Case Studies

Syneos

Syneos

Syneos Health is a Nasdaq-listed multinational contract research organization based in Morrisville, North Carolina.

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?

In 2019, we developed and launched what we feel are effective microsites within our career pages in order to engage, provide details and guide our prospective candidates toward a positive experience, and in return drive more quality applicants to apply. These microsites include, but are not limited to, early career, interview tips and preparation and learning and development pages.

With the microsites, candidates can now learn what experience is needed to step into a pharmaceutical sales role and how to best prepare for seeking a career in this industry.

We understand our candidates want to know why they would want to work for Syneos Health, and they may prefer communication that is personalized. These microsites will allow our prospective candidates the opportunity to receive more relevant information and an overall candidate experience that is unique to them. These microsites, along with our Values, Why Work Here and Meet Our Team pages, allow candidates who visit our career site a chance to learn exactly why they should work for us, and in turn heighten their interest in our career opportunities.

Since rolling these microsites out, we’ve seen overall traffic increase on our career site. Candidates are navigating to these microsites, and the time they are spending there is high. We can see that candidates are reading and digesting the information versus just clicking in and out of the sites.

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 wanted to create a seamless site for candidates and allow more functionality and further ease in their navigation of our site as well as ease in locating our jobs and the overall application process. Prior to developing these microsites, we felt prospective candidates weren’t receiving key information about who we are as a company and what it means to be an employee of Syneos Health. They also weren’t receiving the information or tools they may need to decide whether a career within our industry was right for them.

With the microsites, candidates can now learn what experience is needed to step into a pharmaceutical sales role and how to best prepare for seeking a career in this industry.

3. How did you build support and commitment within your team and the broader organization? How did you demonstrate the importance of candidate experience?

We approached both our recruiting teams and our business units to explain how the development and launch of these microsites would help us attract more quality candidates.

If we are able to provide prospective candidates more information about our company culture and key characteristics about our workforce, that could allow the candidates an environment where they are entering the application process with eyes wide open about us as a company and the overall job itself.

We explained to these teams the higher quality of experience we would be offering to prospective candidates and also invited these teams to participate through their input and guidance in the building of these pages. 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?

We participate in the annual Candidate Experience Awards and use those survey results and data findings to identify improvements and processes.

If we are able to provide prospective candidates more information about our company culture and key characteristics about our workforce, that could allow the candidates an environment where they are entering the application process with eyes wide open about us as a company and the overall job itself.

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?

Measuring and analyzing candidate experience is critical to helping us understand where opportunities exist to update or optimize our recruitment process. Surveys are sent both to candidates who are hired and those who are still in process. Our survey approach allows for a very quick and easy opportunity to provide candid and customized feedback.

Additionally, we measure and track how quickly candidates move through the recruitment process. If we notice any themes that result in a slowing of candidate movement, we can further investigate and take immediate action to correct the issue.

Ensuring that candidates are moving through the process as quickly as possible also allows us to fill positions faster, ultimately resulting in a lower financial impact due to vacant positions being open a shorter amount of time.

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