Deluxe, a Trusted Payments and Business Technology™ company, helps businesses pay, get paid, optimize and grow. For more than 100 years, Deluxe has championed businesses so communities thrive at all stages of their lifecycle, from startup to maturity.
1. What changes have you made to your candidate experience recently? What improvements are you most proud of? How do you know that your changes are making a difference?
Recently, our website underwent a complete revitalization to serve our candidates a more seamless digital experience. Not only did the entire design aesthetic improve, but we added what we consider to be more relevant information for our candidates. We also implemented a strong email newsletter strategy and social marketing strategy. So far, we’ve increased our impressions and visits by considerable amounts, and we believe candidates are responding better to our content.
2. Why did you decide to make changes to how candidates were being treated? What data or evidence prompted you to make a change?
We strongly believe that a better digital experience for candidates can be the make or break of whether they choose Deluxe as their employer of choice. We felt that our previous website was a disservice to the meaningful conversations our recruiters work hard to have with our candidates.
3. How did you build support and commitment within your team and the broader organization? How did you demonstrate the importance of candidate experience?
With the market being more competitive than ever, we knew our digital footprint and marketing efforts were vital to attracting top talent to Deluxe. Luckily for us, leaders and team members across the board were in full support of our revitalization.
4. How do you measure candidate experience? How do you report on your recruiting process? How do you use that data to demonstrate financial impact as well as manage recruiter and hiring manager behaviors?
Here are a couple of examples (see below):