Russel Metals
Streamlined Recruitment to Easily Hire 300+ People a Year with Scout Talent: Recruit
Russel Metals is one of North America’s leading metals distribution and processing companies, committed to delivering exceptional service and value across its diverse business segments.
- Industry: Metals Distribution and Processing
- Employees: 3,500+
- Region: Canada and the United States
300+
171,968
19 days
The company’s ability to maintain its industry leadership and uphold its commitment to safety and innovation depends directly on the skill and dedication of its extensive workforce.
To ensure their talent acquisition capabilities evolved in parallel with their business expansion, the necessity for a more robust and scalable recruitment framework became a priority. Catherine Milne, Vice President of Human Resources, recognized that investing in a modern system was critical to enhancing operational efficiency and support the organization’s long-term success.
The Challenge
At the time Catherine Milne, the Vice President of Human Resources at Russel Metals, joined the organization, the recruitment processes were primarily manual:
- Manual Recruitment Process: Offers were created and managed ad-hoc using Word and email. The organization hadn’t yet implemented an Applicant Tracking System, which meant the team lacked centralized visibility into the candidate pipeline.
- Paper-Based Processes Slowed Down Efficiency: The absence of electronic signatures and data automation meant every hire was accompanied by a mountain of paperwork. This created delays in collecting necessary information and finalizing offers.
- Inconsistent Employer Branding: Without standardized templates, job postings varied across platforms, which led to inconsistencies in how Russel Metals’ employer brand was communicated. Introducing a unified approach helped strengthen brand alignment and improve the candidate experience.
- Limited Access to Recruitment Data: The team had no visibility into which recruitment channels were performing best. Without analytics on job ad performance, they were unable to make strategic, data-driven decisions to optimize their recruitment spend.
The team needed a system that could improve consistency, reduce administrative overhead, and provide clear visibility across their recruitment efforts.
The Solution
By implementing Scout Talent’s :Recruit and :Onboard, Russel Metals transformed their recruitment operations into a streamlined, efficient process. This marked a key evolution in their recruitment operations, moving from manual workflows to a more streamlined and digitally driven process. The team immediately standardized job postings to build a consistent brand and leveraged analytics to make data-driven decisions on where to invest their resources.
This strategic approach provided greater control over their advertising budget and, most importantly, streamlined the candidate journey. With digital offers and automated onboarding, Russel Metals could now secure top talent much faster, replacing slow, manual paperwork with a seamless and professional experience.
The Results
Since implementing Scout Talent :Recruit and :Onboard, Russel Metals has seen a noticeable improvement in efficiency and candidate experience:
✓ Massive Application Volume, Managed with Ease:
The platform has successfully processed 171,968 candidate applications, proving its ability to handle enterprise-level recruitment without overwhelming the team.
✓ Faster Offer Turnaround:
Frontline managers can now get offers out to candidates faster, improving time-to-hire.
✓ Improved Onboarding Experience:
With automated tools and digital signatures, the onboarding process is smoother for both candidates and hiring teams.
✓ Hundreds of Successful Hires:
With over 300 hires per year, the system effectively funnels the high volume of applicants into quality hires.
✓ Greater Visibility and Control:
The team now has insights into campaign performance and can make data-driven decisions to attract top talent.
“We did not have an ATS when I arrived and did all offers manually via Word and emailed or handed them out to employees directly. Now, the quality of the onboarding process has improved significantly, and we can get offers out to people quickly. It’s easy for our managers to use and saves us a lot of time.”
Catherine Milne
Vice President of Human Resources, Russel Metals
Better Recruitment. Stronger Organisations.
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