory in the organisation’s operational footprint.

Role-specific recruitment campaigns proved highly effective—notably, the physician-targeted campaign achieved over 80% engagement. Campaigns highlighting the advantages of regional practice, emphasising the “perfect combination of a vibrant city life in a rural setting,” helped secure 112 placements in traditionally harder-to-staff regional locations.

  

At a Glance

  • COMPANY
    Radiology network
  • INDUSTRY
    Healthcare
  • LOCATIONS
    33 locations across Australia and New Zealand
Let’s Connect

Redeployment Revolution: AI-Driven Internal Mobility for a Government Agency

Posted on by akessler
Transforming Workforce Mobility: AI-Enhanced Internal Mobility for a Major Government Body

Internal Mobility

Transforming Workforce Mobility: AI-Enhanced Internal Mobility for a Major Government Body

This government organisation used Springboard to address their large-scale redeployment needs through our Internal Mobility solution.

66,000 + employees empowered to find internal opportunities across 40 departments
800 employees within a healthcare department successfully redeployed
5,000 candidates added to talent pools

Situation 

For over a decade, this federal agency has used Springboard. Initially, our role centred on providing technology to manage recruitment processes within their healthcare division.

The government client faced significant challenges due to siloed departmental structures that prevented cross-organisational visibility of available talent and skills. This fragmentation intensified their talent management challenges, particularly given rapid technological changes, expanding skills gaps, and evolving workforce demographics. Each department operated independently in their talent acquisition efforts, and employees had limited awareness of opportunities beyond their immediate departments.

The client approached us with two critical objectives: to help them redeploy 800 healthcare staff within a two-week timeframe, and create a sustainable internal mobility framework for long-term talent management.

Solution 

To support Internal Mobility, Springboard harnesses AI technology to create automatic matches between employees and available positions, accessing a pool of qualified, engaged candidates to accelerate hiring while fostering a culture of professional development and retention. Building on their existing Springboard infrastructure, we streamlined internal sourcing processes and developed a comprehensive skills mapping system to facilitate the healthcare division’s redeployment initiative.

We then implemented an enterprise-wide internal mobility portal to enable ongoing workforce redeployment, creating a more dynamic organisation capable of swift talent redistribution based on operational needs. Our customised solution comprised four essential components:

  • Internal Career Portal: We designed a Workforce Mobility Hub to support various redeployment scenarios—from surge staffing to permanent transfers. Springboard enables staff to explore cross-departmental opportunities, maintain professional profiles and receive customised job notifications.
  • Employee Expression of Interest: Springboard offers a streamlined process where employees can express interest in temporary or permanent internal opportunities through digital forms, automatically placing them in relevant talent pools.
  • AI Matching and Search: Springboard AI technology continuously analyses the employee database, matching candidates to positions based on their capabilities, background and preferences. Managers utilise this AI-powered matching system to build targeted talent pools, engaging candidates through automated communications in Springboard CRM. The system has successfully incorporated over 5,000 employees into talent pools since launch. 
  • Skills-Based Assessments: Through integration with leading assessment platforms, Springboard provides comprehensive skills evaluation, ensuring optimal role alignment and supporting long-term career development.

Results 

Springboard Internal Mobility not only achieved the immediate goal of redeploying 800 healthcare professionals but also established a sustainable framework for ongoing internal mobility. The platform now serves 66,000 full-time employees across 40 departments, strengthening the organisation’s ability to maintain an adaptable, skilled workforce prepared for future challenges.

At a Glance

  • COMPANY
    Government agency
  • INDUSTRY
    Government & Regulated Industries
  • ANNUAL HIRES
    66,000+ employees empowered through Springboard Internal Mobility
Let’s Connect!