New Gold Speeds Up Mine Site Hiring with SAP SuccessFactors Recruiting

New Gold Inc., a Canadian gold mining company, partnered with CONTAX to implement SAP SuccessFactors Recruiting. After only 10 weeks, New Gold was running recruiting on SuccessFactors for its corporate hires and its two main active mine sites, with one standard process from job requisition approval through to the offer letter.

At a Glance

The Customer

New Gold Inc. is a Canadian gold mining company with two producing assets in Canada. Its vision is to build a leading gold company that is committed to the environment and social responsibility. Hiring for remote mine sites is a constant part of its HR team's work.

The Challenge

Without a recruiting management system, recruiting at New Gold was tedious and time consuming, and the process varied from site to site. Recruiters posted every job to external career sites by hand, and the time from job requisition to offer acceptance was long. That lowered New Gold's chances of hiring the best people.

New Gold also hires many First Nations employees, and many applicants have limited access to computers. The application process had to be simple for them.

The Solution

New Gold chose SAP SuccessFactors Recruiting because it met all of its recruiting needs and because SuccessFactors offers a full suite of HR solutions. Recruiting was the first step on a roadmap to move all of New Gold's HR processes to SuccessFactors. CONTAX implemented it using SuccessFactors best practices, covering every step from job requisition approval through to the offer letter.

Getting Hiring Managers on Board

Change management is a challenge in any new system rollout, especially for people who see no immediate personal gain from a new process. CONTAX's experience and SuccessFactors' ease of use helped bring New Gold's hiring managers on board. They are now involved from the start, creating requisitions in the system, which shortens the time it takes for job postings to reach candidates.

The Results

• Live on SuccessFactors Recruiting after a 10-week implementation
• One uniform recruiting process for corporate hires and both main mine sites
• More applications, helped in part by the mobile-friendly application process
• Recruiters spend more time on value-added work and less on repetitive tasks
• Job postings reach candidates sooner, with hiring managers starting requisitions themselves

"I was nervous about implementing SuccessFactors and rolling it out to the management team but CONTAX made the process very seamless and was always accessible for support. We are very happy with the result: a faster and improved recruitment process in a user-friendly system."

What's Next

After going live with Recruiting, New Gold began evaluating which SuccessFactors module to implement next. Onboarding would reduce ramp-up time for new hires, Performance & Goals would help identify top performers, and Employee Central would make SuccessFactors New Gold's HRIS and centralize all HR processes. SuccessFactors' modular approach lets New Gold address its top priorities first.