01 Apr 2019

Improving the employee experience

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With our vision to be the place where talent thrives, we know the importance of the first employee experiences, which begins during recruitment and, once they join us, continues through the onboarding and induction process.

To help make these processes smoother and improve the overall experience and retention rate in our people’s first year, in 2018 we introduced two new technologies; Page Up (recruitment), and Enboarder (onboarding and induction). 

Page Up helps prospective employees easily navigate recruitment systems using a mobile device. We know candidates are twice as likely to apply for a role via their mobile as they are through a PC. Since introducing Page Up, more than a fifth of all applications from prospective employees have been made through mobile devices.

The technology has increased recruitment efficiency, with candidates now able to input their existing details from Seek, LinkedIn and Facebook directly into Page Up.
The Page Up application manages candidates’ acceptance of letters of offer and has helped us improve the average time from letter of offer to applicant acceptance from 10 to two days.

Enboarder, introduced in 2017 has been expanded across all employment types. Following an employee’s offer and acceptance in Page Up, Enboarder delivers multimedia messages to mobile devices in the lead up to a new team member’s first day, through to the end of their first year, helping them settle in. Managers are prompted by text messages aimed at setting up an employee for success; including prompts for provision of IT equipment on Day One, setting performance goals throughout the year and attendance at the employee’s first day of work, called Scentre Group Welcomes You, which takes place in one of our centres. The platform sends automated check ins with new team members and managers, and collects real time feedback on: their experiences; connection between manager and new team member; performance; and suggestions on what could be improved.

Supporting the Enboarder experience, we also developed a holistic approach to onboarding and inducting new team members in 2018, including:
  • CEO welcome breakfast – held quarterly in each region
  • Online orientation – online buddy portal to get new employees started
  • Team orientation – an overview of each team’s unique operating environment and structure
  • Compliance education – online modules covering governance and compliance requirements
  • Inclusive Management Program – for all new and existing managers, on diversity and inclusion
We sought feedback from all candidates interviewed about their recruitment experience to understand whether they would recommend Scentre Group to family or friends as employers. Many candidates said they would recommend Scentre Group as an employer.
We set a target for 2018 to achieve a Candidate NPS of 80 per cent and achieved 89 per cent - up from 69 per cent in 2017.


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