We're celebrating 10 Days of Membership! Today's Gift: Receive $20 to Amazon.com with a professional membership with promo 10DAYSAM
Training, policies and tools to help HR prevent and respond to harassment claims.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Develop your HR competencies and knowledge in-person in 12 U.S. cities or virtually.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
How Fiserv revamped its candidate experience
Julia Levy, director of recruiting operations at Fiserv, speaking at SmashFly Transform.
BOSTON—Determining where a candidate's journey begins can have a big impact on attracting and hiring the right people.
Candidate experience is one of the buzziest phrases in talent acquisition these days but does it just apply to candidates? Julia Levy, director of recruiting operations at Fiserv, a financial services technology firm based in Brookfield, Wis., says no. "It's not just about the one person you hire. It's also about the 99 others that applied and the 50 others who saw your site or job posting and didn't even bother to apply," she told attendees at SmashFly Transform, a conference focused on the emerging discipline of recruitment marketing.
Previously, Fiserv was poorly served with an antiquated careers site and reactive recruiting strategy in the post and pray mold. The team relied on job boards and had limited metrics to benchmark their performance. But the company was determined to provide a "white glove" candidate experience, Levy said.
So how do you create a personalized, compelling candidate experience that converts a lead into a hire? Candidates are savvy, and it takes research across the different stages of the candidate journey to understand how to engage and nurture them for the right role. "We conducted focus groups with hiring managers and new hires, looked at data from candidates and researched consumer marketing practices," Levy said.
Gaining Executive Advocacy
Before she did anything else she took the research along with a formulated plan and presented it to executives for buy-in. "We explained why we thought candidate experience is important, and how we planned to move the needle in certain areas to make the biggest difference," she said. "We asked for their support. Our senior HR leadership had an 'ah ha' moment because talent is so important." Improving candidate experience was added to the senior executive operating plan and is now tied in to performance at that level.
Training Recruiters, Hiring Managers
Levy and her team partnered with the company's learning and development unit to create a training program for hiring managers, recruiters and sourcers around candidate experience. "We needed to make sure we defined what candidate experience is for Fiserv, and then communicate and train on it," she said. "We gave them brand training, so that everyone can be talking on point with similar messaging to candidates."
Two hundred and fifty hiring managers have been through the training thus far. Recruiting resources have also been made available. "We came up with tutorials on how to write a better job posting and gamified the experience around personalization and communication on LinkedIn to help get better response rates from outreach," she said. "Training has helped recruiters personalize their messages to candidates based on personality profiling. Someone you've reached out to 2-3 times and weren't able to get may get hooked in because you're speaking more clearly to their personality style."
Updating the Careers Site
Fiserv's previous careers site was "stodgy," according to Levy. It had stock photos, and no SEO strategy, editorial content, talent community form or clear call to apply.
"We just did a three-day onsite photo and video shoot with a variety of employees to replace stock photos with authentic and compelling real world stories," she said. The company now has about 12-15 different videos that are being scripted from interviewing about 45 employees and hundreds of employee photos. "We'll have this library of authentic content of images and soundbites to up our recruitment marketing and social media efforts," Levy said.
Personalizing the Experience
Personalization is the "make or break around candidate experience and making them aware of your brand," Levy said.
To that end, Fiserv is:
The company's attention to the candidate's journey is paying off, according to Levy. Eighty-six percent of candidates said they are likely or extremely likely to refer friends or family to Fiserv.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies