1) Borouge, a leading plastics manufacturer, implemented the Sniperhire recruitment system to streamline its hiring process as it planned to grow significantly. 2) The implementation was successful due to dedication from both Borouge's recruitment team and the consultants. Templates, training, and integration with partners and social media were part of the process. 3) With the new system and career portal, Borouge was able to reduce screening time, better engage candidates and hire over 100 people in the first six months, putting it on track to achieve its hiring goals.

1. Changing the way the Middle East recruits
www.hiringsolutions.com
Recruiting the Future of Plastics
Case study
How one of the world's largest plastics manufacturers adopted
leading-edge recruitment technology and empowered their
recruitment team
The Company While Borouge has always fostered a positive brand image
Borouge is a leading provider of innovative, value- amongst industry professionals, and was receiving plenty of
creating plastics solutions. A joint venture between the interest from candidates looking to join the company, the
Abu Dhabi National Oil Company (ADNOC), one of the existing system was restrictive in terms of communication
world’s major oil and gas companies, and Austria-based with candidates and technical issues meant that candidates
Borealis, a leading provider of chemical and innovative frequently faced difficulties with the career interface.
plastics solutions, Borouge is a groundbreaking
international partnership at the forefront of the next Implementation
generation of plastics innovation. With a current team After much research, Borouge decided that the best
of 1,700 employees, the group plans to grow by a way forward was Sniperhire, a recruitment management
further 1,300 people by Q3 2013. system developed by Hiring Solutions Company (HSC).
HSC introduced an intensive complete implementation
The Challenge which saw Sniperhire go live in just eight weeks. The
Borouge’s recruitment process was admin heavy and project used the PRINCE2 Methodology of project
time consuming with some positions taking as long as management, to ensure a seamless rollout. Throughout
six months to fill. With a massive expansion programme the implementation process, HSC worked with the
underway, it became apparent to the recruitment team that Borouge team, which included members of recruitment
a new system would have to be implemented to transform, from the UAE, China and Singapore offices, team
streamline and make processes more efficient, thereby members from the on-boarding department, the training
empowering the Borouge recruitment team to achieve the department, branding team, communications team
company's human capital requirements. and the IT department. "The implementation process
was extremely successful thanks to the dedication and
From an internal perspective, job requisitions and competencies of both Borouge's recruitment team and
communication with line managers were also being the team from HSC; both worked hard to deliver on time
hampered, leading to inefficiencies and time wastage. and address all the major issues we faced,' says Suldan.
“Collecting and screening the high volumes of CVs alone
used to take up to three weeks,” confirmed Abdirazak Templates and Training
Abdullahi Suldan, Borouge’s Recruitment & Integration The teams worked jointly to manage the implementation
Manager and the Sniperhire Project Manager for the of Sniperhire and the creation of Borouge's e-recruitment
Sniperhire implementation. system within the company's existing framework, which
then followed through with parameterisation and the
development of a document library for use during the
different stages of recruitment.
This library includes:
• Job description templates
• Vacancy templates

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Recruiting the Future of Plastics- continued
Case study
• Email and SMS templates networking channels, such as LinkedIn, enabling clients
• Recruitment operation manual to tap into a wealth of passive candidates. "By ensuring
• Workflow approval processes that candidates come through Sniperhire, they become
exclusive to us, and don't form part of a general job
The next stage saw the recruitment teams from the UAE, board database, which is open to our competitors as
Singapore and China offices undergo Sniperhire recruiter well. Additionally, those that come to the portal are
training courses on the back office module, followed serious about looking for new career opportunities,
by training programmes for Manpower Planning, On- while those that come from job boards might not be
boarding and HR support staff. The last training that interested in changing careers," explains Suldan.
took place was for line managers, to ensure they could
support the recruitment function with timely responses, Borougecareers.com
and understand the functionality of Sniperhire in Borouge believes employer branding is an integral part
supporting the line managers' recruitment needs. of any successful corporate branding campaign; it’s the
ability to sell the company’s values and propositions, and
as a leader in the petro-chemical industry, it is important
to brand Borouge careers so that they stand out,
attracting the best quality talent. Suldan points out, “We
wanted our career portal to best reflect our corporate
values: Respect, Create, Focus and Exceed, as well as
showcase our commitment towards corporate social
responsibility, so that people applying for our positions
understand the type of organisation we are at our core.”
Partner Integration and Employee Referral About the career portal
During the system implementation process, Borouge “We set a target to achieve 45% of our recruitment
and HSC set about reviewing the sourcing strategies; through the career portal, however, within six months
devising which channels would provide them with the I can say we easily surpassed the 70% mark,” states
best visibility, at the most economic value. As part of Abdirazak Abdullahi Suldan.
HSC support to clients, integration with existing and
new job board partners is an important part of the
implementation process. To ensure that clients reach the
broadest possible scope of candidates, Sniperhire can
integrate with standard job boards, but will also work
with specialist ones to support clients' specific needs. In
addition to job boards, Sniperhire can also be integrated
with 3rd party HR suppliers, such as consultants and
recruitment agencies, to ensure that all candidates are
routed via Sniperhire no matter what the source of
the applicant is. In line with modern job seeker habits,
Sniperhire also connects through social and professional

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Recruiting the Future of Plastics- continued
Case Study
While the integration was underway, HSC and Borouge
simultaneously started with the conception and creation "In the past, we had a high volume of
of the career portal, www.borougecareers.com. Taking applications and were taking a long time to
into consideration Borouge’s geographic presence, the process them. However with Sniperhire and our
career portal would have to appeal to job applicants new processes, we can deal with the even larger
from different geographical regions, meaning that volumes that are generated through our branding
visitors coming from specific countries would see jobs campaigns. The pre-screening questions which
relevant to their location first, while also being able to are built into the system provide a good way to
view opportunities in other markets. To support the screen out the applicants that don't meet our
career portal, an applicant centre was created to host the requirements - this is where the system and career
applications received, and in order to make job seekers portal have really added value to our process," adds
feel comfortable, the applicant centre was created in Abdizarak Abdullahi Suldan, Borouge Recruitment &
English, Arabic and also Mandarin, specifically to support Integration Manager.
candidates from China. The HSC team created the new
career portal, keeping it in line with the overall look and
feel of the corporate identity. The site offers a standalone Google, and it is therefore imperative to load the site
environment targeted specifically at applicants, with easy with 'pull mechanisms' that put Borouge at the top of
navigation and appealing sections for job seekers. search results. By using a host of key words and phrases
that are common to job search queries, we were able to
improve Borougecareers.com's visibility through organic
means, rather than through costly online advertising.
Improved Reporting, Better Communication.
Since implementing the system, the Borouge recruitment
Borougecareers.com features a wealth of information team have received a wealth of positive feedback from
on careers at Borouge: the working environment; staff the line managers using the system. "Our line managers
testimonials; corporate videos; a specialised section for are very impressed with the system, as it allows them to
UAE nationals and internships; the ability to share on stay informed on the move and they can check statuses
social networking sites such as Facebook and LinkedIn from their handheld devices or laptops," says Suldan.
along with a link to Borouge’s career Twitter account.
With the launch of the career portal, HSC contacted
some 7,000 existing Borouge candidates, those who had
applied through the old system, to ask that they reapply
through the new career portal, to ensure that their
details were successfully captured with the new process.
Search Engine Optimisation.
With the heavy use of search engines by job seekers to
look for new opportunities, it becomes important to
achieve high natural search rankings, on sites such as

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Recruiting the Future of Plastics- continued
Case study
Each line manager receives a weekly report by email people directly through Sniperhire without third party
providing them with the status of their vacancies. involvement. Borouge now has a sizeable dedicated
Additionally, Borouge is working to improve the private talent pool, while receiving an average of 250
information provided to line managers through the applications every day. With an overall target of 1,300
online analytical processing (OLAP) system within people to support the launch of its new production
Sniperhire which can provide cost and hire reports, talent facility - Borouge 3, the company is well on its way to
source reports, applicant activity reports, and more than achieving this target.
100 report variants that allows the company to track
recruitment details and costs across the various business "We have reduced our screening time to under a week,
departments. while the system removes the CVs that don't meet our
requirements, and our line managers and recruiters are
now working in harmony."
"I wouldn't hesitate to recommend Sniperhire
to any forward thinking organisation looking to
transform their recruitment and sourcing process.
It is based on continuous research and is a system
that evolves - thanks to the team working with
the product and the client feedback," states
Abdizarak Abdullahi Suldan, Borouge Recruitment
& Integration Manager.
Moreover, candidates are now able to push information
into the system, which is then stored directly and
safely for retrieval by recruiters, while enabling both
parties to communicate back and forth, providing
updates and additional supporting information relating
to their progress in the recruitment cycle. "One of
our main project criteria was that the system handle
communication between our team and the candidates,
more specifically, a system that treats our candidates the
way we treat our customers, something that truly reflects
the professionalism of Borouge."
Results, so far...
During its first month in operations, the company
registered 47,000 visitors and in its first six months
attracted more than 350,000 unique visitors to its career
portal. The first six months saw Borouge hire around 100