How manufacturing leader Tepe source specialist roles on a global scale

Founded in 1965, by a woodcarver asked to create a simple solution for cleaning teeth, TePe is now considered an innovator in the dental hygiene industry. Moving from a small Swedish operation to a global leader, TePe’s quick growth trajectory meant having to adapt their recruitment processes to work more sustainably at an international level. 

We spoke to Mariella Arcelay, HR Business Partner and Elin Thomasdotter Extor, Talent and Culture Specialist on how they transformed TePe’s approach to hiring in order to create a process that could adapt to their ambitious growth goals.

Saving more time to spend on candidates

With TePe’s employee count doubling, recruitment is a constant for the team, who are hiring all the time. The team uses Teamtailor to help cut down time when hiring and streamline their processes. Using triggers to automate their recruitment process sends only the most qualified candidates for the role through to the next stage, meaning that the team only has to look through half the amount of applications, saving a huge amount of time.

TePe also uses AI in their process to cut down the time they spend on manual tasks. Mariella describes the initial stage of creating job ads as one that can take a lot of time, especially if there’s a lack of information from hiring managers. To combat this, they use Teamtailor’s Co-pilot feature to draft a job ad based on the job title given. To keep it on-brand and personal, they then tweak it and make edits so they can then send the hiring manager several suggestions to choose from.

These solutions for cutting down time on manual tasks allow the team to spend more time connecting with their candidates.

Removing bias from the hiring process

Traditional hiring methods can leave room for unconscious bias to make its way into the process. Finding the right talent, with the right skills, despite background, age or gender is essential in today’s recruitment landscape. 

TePe addresses bias in the hiring process by anonymizing candidates personal information in the early stages of the process. By blocking out unnecessary information and focusing solely on the competence of the candidate, TePe is ensuring that they’re adapting to the current market, their ambitious growth plans, as well as removing bias from their recruitment.

Focusing on the personal touch

To keep up with their plans for rapid growth, TePe have shown that by reassessing their processes and focusing more on the personal elements of recruitment is the key to success. 

Putting automations in place to help them eliminate manual tasks, such as certain parts of the screening process and drafting job ads or emails, they’ve saved time they can repurpose into connecting more with their candidates, which is crucial to finding the right talent for their organization.