Zeina Tabari, chief corporate affairs officer at DSI, said that its paper-based practices were “simply unsustainable” for the amount of recruiting the company does. “Historically, we have wasted a substantial amount of time, and therefore resources and money, managing a needlessly slow recruitment process,” said Tabari. “At our highest, we were managing almost 2,000 vacancies and receiving on average about 100 applicants per day.”

The company, which provides mechanical, electrical and plumbing, infrastructure, water and power, as well as civil contracting services, has signed a fiveyear contract with Bond. The system will be used to manage internalprocesses such as creating and authorising vacancies. It will also be used to generate a talent pool where candidates who weren’t successful in their original application are kept on file. “This function on its own will reduce our dependency and spend on advertising vacancies,” says Tabari.

Tim Richards, managing director of Bond UK, told Recruiter it has been preaching the benefits of talent pooling for many years and with somuch talent on the market organisations are missing a big opportunity to reduce recruitment costs. “In a downturn organisations look at every area of cost-saving and they are finally seeing the value of not just building talent pools from their own workforce but from current applicants,” he said.

Richards sees the Middle East as a key target with “massive potential” for Bond. Software can be hosted in the UK and accessed via the web. He said that the Middle East market was very fast-paced. “Having decided what they want, organisations are keen to adopt it as quickly as possible,” he said, adding that Bond is looking into ways of supporting its Middle East clients more locally.

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