Background

Savos enabled DBS to improve hiring decisions across customer-facing banking functions by generating richer candidate intelligence through AI-led investigations, helping recruiters identify high-potential talent faster and more consistently.

The Problem

DBS hires across a broad range of customer-facing functions where success depends on more than technical qualifications. Candidates may possess similar credentials and work experience yet differ significantly in communication ability, customer orientation, stakeholder management skills, and relationship-building capability.

Traditional recruitment processes relied heavily on resumes and interviews, making it difficult to consistently surface these qualities early in the hiring process. The challenge was to provide recruiters and hiring managers with deeper candidate intelligence that could improve shortlisting quality while reducing evaluation effort.

 

Outcomes of Project & Success Metrics

Observed operational outcomes included:

  • Up to 55% reduction in recruiter screening effort
  • Up to 3x faster candidate evaluation workflows
  • 35% improvement in shortlisting consistency across hiring teams
  • 25% increase in recruiter productivity
  • 40% faster time-to-shortlist

KPIs tracked include:

  • recruiter productivity
  • time-to-shortlist
  • shortlist-to-interview conversion
  • hiring manager satisfaction
  • candidate engagement rates

Lessons Learned

Key lessons learned included:

  • resumes alone provide limited visibility into customer-facing capabilities
  • AI-led investigations surface richer candidate intelligence
  • evidence-backed recommendations improve recruiter confidence
  • human validation remains critical for final hiring decisions