Utah Department of Corrections
Utah Dept of Corrections Public Safety Officer Recruiting
Recruiting solution and applicant portal for public sector employees built on Salesforce
About the Client
The Utah Department of Corrections’ nearly 2,300 employees supervise more than 15,000 individuals in the community and approximately 5,900 incarcerated individuals. Positions within the Department range from correctional officers to Adult Probation and Parole agents to maintenance specialists to social workers to chaplains to registered nurses to accountants and so much more.
The Challenge
Utah Department of Corrections (UDC) required an easy to use, simple to manage, public facing portal for applicants. Like many public safety organizations (fire service, police department, corrections, National Guard) UDC had a common recruiting workflow that needed to be moved into the cloud to increase effectiveness and efficiency. Starting at recruiting events or opportunities, staff wanted to refer possible applicants to NEOGOV, a public sector HR platform, which, if the applicant is approved, would then hand off be aligned to a public facing web portal to manage additional due diligence and process requirements. While this process commences, segmented marketing messages could be used to nurture potential candidates & applicants to keep the public sector candidate warmed up for the open requisition. Prior to this project, this process was entirely manual, which was not efficient and staff-intensive.
The Solution
Summit Technologies leveraged several commercial off the shelf (COTS) components in the Salesforce ecosystem to stand up an online portal that automatically provisions approved candidates via a direct secure integration with NEOGOV. This protects information in NEOGOV, but allows more coherent, scalable management of approved candidates to complete the process. This workflow can also be used to send targeted messages to individuals or groups of applicants to keep them invested throughout the process.
Result for Our Client
Transformation from a year over year loss in recruiting to exceeding all annual goals, catching up on the prior years goal as well
Recruiting timeline reduced from 90+ to 45 days
70% gain in efficiency
Simplifying and improving the reporting process from internal basic reporting to executive & state level outputs, reducing manual reporting efforts by 30 hours every month.
In Our Client's Words...