Meier Tobler: Simplifying Application Processes and Significantly Reducing Time-to-Hire

Company: Meier Tobler
Industry: Building Technology / Industrial
Employees: approx. 1,300 (Switzerland)
Roles: Technical, Logistics, Operational Functions
Challenge: High dropout rates, inefficient pre-screening, too many media breaks
Solution: Mobile-optimized application process with PastaHR, featuring AI-supported pre-qualification
Result: Higher conversion, better pre-qualification, faster hiring

Executive Summary

Meier Tobler modernized its application process without replacing the existing ATS.

Applications are now mobile-friendly, require no login, and follow a clearly structured flow—online or via chat.

The dropout rate decreased significantly.

HR saves time through automated pre-qualification.

The investment is expected to pay for itself within six months.

Initial Situation: Many Interested Candidates, Few Complete Applications

Meier Tobler fills approximately 50 to 60 positions annually throughout Switzerland.

The application process was traditionally structured:

• Long online forms requiring profile creation and email verification
• Different channels (online, email, paper)
• Multiple media breaks

This led to a critical problem:

60–70% of interested candidates abandoned the application process.

Technical and operational roles were particularly affected, where candidates are typically on mobile devices.

"We had modern job postings, but no modern processes."

Why Change Was Necessary

The analysis showed:

• 80–90% of traffic came from mobile devices
• The process was not optimized for this
• Pre-screening occurred manually and late

For Meier Tobler, this meant:

• High time investment
• Many unsuitable applications
• Process delays

The goal was an application process that is simple, mobile, and structured—without replacing existing systems.

Why PastaHR?

The decision for PastaHR was based on three factors:

Customizable Processes
Questions, logic, and workflows can be adapted to different roles.

Mobile-Optimized Application Process
Applications work seamlessly on smartphones—online or via chat.

Swiss Provider
Trust and proximity were decisive factors.

Important:
PastaHR doesn't replace an existing ATS like SAP SuccessFactors but integrates with all functions.

Implementation: Fast, Pragmatic, Without System Disruption

The rollout was gradual and required no major IT projects:

• Existing HR systems remained unchanged
• Applications continue to flow into the ATS (SAP SuccessFactors)
• HR could adapt processes independently

The implementation took only a few weeks.

The operational effort remained manageable.

Application Process Today: Simple and Mobile

Candidates can now apply:

• via a mobile-optimized online form without registration, or
• through a chat-based application process

Both application channels follow the same logic:

• Clearly structured steps
• No account creation required
• Ability to pause and resume the application later

This lowers the entry barrier and increases completion rates.

Pre-Qualification: Less Effort, Better Decisions

A key lever is early pre-qualification.

Depending on the role, targeted questions are integrated into the application process, such as:

• Mandatory qualifications
• Work location
• Availability or working time models

Applications that don't meet basic requirements are identified early.

What this means for HR:

• Fewer irrelevant applications
• Clearer decision-making basis
• Noticeable time savings in screening

Results at Meier Tobler

• Significantly lower dropout rate in the application process
• More complete applications
• High proportion of mobile applications
• Faster pre-screening through structured data

Time-to-hire today is typically two to three weeks, depending on internal feedback.

Cost-Benefit Assessment

The assessment from HR's perspective:

• Implementation effort was manageable
• Efficiency gains in recruiting are clearly noticeable
• Costs are expected to amortize within approximately six months

Conclusion: Recruiting Simplified—for Candidates and HR

Meier Tobler has consistently simplified the application process.

Fewer barriers for applicants.

Less manual effort for HR.

Recruiting has become what it should be:

A structured, efficient process focused on fit, not on forms.

Results at a Glance

Dropout Rate
Before: 60–70%
Today: 10–20%

Mobile Application
Before: limited
Today: fully possible via chat or web/mobile

Registration Required
Before: yes
Today: no

Pre-Qualification
Before: manual
Today: automated

Time-to-Hire
Before: long
Today: 2–3 weeks

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