One of Argentina’s biggest energy providers with almost 30 years of history, Edenor is a hybrid private/public company which distributes electrical power through most of Buenos Aires.
In 2018, following a piece of legislation that granted Edenor with budget to renew their infrastructure in order to improve service and prevent outages during surges, Edenor found itself needing to expand the workforce in order to complete an aggresive strategy to upgrade their service.
In this case the biggest challenge was the sheer volume of highly qualified personnel, as well as the technical specs for some of the required roles. The company had experience with sourcing iniciatives, but nothing quite at this scale.
We started the process by coordinating with the HR Manager and Analysts in order to define an agile, scalable strategy to reach out to, evaluate, interview and onboard over 2.500 candidates.
Through the Young Technicians program we put together a database with over 1.100 fitting professionals and covered 281 positions.
The Young Engineers program, in turn, had us coordinate and communicate with over 1.500 candidates from which we would go on to select the 30 top profiles for hyper-specialized positions.Every stage of the process is a challenge in itself when working at this scale. First in selecting candidates; we were in touch with technical schools so we could find as many viable candidates as possible, we then had to cross-reference and validate documentation for each potential hire, designing tests and Assessment Center activities to rank technical profiles, and eventually implementing a referral program to reach even more fitting candidates. Finally onboarding them to the company; further tests to rank desired skills, digitizing relevant paperwork, designing documentation to help them get familiar with Edenor, as well as individually following up and reporting on each hire.
The biggest challenge was the sheer volume of highly qualified personnel, as well as the technical specs for some of the required roles. The company had experience with sourcing iniciatives, but nothing quite at this scale.
Mass communication strategy through job boards and social media.
Multi-stage referral program in technical schools.
Validating & digitizing relevant documentation to evaluate and onboard each candidate.
Periodical Strategic Reports so we could grant visibility throughout the whole process.
An ad-hoc methodology to test for key skills in candidates.
Onboarding & Support Documentation to help hires get acclimated once they joined the company.
We were in touch with over 2.500 young professionals with what we later realized was one of the most ambitious hiring efforts in the industry.
Keeping clear, consistent, and empathetic communication with this many people was a true test of our technical abilities and eventually helped us reinforce our belief in this way of conducting HR practices. Also, we had to stay in touch and provide visibility to several stakeholders on the clients’ side, as well as young professional communities and educational institutions.
On a strategic level, collaborating with Edenor made us a more professional organization and allowed us to refine and scale our way of working; adapting to close cooperation on a project of this scale tested us as a team and lead us to plan and go through with the biggest project in Wolib’s history.
This also helped us value our internal communication and workflow much more, we would not have been able to solve a challenge of this complexity had we not been organized, transparent, and effective in dividing the workload.
Edenor is, to this day, our most relevant project in terms of scale and impact. This whole experience was an educational journey where we refined our processes and learned to collaborate with an organization that’s orders of magnitude bigger than ours.