Video Interviewing: The PepsiCo JourneyThe PepsiCo Students Recruitment Case

Dan FitzpatrickTalent Acquisition Lead – PepsiCo Worldwide Flavours

March 2, 2016 2

Agenda

• The Challenges of PepsiCo Student Recruitment in 2014

• Our Triumph with PepsiCo Student Recruitment in 2015

• Real Results

• What We Love About Sonru

• The Candidate Experience

• Top Tips from the Team at PepsiCo

March 2, 2016 3

The Challenges of PepsiCo Student Recruitment: 2014

March 2, 2016 4

The Challenges of PepsiCo Student Recruitment: 2014

30+ hiring managers traveling

to conduct 200 campus interviews

Limited to 6 x 45-60 minute interviews

per day

Staff and Student Travel Costs

50/50 Choice:Interview 6,

Select 3 for AC

March 2, 2016 5

The Triumph of PepsiCo Student Recruitment: 2015

1. Time and Cost Savings50% Cost Savings.37 Days removed from process.

2. No More TravelVideo Interviewing eliminated the need to be physically on campus.

3. Seeing More Candidates in Less TimeHiring managers can now can view 4 x Video Interviews per hour.

4. Opened Up Pool of Candidates Hiring managers can now video interview 10 candidates and select 3 for Assessment Centre. We can now take chances on students even if we’re not 100% sure - risks we couldn’t have taken with campus interviews.

The Real Results

March 2, 2016 7

Real Results

1. Completion Rate: 92%13% above the average completion rate on the Sonru system (79%) and 9% above the average completion rate for graduate / student campaigns (83%).

2. Flexibility for Candidates86% of candidates completed their video interview outside of business hours or over the weekend.

3. Higher Conversion Rates80% of R&D candidates met standard at AC in 2015 compared to 56% in 2014.1st & 2nd choice candidates for every role in 2015, never before for every role!

4. Eliminated Interviewer NudgingWith campus interviews, there is always risk that some well meaning Interviewers will help/lead candidates that may be struggling with their answers. Asynchronous video interviewing brings consistency to the interview process.

What We Love About Sonru

March 2, 2016 9

What makes Sonru for me?

“You can access the videos as many times as you wanted and multiple people could view at any one time. It was also useful when there was a split decision.”

Olivia Whittlesey, BIS “Communicating the PepsiCo Culture through the branding, uploading our own videos and the tone of voice in our email scripts enabled us to automate an important stage of our selection process without compromising on the PepsiCo Touch. Sonru enabled us to keep the customary PepsiCo high touch at low maintenance.”

Dan FitzpatrickTalent Acquisition Lead – PepsiCo Worldwide Flavours

March 2, 2016 10

PepsiCo Welcome Video

March 2, 2016 11

PepsiCo Branded Sonru Account

March 2, 2016 12

PepsiCo Branded Email

March 2, 2016 13

What PepsiCo Users Love About Sonru

Cost Savings

Meeting the Candidates / Engagement

Convenience –The Interview,

Reviewing, Collaborating

(team)

Time Savings

Seeing More Candidates

March 2, 2016 14

Meeting the Candidates / Engagement

“Owing to the time saving in not doing face to face, we were able to select more candidates for first stage.”

Finance

“From a recruiting point of view being able to see and hear the candidate aided my selection and I was able to get a real good feel for the individual.”

R&D

“I really liked the idea of being able to “see” all students on the first stage.”

R&D

“Could view the interviews at times that were convenient (this was particularly good as I was travelling quite a bit around the deadline date)Was helpful to replay back interviews and compare candidates multiple times (if necessary).”

R&D

“The audio / visual aspects of the interview gave an excellent impression of the communications skills of the candidates; it made them all memorable which aided in the summary session of all the candidates.”

Supply Chain

“Could see more candidates than feasible with face to face.”

R&D

March 2, 2016 15

Convenience / Time Savings

“You can access the videos as many times as you wanted and multiple people could view at any one time. It was also useful when there was a split decision.”

BIS

“Great for scheduling our day – we had a full day of interviews end to end which made for a very efficient use of our day.”

Supply Chain

“Access to videos at any time and ability to re-play.”

R&D

“Could view the interviews at times that were convenient (this was particularly good as I was travelling quite a bit around the deadline date)Was helpful to replay back interviews and compare candidates multiple times (if necessary).”

R&D

“Flexibility to review the videos whenever…. Enabled whole team to see all candidates – previously we split them between us so was sometimes hard to compare students if you hadn’t seen them both.”

“Time saving – not having to interview all the candidates in person at first stage.”

Finance

The Candidate Experience

March 2, 2016 17

Key Findings

• 92% completion rate on all ‘Students’ interview campaigns.

• 14% of respondents had completed a video interview in the past.

• 94% said PepsiCo made them aware of the automated video interview beforehand.

• 94% felt sufficiently informed of what was required before starting their Sonru interview.

March 2, 2016 18

First Impressions Feelings When Received Invitation

March 2, 2016 19

Where? When? Device?

March 2, 2016 20

Key Benefit of Video Interviewing for PepsiCo Candidates

Top Tips and Lessons Learned

March 2, 2016 22

How PepsiCo Rolled Out Sonru

• Piloted it with our student placement recruitment.

• Briefings with the Recruitment Leads and Line Managers.

• Sent them the demo video to review.

• Involved Line Managers in defining interview questions and invited them to participate in intro videos specific to their roles.

• Ensured Line Managers had guidelines, and step by step instructions on how to view videos.

• Created videos and communications for the candidates.

• Afterwards, we sought feedback from both the Candidates and the Line Managers on the process.

March 2, 2016 23

Tips & Tricks for Success (Internal)

• Involve the Line Managers throughout the process - they’ll be more engaged.

• Maybe run a live webinar session with the Line Managers instead of the demo videos where they can ask questions.

• Questioning needs to be water tight - we used a mix of competency and functional questions. Remember, you can’t probe here so if you want candidates to expand on answers, make sure they have sight of the follow up questions.

• Some questions were very technical and we therefore didn’t get the best out of the candidates.

March 2, 2016 24

Tips & Tricks for Success (Candidates)

• Set candidates up for success by giving as much information as possible upfront. Give them notice that they’ll be receiving an invitation to do a Sonru interview and explain where it comes in the process and who will review it.

• Make sure you’ve got an engaging Intro video and job related videos too –makes it far more personal.

• Candidates don’t need as much hand holding as you think and are far more comfortable with the idea of Sonru than you give them credit for.

• Start today!