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Celanese is a global Fortune 500 chemical company that supplies essential components for the automotive, medical, pharmaceutical, and agricultural industries. Roles range from plant-level operations to highly specialized R&D – and everything in-between.
A critical part of countless supply chains, Celanese was struggling to hire in an increasingly competitive market. The company needed to hire between 750 and 950 employees per year just to keep up with production – numbers its manual process couldn’t handle.
By partnering with iCIMS, Celanese hires more efficiently, customizes the hiring and onboarding experience by region, promotes a compelling employer value proposition, and draws from a wider candidate pool than ever.
While other employers compete for the same candidates, Celanese’s team has been intentional in widening the net. They seek candidates who align with their mission and values, but who haven’t historically joined manufacturing workforces in large numbers – and who may not think to apply.
Aware of how stressful the interview process can be for those without manufacturing backgrounds, Celanese creates little moments that help build connection. For example, the team uses Video Studio to create welcome videos that explain what to expect during the process. Employees also record themselves on their phones or laptops, sharing quick, authentic stories that give job seekers a look behind the veil.
“We are addicted to iCIMS Video Studio,” says Jim D’Amico, former Global Talent Acquisition Leader at Celanese. “It gives everybody honest insight into what it’s like to work at Celanese.”
With iCIMS’ Applicant Tracking System, Celanese’s team gained access to a wealth of reporting and dashboard options – data they use to diagnose and improve key moments throughout the hiring process.
Recruiting metrics, such as time to fill and hiring velocity, are organized by region and designed for the needs and priorities of specific role types, including hiring managers, recruiters and company leadership. “When it comes to recruiting analytics, our source of truth is iCIMS,” says D’Amico.
Robust metrics and reporting give Celanese a 360-degree view into its diversity hiring efforts. The team uses self-reported data to follow candidates through the hiring process, monitoring where they dropped off or were disqualified. As a result, 93% of Celanese’s hiring slates include diverse candidates, a 77% increase from before.
The ability to track candidates also helps Celanese’s team find disconnects in the hiring funnel and communicate these to leadership. “That’s how we get the investment to do the work we do,” says D’Amico.
