Why we’re refreshing ELMO Recruitment to keep up with the hiring pressure in Australia

At such a scale, small inefficiencies compound fast. For HR, this is time lost. For finance, it’s a cost that accumulates across every vacant role. The government budgets announcements like the skills reform updates in Australia and major public sector restructure in New Zealand have also brought these pressures into focus.

At ELMO, we’re continuously striving to innovate and enhance our solutions to help HR professionals keep up with recruitment and retention pressures. 

Updating ELMO Recruitment: Simpler workflows to find and hire the right talent fast

When HR is managing recruitment for multiple roles at once, things can fall through the cracks. One of the common reasons why strong candidates drop or get missed is not hearing back.

Every hiring delay carries a cost, and it’s not just the risk of losing a candidate. In finance terms, the longer a role sits vacant, the more that vacancy costs the business.

We’ve also heard your feedback on ELMO Recruitment. To help you find and hire the right talent fast, the team has been working on improving the experience to make it more intuitive with clearer stages, fewer handoff points and a simpler workflow. In addition, our newly optimised mobile experience ensures hiring managers and recruiters can review applicants, collaborate, and take action on the move, even when away from their desks.

And when you’re ready to make that hire, Employment Checks, powered by Referoo, brings right-to-work, reference, police and industry accreditation checks into the same ELMO workflow, so you can hire with confidence and stay compliant.

AI Screening: Get time back, with confidence and capability

Out of all the job applications that came through ELMO, less than 2% of those become hires. With AI Screening, each application is automatically scored and ranked against your job ad, saving up to 75% of the time* you’d otherwise spend on manual resume screening.

This is time back to have quality conversations and strategic calls that need your judgement. For finance, it means reducing cost per hire without growing your recruiting team. And while the ranking helps surface the right candidates faster, the final hiring decision always remains with you.

For the candidates that didn’t make it through the screening, there’s also a Talent Pool function you can add them to, allowing you to build a reserve of talent for roles and re-engage those candidates in the future.

*Results are based on a pilot conducted with selected participants. Actual outcomes may vary depending on organisation size, implementation, and other factors.