Casey’s, a convenience retail chain with nearly 3,000 stores across 19 states and more than 50,000 employees, addressed manual, inconsistent recruiting workflows by modernizing field recruiting using VidCruiter through ADP Marketplace with ADP Vantage HCM. With the platform fully implemented in seven weeks, Casey’s experienced results that included time-to-hire averaging less than four days, applications advancing every 30 minutes, some candidates interviewed within an hour and other candidates began working as soon as the next day.
We’re efficient with folks who are looking for employment. With VidCruiter, we’ve seen that we’re consistently hiring one out of every four applicants.
Tara Antle,
Director, Field Talent Acquisitions
Casey’s
| Challenge | ADP capability | What we did | Result |
|---|---|---|---|
| Manual recruitment processes slowed candidate advancement across multiple locations and reduced hiring efficiency. | ADP Vantage HCM | Implemented an integrated, cloud-based VidCruiter hiring platform through ADP Marketplace to add video interviews, automated scheduling, screening questions and integration with Casey’s ADP environment. | Reduced manual effort and created a faster, more structured recruitment process for candidates, recruiters and store leaders. |
| Inconsistent recruiting practices and interview options made it harder to deliver a uniform candidate experience. | ADP Vantage HCM | Standardized the candidate experience with structured interviews, standardized questions and automated workflows in VidCruiter connected to ADP. | Created a guaranteed interview experience and supported consistent hiring of one out of every four applicants. |
| Casey’s needed recruiting capabilities that could better accommodate bilingual candidates and candidates requiring additional accommodation. | ADP Vantage HCM | Enabled bilingual interviews, native-language communication and coordination with the accommodations team for candidates with hearing disabilities. | Lowered barriers for a more diverse applicant pool and fostered a more inclusive hiring process |
| Store managers were spending too much time earlier in the recruiting process before final hiring decisions. | ADP Vantage HCM | Automated candidate advancement every 30 minutes and shifted earlier recruiting steps into the VidCruiter platform integrated with ADP. | Reduced time-to-hire to less than four days on average; some candidates interview within an hour and can begin work as soon as the next day. |
| Casey’s needed a recruiting process that could deliver a faster applicant experience while building a future candidate pool. | ADP Vantage HCM | Streamlined interviews through VidCruiter and supported recruiter conversations that addressed candidate circumstances such as transportation needs. | Created a fast, efficient applicant experience and helped Casey’s build a pool of future candidates for additional opportunities. |
How does automated interview scheduling help retail recruiting teams?
Automated interview scheduling helps retail recruiting teams move candidates through the process faster while reducing manual coordination. Casey’s used VidCruiter, accessed through ADP Marketplace and integrated with its ADP environment, to support automated scheduling, screening questions, prerecorded video interviews and live video interviews. The recruiting process became more structured, and candidates could advance more quickly across a large, multilocation retail footprint. For high-volume retail employers, automation can make recruiting more scalable without removing the human conversations that matter at final decision points.
What hiring results can retailers see from a structured video interview process?
Retailers can see faster hiring, more consistent candidate experiences and stronger applicant pools when interviews are structured across locations. Casey’s used VidCruiter through ADP Marketplace with ADP Vantage HCM to standardize questions and automate workflows across its convenience retail footprint. The company reported time-to-hire averaging less than four days, applications advancing every 30 minutes and consistent hiring of one out of every four applicants. For retailers competing for hourly talent, this kind of process consistency can improve speed while preserving fairness and clarity.
How quickly can a retail employer implement a new recruiting platform?
A retail employer can implement a new recruiting platform quickly when leaders align around the business need, choose a solution that integrates with the existing HCM environment and remove barriers during rollout. Casey’s implemented VidCruiter through ADP Marketplace with its ADP environment in just seven weeks, launching ahead of an aggressive timeline.
How can construction companies reduce manual payroll work across multiple job sites?
Construction companies can reduce manual payroll work by centralizing timecard data, pay codes and approval workflows in one payroll platform. Nugent Sand Company, a construction aggregates producer with seven locations across Kentucky and Indiana, used [ADP Workforce Now] after manual weekly payroll required site-specific pay cheat sheets, timecard entry and roughly 20,000 cost codes. Workforce Now stored the data in one place, let payroll select and cross-reference pay class codes through drop-down menus and supported faster approvals. This reduced the payroll burden by at least one day per week, which is especially valuable for field-heavy employers with many locations and pay classifications.
What results can a construction company see after automating payroll?
A construction company can see faster payroll processing, fewer manual steps and stronger visibility into payroll and HR data after automating payroll. Nugent Sand Company used [ADP Workforce Now] to replace manual pay cheat sheets with centralized pay class codes, automated union rule application, digital timecards and custom reporting. The company reported fast and error-free payroll, immediate reporting and seamless compliance support for multi-state and multi-union pay and tax rules. Its HR and payroll leader also saved at least one day per week, showing how payroll automation can create measurable capacity for more strategic work.
What payroll challenges do construction companies face with cost codes?
Construction companies can face significant payroll challenges when job costing, work sites and union rules create many pay classifications. Nugent Sand Company operated with roughly 20,000 cost codes, which made manual payroll entry time-consuming and increased the risk of classification errors. Using [ADP Workforce Now], Nugent Sand centralized that information and used drop-down menus to select and cross-reference pay class codes before approving payroll. For construction and employers, this kind of cost-code visibility helps make complex field payroll easier to manage without relying on manual cheat sheets.
How can employers keep payroll rules current when union contracts change?
Employers can keep payroll rules current when union contracts change by using a payroll system that allows new pay class codes and rules to be added as needed. Nugent Sand Company used [ADP Workforce Now] to store pay class codes and add new codes on an ad hoc basis when contracts stipulated different requirements. The system then supported drop-down selection, cross-referencing and payroll approval from the same workflow. For employers negotiating or updating union contracts, configurable payroll rules reduce the need to rebuild manual spreadsheets every time pay rules change.
How can digital timecards help employees with multiple jobs in one day?
Digital timecards can help employees with multiple jobs in one day by giving them a clearer way to assign the right cost code to each block of work. Nugent Sand Company used [ADP Workforce Now] and digital timecards so workers could submit time using drop-down menus tied to their job cost codes. Some employees completed 5 to 10 different jobs in a single day, each with its own pay code. This process streamlined timecard submission and helped employees manage their own data with greater confidence that they would be paid accurately for their work.
