May BLS Report: Job Growth is Back on Track

The Bureau of Labor Statistics’ monthly Employment Situation revealed that the unemployment rate is once again on the decline, dropping from 6.1% to 5.8%. 559,000 jobs were added in May, more than twice as many as April’s numbers.  As restrictions continue to ease with over 40% of the U.S. population fully vaccinated, schools and businesses … May BLS Report: Job Growth is Back on Track Read More »

Mars’ Secret To A Sweeter Candidate Experience

Mars’ Secret To A Sweeter Candidate Experience

On the surface, your career site looks sweet. Authentic messaging? Check. Engaging content and video? Check. Personalized job recommendations, chatbot, hiring events? Check, check, check. 
 

So why are you still experiencing high candidate drop off and a low ratio of completed job applications to job views? Most likely, it comes down to a critical yet often overlooked element — an inconvenient apply process that stops otherwise eager job seekers dead in their tracks. 
 

But with the right tech, TA teams can do something about this unsavory experience, says Josh Ayala, Global Process Manager of Talent Acquisition at Mars, the world’s leading manufacturer of chocolate and fan favorite confections.
 

Ayala shared the secret to what’s driving more conversions and powering better performance than ever for the Mars career site during Phenom’s IAMHR virtual conference. Find out what Mars and other Talent Experience Management (TXM) customers are using to sweeten their candidate experiences from “hi” to “apply” and beyond.
 

Treating Candidates To A Seamless Experience 
 

As the parent company of top candy brands and pocketbook staples like Extra, Altoids, and Lifesavers, Mars understands that job seekers expect a certain experience when perusing and pursuing open opportunities.
 

When their TA team turned to Phenom to improve their candidate experience, they had just gone through a global rebrand and wanted to weave their new brand identity into all aspects of the candidate journey — apply process included. 
 

“Being able to customize our apply flow to meet our Mars branding, purpose, and identity — and be able to share that experience with the candidate — was one of the top reasons we did that at first,” said Ayala. “We saw the advantage of being able to own that candidate experience [and] what the candidate will go through.”
 

Without it, a job candidate lands on a fabulous, modern career site, finds the perfect job, and clicks “apply,” only to be booted to an antiquated, clunky application process that’s anything but personalized. The result? Countless candidates abandon ship, recruiters gather zero information on partial applicants, and what could have been a match made in heaven instead leaves both parties wondering what could have been.
 

This broken experience can overshadow even the most advanced career sites — but it doesn’t have to, Ayala points out. Together with Phenom’s CRM and seamless ATS integrations with countless partners, Hosted Apply gives candidates the ability to complete every step in the apply process without ever leaving a company’s career site.

Learn how Brother increased completed applications 85% with Phenom 

 

The Benefits of Hosted Apply 
 

Here are the top ways Phenom’s Hosted Apply flow has empowered the Mars team to improve their candidate experience, resulting in more “submits” and less drop off.
 

Increased conversions. Keeping the apply process streamlined on your career site provides a more consistent, cohesive candidate experience that significantly increases conversion rates.“Analytics show performance is better than our previous career site, including more visitors and a higher percentage of conversions,” Ayala revealed.
 

Instead of re-entering the same information over and over again, candidates are given the luxury of applying through various social profiles, which prefills required information — or they can instantly upload a resume via the cloud. Easy, peasy.
 

Lead capture for partial applicants. Behind the scenes, AI captures profile data of partial applicants and feeds it into the CRM. This means that a candidate who doesn’t actually submit a resume can still become a viable lead for a recruiter to personally engage and nurture.
 

AI’s sophisticated matching capabilities makes it easy to personalize the communication with relevant content and targeted recruitment marketing campaigns that are more likely to inspire a completed application. 
 

Real-time candidate traffic patterns. The CRM also shows in real time when and where a candidate drops from the application process. By being able to pinpoint this information, recruiters can dig deeper to figure out if there’s a root cause along the way that can be fixed to encourage a complete apply. For example, many companies realize they need to shorten the application, modify specific questions, or reduce certain requirements.
 

In addition, the ability to analyze where job seeker traffic is coming from helps teams easily measure ROI and adjust ad spend depending on which job boards are generating the most leads. 
 

Analytics to optimize content. When apply conversion rates lag, the job title or description itself (rather than the application process) may be the reason, Ayala noted. Apply flow analytics can help TA leaders uncover and remedy potential bottlenecks with data-backed insights. 
 

“A lot of times, drop off is not just in your application. It could potentially be your job titles or job description. This gives us a way to revisit the job descriptions … and see how we can make this a little bit more of a persuasive and engaging job description to get the candidate excited,” Ayala revealed.
 

 

The role of analytics in optimizing career site content is especially important to companies today, as they vie for top talent and look to differentiate their employer brand. Given the spotlight on diversity equity and inclusion initiatives, a global view of regional career site performance also reveals which sites may need revisions to attract more candidates. 
 

Looking forward, Ayala anticipates maximizing Phenom’s localized career site subtenants according to regional needs and preferences to improve the candidate experience even further. “That’s where we want to go next,” Ayala said. “We know that there are different needs by region and by country, culturally. We have customized career sites specific to location, and that was the purpose — a better candidate experience.”
 

The Phenom Difference 
 

Beyond improving apply conversion rates and overall career site performance, Ayala noted other ways partnering with Phenom has given his team a competitive edge.
 

Best practices. Ayala has been able to put Phenom’s experience and insights to work for Mars. “They advise on what makes the most sense for the brand, and share what other clients are doing to engage candidates,” he revealed. Personalized ongoing customer support including platform optimizations and expansion opportunities is a key differentiator Phenom bakes into all partnerships.
 

Downtime support. “As we all know, systems are imperfect at times,” Ayala said. But the hosted apply flow allows Mars to customize error messages to give candidates accurate FYIs about temporary downtime, or a heads up when their application may not have made it into the system. This type of transparent communication is paramount to making candidates feel informed and respected, which goes a long way in building brand affinity. 
 

Providing an application process that matches the convenience and class of your career site is essential — especially in today’s tight labor market. Thanks to Mars’ proactive, personalized approach to the candidate experience, one thing is certain: job seekers will never leave their site with a bad taste in their mouth. 
 

Interested in how you can take advantage of Phenom’s Hosted Apply and seamless ATS integrations?

Request a demo!

jennifer.thomas
Fri, 06/04/2021 – 09:50

Career Site Essentials: How UScellular Connects with Top Talent

Career Site Essentials: How UScellular Connects with Top Talent

UScellular recently overhauled its career site, putting candidate experience front and center by adding user-generated content, personalization, AI, and analytics to reach its goal of forging connections with candidates. Eric Clemons, Sr. Manager, Employment Brand Strategies, oversaw the project and shared his story on the May 27 episode of Talent Experience Live.
 

As online consumers, we’ve come to expect things like personalization, customized content and easy, seamless interactions that allow us to find what we’re looking for faster and take immediate action.
 

Think of Amazon, Netflix, and Spotify — their services for us, according to our unique preferences, keep us coming back for more shopping, movies, and music. This is what we’ve all come to expect when visiting a website — and career sites are no exception.
 

Job seekers expect the same consumer-like experiences that have been normalized by popular consumer brands, but too many organizations are failing to deliver. Employers must optimize their career site and candidate experience to attract top talent, and then engage those candidates with a compelling, personalized experience. 
 

So where can your company begin? 
 

Get the details behind UScellular’s newly refreshed career site, including its all-new personalization features and video and employee testimonials! Watch the full episode in the video player below, and read on for highlights. 
 

Telling authentic UScellular stories

As a senior-level TA manager for the nation’s fourth-largest cellular provider, Clemons leads his team as they recruit for roles that span the talent spectrum, from frontline sales and customer service positions to engineers and IT professionals. 
 

When a company-wide rebranding initiative spurred a career site refresh, Clemons took the opportunity to modernize the site so it matched the needs and expectations of candidates. 
 

“It was one of those situations where while you’re under the hood, you might as well address everything down there,” he said. 
 

Getting cross-department input was key for identifying changes and selecting new content for the site. “It gave us the opportunity to meet with different stakeholders and subject matter experts throughout the organization to say, ‘Look, here’s what we have. How can we really make this page pop? What stories can we share? What testimonials and videos can we put up?’”
 

Real stories from real employees

For true authenticity, Clemons opted for user-generated photos and video instead of stock images. Employee testimonials are a major element — Clemons believes having associates share real-life stories of their experience is far more impactful for candidates. 
 

”We want to put our storytellers out there,” he said. “I personally can tell you how great of an organization it is from an employer branding perspective, or I can let the actual associates tell you.”
 

Highlighting the commitment to DE&I 

Diversity, equity, and inclusion (DE&I) sits at the top of the priority list for many job candidates. 
 

UScellular, named by Forbes as a best employer for diversity, wanted to better communicate its dedication to DE&I and how those efforts benefit employees. 
 

In addition to giving the DE&I page link a more prominent position on the site career site, Clemons worked closely with their internal DE&I team to design a new, high-impact page, drawing on employee resource group activities for content.

READ MORE: Diversity and Inclusion: The Definitive Guide for HR

“It’s really just taking some of their best stories and pushing them out to the site,” he said. “If you have a great story to tell, it’s a matter of how do you want to tell that story. How do you want to share that externally?” 
 

Ensuring job candidates are comfortable with the process

Making sure applicants are comfortable with your company’s application process is a critical part of delivering a great candidate experience. 
 

“As we think about the interview process, we want everyone that applies to be successful,” Clemons said. “This isn’t a ‘gotcha’ moment. We want to set expectations up front.”
 

He and his team developed a “What to Expect” page that includes video tips from TA advisors that cover helpful tips, like how to dress and how to answer behavioral interview questions. “It puts a face to the other side of the email,” Clemons said. 
 

UScellular also makes it as easy as possible for candidates to access “What to Expect” information. Instead of making applicants dig for it on the career site, they’re automatically redirected to the page after scheduling an interview through the site’s chatbot. 

BLOG: Finding Talent in a Digital Haystack: Tips for Recruiting for Hard-to-Fill Roles

Personalizing the candidate journey

Forging lasting connections with candidates is a primary goal of the UScellular TA team, and it largely depends on the personalized experience each candidate receives. With that in mind, the team implemented a few critical updates: 
 

Skills-based job recommendations

Candidates who wish to apply for a job with UScellular have the choice of uploading their resume or filling out a questionnaire. On the back-end in the CRM, their candidate profile is automatically populated. 
 

“So each time they visit the site, they’ll have job recommendations pop up,” Clemons said.
 

Chatbot

The chatbot on UScellular’s career site acts as a personal recruiting assistant, answering FAQs and guiding the candidate through the job search and apply process. It’s a tool that makes application processes easier and more memorable for top talent. 
 

Talent community 

When candidates join the UScellular talent community, the recruitment team can create a profile in the CRM. Having candidate information on hand helps recruiters more easily stay in touch with targeted campaigns and talent, pushing out relevant content on resources and new jobs.
 

REPORT: Key Trends & Takeaways of the Fortune 500’s Candidate Experiences

Using analytics to guide career site updates

A career site refresh is a great opportunity for TA teams to more effectively reach candidates, but with that update comes the possibility of overhauling hundreds of pages and thousands of pieces of content. Daunting and intimidating, the project can cause a lot of stress and loads of extra work for the employees involved. 
 

To help prioritize efforts, Clemons relied on Phenom analytics for a clear view of how well various pages were (or were not) performing.
 

Optimizing job description pages

While the career site homepage gets a lot of time and attention – and rightly so – job description pages will likely need significant updating, too. After all, they’re the first point of interaction for candidates who find your organizations through job boards. 
 

“We looked at some of the analytics behind the pages, and one of the most interesting things we found in the process was that our job description pages were the No. 1 visited pages, but dropoff was high,” Clemons said, “What that told us was, people are coming in through job boards, they’re looking at the job descriptions, and then most of them are leaving.” 
 

The UScellular TA team is experimenting with approaches to create more engaging job descriptions, testing the impact of using video and directing users to other site pages for more information. (And Phenom’s no-code-required CMS makes it possible and easy to experiment like this.)
 

Next up: focusing on the employee journey

Clemons is noticing that the employee experience – particularly career growth opportunities – is the top driver of attracting and retaining top talent. 
 

“We’ve been working really closely with our leadership development team,” he said. “We’re finding with external data that career growth and development is a significant attribute that someone looks at when they’re making the decision to join the organization.”
 

The team plans to build out additional career site pages to showcase UScellular’s commitment to employee growth and development, including a spotlight on the company’s leadership academy and career progression resources.
 

“We know this is what people want to hear. These are the stories that we need to be telling,” he said. “It’s really just pushing the limits on this new canvas. What can we do from a greater flexibility perspective? How can we make this site stand out from the competition?”

 

Sign up to get notified about future episodes of Talent Experience Live! Catch us on LinkedIn, YouTube, Twitter, and Facebook every Thursday at noon ET to get the latest in recruiting, talent acquisition, talent management, and HR tech.

holly.pennebaker
Thu, 06/03/2021 – 10:11

Introducing Avature 9.1

The Opening Act of A Hyper-Personalized User Experience As consumers, we used to seek out products and experiences. Today, we have grown accustomed to products and personalized experiences being delivered to us (e.g., UberEats, Amazon, Groupon, etc.). Here’s some food for thought: Why should our professional lives be any different? Today, a great user experience […]
The post Introducing Avature 9.1 appeared first on Avature.

Reinventing University Recruiting: Meeting Talent Demand with Recent Grads

Reinventing University Recruiting: Meeting Talent Demand with Recent Grads

In this recap of the May 20 episode of Talent Experience Live, Kayla Drady, Director of Talent Acquisition Strategy & Operations at Mercy, shares strategies that transformed virtual university recruiting for one of the top five largest healthy systems in the U.S. 

As organizations emerge from the pandemic and manage a tight labor market, the demand for talent — including recent grads — is approaching a height organizations haven’t seen in years. 
 

Today’s students are hard to reach. They’ve been greatly affected by pandemic stressors and are connoisseurs of the virtual experience. It’s a challenge that requires employers to re-think their entire university recruiting approach.
 

With smart strategies underpinned by Phenom’s talent experience platform, the Mercy TA team stays on the pulse of university recruiting — which has led to spectacular results. “We’re really excited that even through a global pandemic and the nursing shortage and how competitive the market is right now, we were still able to make 60,000 hires into our organization,” Drady said. 
 

Watch the full episode below for Drady’s advice on standing out when attracting university students, and learn how you can apply some of Mercy’s most successful tactics to your own university recruiting program. Phenom Product Manager Chris Lysiuk weighs in as well, with an eye on emerging trends in tech-driven recruitment.
 

Shifting to a virtual approach
 

Pre-pandemic, Mercy maintained their presence on university campuses within its market. Classroom visits, lobby tables, career fair booths, and lunch and learns were tried-and-true ways to connect with students. 
 

But when the pandemic began, it erased all of those in-person points of contact. Fortunately, Mercy had already implemented Phenom’s Talent Experience Management (TXM) platform, which enabled a smooth pivot to virtual career fairs.
 

Mercy still had a big question at hand: How would they replace all of those other connection points that were so important to student recruiting? “We had to think differently,” Drady said. “What are some other ways we can meet [students’] needs, and still attract them and be unique, and a little bit different from our competitors?” 
 

Students in Mercy’s talent pool faced not only the pressures typical of nursing school, but additional stressors related to Covid-19, Drady pointed out. So she and her team came up with new methods to meet students in the moment, providing helpful content and using technology to make their lives easier.
 

Providing students with high-value content through webinars 
 

Drady said they’d have to give students additional content — more than Mercy’s employer value proposition  — if they were going to make an impact. Her team developed a webinar series to help with the interview process featuring Mercy’s nursing leaders. 
 

“We wanted to give them engaging content they could relate to in the moment,” Drady said. “We hosted different topics every week. One was around interviewing tips and resume writing — those real-world things that you don’t learn in school, but are so important for students to know as they go through the hiring process.”
 

SMS keyword texting: a better experience for students and recruiters 

Along with building engagement, of course, these virtual events had to give students a way to connect with Mercy employees. Not only were recruiters available during the webinars, they simultaneously used SMS messaging as a quick and easy way for students to share their information when they wanted to learn more. 
 

The method is simple: During the webinar, the team displays a text code with a keyword on the presentation screen. By texting the code, students would receive a link to share their contact info. 
 

On the back end in the Phenom CRM, this triggers creation of a profile that’s tied to the specific event. The SMS keyword makes it easier for students and eliminates manual work for recruiters.
 

“It’s made a difference, and the texting has been so impactful for us,” Drady said. “Candidates are responding right away. No more having to call them and leave voicemails … you can get them in the moment, get them scheduled for an interview the same day, even get an offer out the next day. It’s been a tremendous success.”
 

Reflecting the Mercy brand 

Interacting with students through SMS texting also supports the Mercy brand, aligning with the health system’s dedication to innovative healthcare. 
 

“We’re really on the forefront of innovation,” Drady said. “If that’s what we’re doing – providing that type of innovation and technology for our patients – we should also be doing the same for our candidates, because it all correlates.” 
 

Using the CRM for immediate and targeted outreach
 

Recruiters are also better leveraging the CRM’s tagging and analytics capabilities for strategic outreach and follow-up. 
 

“We can tag [students] – what school did they go to, what year did they graduate – within the CRM and be more strategic, and make sure we’re following up with those students immediately. You can send them an email blast; you can already have a template created,” Drady said. 
 

Along with greater efficiency, Drady values the analytic capabilities this allows. For example, tracking reveals who’s opening emails and who’s clicking on CTAs. 
 

CASE STUDY: How Mercy Converted 69% of Job Seekers 
 

“That’s another thing that I love about Phenom,” she said, “those real-time analytics, and being more strategic. Working smarter, not harder.”
 

BLOG: How Mercy is Hiring Nurses Faster with Phenom CRM, Events and Campaigns 
 

Nurturing relationships to support long-term recruiting goals

Even when new grads don’t initially join the Mercy team, tying their information to a specific event and graduation year gives recruiters a way to stay in touch. With nurture campaigns to keep the Mercy brand top-of-mind, recruiters build a talent pool to draw from for future positions that require some prior work experience. 
 

“You have to always be looking forward,” Drady said. “If they’re graduating in 2021, let’s tag them as a student grad for 2021. But, in a year from now, they’re going to have a year of experience …  so you can then go back and filter by those tags and lists, and then re-engage those candidates. Even if they didn’t join your organization a year ago, now is the time to reach back out to them.” 
 

Why Mercy plans to use a hybrid approach to university recruiting
 

Drady looks forward to the possibility of an in-person presence on campuses this fall. “We miss it. it’s just different being face-to-face,” she said. 
 

At this point, Mercy TA plans to pair virtual outreach with on-campus recruitment activities. Using a hybrid approach will allow the health system to continue to build new relationships with universities outside former geographic limits, tapping into new candidate markets.
 

The experience of recruiting in 2020 equipped talent acquisition teams with a blueprint for virtual success. Drady said that in looking ahead to recruiting college grads come fall, Mercy looks forward to at least (partially) getting back to in-person experiences.
 

READ MORE: Back to the Office: Exploring the Future of Hybrid Work 
 

What university recruitment trends are on the horizon?

Phenom’s Chris Lysiuk agrees that virtual recruiting has forged a place for itself that will outlast the pandemic. 
 

“Virtual recruiting is here to stay. I think in the landscape of university recruiting, it’s shown to have a lot of pros,” he said. “Now you can reach a more diverse student base, rather than shortlisting core schools. You can expand your footprint and go out to schools you haven’t thought of prior.”
 

As a product manager specializing in the university recruiting experience, Lysiuk has gained insight on other emerging trends:
 

Automation tools to streamline steps in virtual event creation and hiring process
Employer branding and candidate engagement: thinking beyond pitching to adding value
Video and customized content to personalize the virtual experience
Tools like chat platforms that can create a beyond-Zoom experience for virtual events
 
“We’re finding this newer generation of candidates requires deeper touch points than typical monotonous presentations. It’s forcing organizations now to think about creative ways on how they can further engage candidates in a digital age, outside of just talking at them.” 

 

Sign up to get notified about future episodes of Talent Experience Live! Catch us on LinkedIn, YouTube, Twitter, and Facebook every Thursday at noon ET to get the latest in recruiting, talent acquisition, talent management, and HR tech.

holly.pennebaker
Wed, 05/26/2021 – 07:21

A Look Inside The Warehouse Group’s Purpose-Driven Employee Experience

A Look Inside The Warehouse Group’s Purpose-Driven Employee Experience

A massive business re-structure that impacted thousands of roles. A new initiative focused on agile work and internal mobility. The need to educate, engage, and excite an entire workforce. And … a pandemic. 
 

That’s what 2020 had in store for The Warehouse Group (TWG), one of New Zealand’s largest retailers. What sounds like a recipe for disaster, however, resulted in an amazing story of success led by TWG’s Kim Nicholas, Chapter Lead of Talent Acquisition, and Ann Dane, Systems Integration of Talent Acquisition. 
 

Using Phenom Employee Experience to drive the transformation, Nicholas and Dane were able to meet countless challenges head on with strong communication, education, and engagement strategies — and exceed expectations for a more transparent and meaningful EX.  
 

With employee experience finally getting the widespread attention it deserves, you won’t want to miss the story they shared with us during our virtual IAMHR conference.  
 

A Closer Look at the Retail Giant’s Reorg Challenge
 

TWG is big — so big that 98% of New Zealanders are past or present customers, surveys show. It’s not surprising considering the retail giant, which owns 260+ stores across the country, represents numerous retail sectors across brick-and-mortar and e-commerce sites. 
 

Despite its size, the company is also well known for an enduring legacy of community-minded, customer-dedicated values. But to continue exceeding customer expectations and relevancy in an ever-changing retail world, TWG realized a change was needed: a shift toward a more agile way of work.
 

What came next was a major reorg for the 12,000-employee company. Teams were restructured and streamlined, many job titles were changed, and new roles were created. The transformation affected thousands of office support employees and employees across store networks. 
 

With such large-scale change and shifting business strategies, Dane and Nicholas knew they had to help TWG employees understand the journey of the business to facilitate adoption. And so, “We did three key things,” Nicholas revealed:

communicated in every way possible
educated continuously
elicited excitement about the upcoming changes 

The question you’re probably asking: How?
 

Putting Communication First

Even with the best of intentions, change management is daunting — especially with so many employees in so many locations. In addition, the restructure would create 781 new job vacancies, which the TA team planned to promote internally. 
 

Luckily, TWG had already invested in Phenom Employee Experience, and used their new internal mobility and employee portal capabilities to launch a microsite that served as a one-stop shop for education and career information during the transformation. 
 

Even before the restructure took place, Nicholas and Dane made it their mission to inform employees of upcoming changes, and how the transformation would affect them. They knew engagement and buy-in would depend on full transparency. 
 

“Sometimes you might think in a restructure, ‘well, communication might come second.’ We actually wanted to put it first,” Nicholas said. “We communicated in every way, so that team members would know what to expect, right from the start.”
 

CASE STUDY: How Kuehne+Nagel built a scalable internal sourcing strategy
 

As the communication journey unfolded into the education piece of the strategy, the team used multiple channels and methods —  including virtual fireside chats with executives, town halls, recruitment 1:1 sessions for candidates, and panel discussions to help employees understand and adopt TWG’s new way of work. 
 

“We actually over-communicated, but that was the intent,” Nicholas said. “We really wanted to make sure they had one place to go for all the information, so that anywhere, anytime, they could just pop on and get the right insights.”
 

A One-stop Shop for Education, Internal Mobility & Support

“Educating the business was key to enhancing employee experience,” Dane revealed, echoing Nicholas’ sentiment. “We wanted to ensure all 1,200 team members in our store support office could find everything they needed to know.” 
 

Through Phenom, they streamlined information into one central content hub accessible through their employee portal. The 35-page microsite — which they aptly named the Agile Career Hub — gives employees access to a range of information and resources, and helps answer three vital questions:
 

What Is “Agile?” Employees needed to know the what and why behind TWG’s shift toward more agile processes. The hub’s homepage addressed this and gave a high-level look at the new business structure, explaining timelines and terminology. 
 

How Do I Fit In? In addition to educating employees on the shift toward agile processes, TWG wanted to show team members how to navigate new career paths and opportunities within the re-structured organization. 
 

Subpages provided an in-depth look at the major areas of the business, as well as the “tribe” and “squad” structures TWG designed as part of the re-org. The pages displayed team structure maps with headshots, information on team leads, videos and job descriptions, and were interlinked to promote easy, intuitive navigation. Staff could better understand how current positions might potentially change to fit into the new way of work, as well as see potential opportunities and qualifications.
 

“These were super-easy to be able to design and post up on the Phenom site,” Nicholas added.
 

Where Can I Get Support? TWG also wanted to provide general resources to promote wellbeing and resilience, especially considering the timing of the reorg during the pandemic. From helpful resume and interview advice to webinar videos detailing how the internal recruitment process would run, Nicholas and Dane knew that thoughtful content would be pivotal to users and their overall experience. 
 

What else is possible with Phenom EX? Check out MGM’s amazing alumni success story!
 

Proving Enthusiastic Adoption with Metrics

One of the top concerns of companies investing in employee experience? Whether it’s working. For TWG, that would be a resounding “Yes,” judging by the notable performance metrics they shared. 
 

Within the first two months of going live with their new EX platform, the team saw indications of both strong engagement and a user-friendly site across the 1,500 support office employees the platform was first made available to:
 

1,400 new sign-ups in three days

12,471 employee visits

3,167 apply clicks to internal positions

2,714 logins 

97,767 total page views

6+ minutes average time on site

Better yet, the success has been ongoing, with 82% of visits to the internal mobility site made by returning users.
 

Key Attributes For Success
 

What should companies facing similar challenges and initiatives keep in mind to mirror TWG’s successful engagement and adoption of internal mobility technology? According to Nicholas and Dane, three elements are key:
 

Single platform. The power of a one-stop shop can’t be overemphasized. The ability to use a single platform to accommodate all EX related needs (as well as one that streamlines the entire talent experience including CX, RX and MX) creates an invaluable, seamless journey for employees that simultaneously educates and empowers.
 

Over-communication. As long as your content is organized and easily accessible, the more information, the better. Give employees the option to drill down into as many details as they need to understand org structure, available opportunities, and skill requirements so they can make educated decisions regarding their future career growth. 
 

Ongoing partnership. TWG was able to rely on Phenom customer support to pave the way to a smooth implementation. Especially appreciated? Phenom’s daily efforts to gain a full understanding of TWG’s needs and goals — which will continue in the form of optimizations, expansion opportunities, and continued adoption support as their usage evolves.
 

Despite its size, TWG’s purpose is simple: Helping Kiwis live better every day. Judging by their employee experience, it’s clear they’re doing exactly that for their people. 
 

See what Phenom Employee Experience can do for your most valuable assets — Get a demo today!

jennifer.thomas
Tue, 05/25/2021 – 10:20

How Phenom Uses Phenom: Video Capture

How Phenom Uses Phenom: Video Capture

Who could possibly tell your company’s story better than the people who are building it? 
 

User-generated content (UGC) from your employees offers a unique and authentic look at your culture and brand. For job seekers who are considering applying to an open role within your organization, employee stories can also help them determine if it’s the right next step in their careers. 
 

And that’s exactly why we handed the microphone over to our team to share the news when we announced our Series D round of funding earlier this year.
 

We wanted to celebrate this milestone by looking inward and celebrating what makes Phenom so special: our people. To make it happen, we posed a couple of questions to our teammates that tied back to our purpose to help a billion people find their right job, as well as the core values that drive them to excel each day:
 

Tell us about how you found the right role for yourself.
 
Describe which of Phenom’s core values resonates most with you. 

Employees were encouraged to record their responses via video, and we promoted the campaign internally through email and Slack to drive participation. 

 

Our Process: Using Phenom Video Capture & Campaigns
 

Videos are great — we all know that! But making them is a whooole process, right? Fortunately, there’s a simpler way to create video content that showcases your employer brand.
 

Enter Phenom Video Capture, a new addition to our platform, that enables recruiters, candidates, employees, and managers to easily record, publish, and share video throughout the talent experience
 

Using the video capture feature within Phenom, our employees were able to easily record and submit their videos to our recruiting team. To collect the content, we created a new email campaign in the Phenom CRM, and then shared it throughout the company. Within the email, we included additional tips to ensure quality lighting and sound — then we were ready to call, “Lights, Built in web-camera, ACTION!”
 

Don’t have Video Capture? No problem! You can also capture employee generated content by asking your team to record via Quicktime and upload it to Google Drive or a Dropbox folder. All they have to do is open Quicktime on their desktop and select “New Movie Recording”. 

Next Steps: Sharing Our Employee Videos
 

After we received videos from employees, we had the option to share them on our social channels and landing page directly from Phenom CMS with the simple click of a button.
 

For this campaign, we decided to infuse our employee videos with more Phenom branding. Our video team took all of the video source files and composited them onto branded backgrounds with intro and outro animations. From there, each employee shared their branded video on their own LinkedIn pages.
 

Once all of our videos were promoted, we created two mash-up-style videos of our favorite clips from each prompt to share on Phenom’s social channels. Ready to check them out? Roll out the red carpet — it’s time to premiere! 
 

Prompt 1: Tell us about how you found the right role for yourself.
 

Prompt Two: Describe which of Phenom’s core values resonates most with you.
 

Offering a genuine look into your company culture has never been more important, and user-generated videos is one of the easiest and most impactful ways you can do so!
 

Request a demo to see video capture in action! 

holly.pennebaker
Fri, 05/21/2021 – 22:14

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