How A Leading North American Financial Institution’s Tech-Savvy Talent Experience Resonates with Candidates and Recruiters

The Challenge

As a major bank in North America, this financial group prides itself on financing clients’ growth and innovation, investing in the future-readiness of their workforce, and leading efforts for a thriving economy. But a few years ago, they realized their talent experience didn’t offer the same level of digital sophistication as their financial services.

The company’s talent acquisition team envisioned a solution that would capture and centralize candidate data as well as allow the team to employ innovative strategies and tactics to distinguish their candidate experience. “Everything is technology based today,” said their TA Technology Business Analyst. “We wanted to keep up with that.”

Candidates weren’t the only audience slated for an experience upgrade. The company knew its recruitment team could benefit from a more holistic, digitally focused talent solution as well. “Overall, our recruiters needed a more seamless, user-friendly tool. The CRM we had in place wasn’t being used very heavily,” they said.

The Solution

The bank conducted a robust RFP process to find a comprehensive talent solution they could grow with. AI-powered career site capabilities and talent CRM functionality for enhanced recruitment marketing and events topped their priority list.

“Phenom provided the innovative product roadmap we were looking for. We wanted a partner to push us outside our comfort zone and work with us on where we wanted to be down the line,” the TA Technology Business Analyst said. They implemented Phenom’s Intelligent Talent Experience platform and are currently leveraging the following features:

Career Site, Talent CRM, and Fit Score
The powerful combination of a Phenom Career Site and CRM gives their TA team the ability to capture, centralize, and manage candidate data, which is what inspired their initial quest for new HR technology. Infused with AI and automation capabilities like Phenom Fit Score, the CRM provides precision and efficiency when it comes to recruitment marketing. Recruiters can use AI fit scoring and matching capabilities to quickly surface candidate profiles with skills and experience that align with job descriptions. “This is being adopted very heavily by our teams that focus on sourcing and finding the right candidates,” they said.

One-Way Interviews
To meet high-volume demand for in-branch roles, recruiters need to contact as many candidates as possible. Using Phenom One-Way Interviews in the form of video assessments instead of phone interviews for more junior level positions has been a “huge win” that has transformed the screening process.

“Candidates say they think it’s a really cool process. It makes us stand out from competitors,” they noted, praising the tool’s multi-language feature which they leverage to easily add video assessments in other languages for candidates whose first language is not English. “Video assessments save our recruiters a lot of time that used to be spent on the phone. They can find the right candidates more quickly now,” they said.

Events
To streamline event creation, registration, and promotion across their career site and via social and email campaigns, TA team members are leveraging Phenom Events. They simply fill out form fields with event information (e.g., title, date, time, description), and the tool generates a unique URL and landing page. This allows easy registration for participants and also collects and stores their data in the CRM, where recruiters can create segmented nurture campaigns targeting specific audiences and event attendees.

“We love that the events module generates QR codes with each event, which makes it a lot easier for both recruiters and candidates. It’s little things like this where Phenom helps us stand out more and engage people better,” they said.

The Results

Now that they are able to deliver the tech-forward experience they envisioned for candidates and team members, the company is benefiting across the board with enhanced recruiter efficiency and collaboration, as well as better candidate engagement.

In the past, recruiters used manual spreadsheets to manage passive talent. Now, with a centralized talent pool and automations, they can focus on more strategic efforts.

“The digitization aspect helps us connect with candidates better, whether they’re passive or already engaged,” they said. “We’re getting great feedback from recruitment leaders and recruiters themselves that Phenom eases their day-to-day tasks and helps fill reqs faster with top-tier candidates.”

In fact, due to its ease of use compared to external sourcing tools, recruiters who don’t yet have access to the platform are eagerly advocating for themselves to be onboarded based on peer feedback that it makes their workdays easier.

By lending transparency and visibility into recruiting efforts, Phenom has also fostered stronger teamwork. “There’s better communication between the different business lines. Working in the tool helps highlight the fact that the team’s success is a shared responsibility rather than an individual effort.”

Together, with Phenom, they're achieving:

• Decreased time to hire

  An 85% application completion rate combined with over 3,300 quarterly completed one-way interviews across 336 jobs contributed to faster roll filling with more qualified candidates.

• Increased talent pipeline

  With more than 10,600 unique leads in one quarter, each of their 800+ branches could add 13 quality employees per branch.

• Increased engagement of passive talent

  In one quarter, another 71,000 profiles were added to their robust CRM database of 1.1M candidates for omni-channel engagement.