Recruiting over a hundred interns for a company that’s equal parts publishing, technology, and financial news is a serious challenge. Doing it with a one-person team is an even greater one.
Rob Boehm, who serves as the sole member of the company’s university recruiting team and was responsible for filling upwards of 100 positions by himself, initially met that challenge by pounding the pavement—literally. He visited dozens of schools, followed up with candidates when he had the chance, and performed the first-round phone interviews himself. He also managed all of the applicants coming through their website/ATS.
“The first year I was in this role, I ran myself into the ground. Having WayUp as an extension of my team changed that.”
Administrative tasks and campus visits were taking too much valuable time and costing the business. This hindered the ability of Dow Jones to work on branding, candidate sourcing, and providing a great candidate experience.
Before partnering with WayUp, Boehm recognized three major challenges for Dow Jones:
Utilizing WayUp’s employer branding, sourcing, automated candidate screening, and phone screening solutions, Dow Jones was able to limit their dependence on in-person career fairs, save time, and focus on strategic sourcing/diversity hiring—all while providing a consistent candidate experience to thousands of applicants.
HOW IT WORKED
The WayUp partnership allowed Dow Jones to save time by allowing them to focus only on qualified candidates.
With the extended team at WayUp assisting with tasks like initial resume review, responding to candidates, and coordinating and conducting first-round phone screens, Boehm saved hundreds hours per week—amounting to over 2,000 hours in a busy recruiting season.
WayUp brought the Dow Jones employer brand online and to life with custom branded content, like a 360° video office tour and an article marketing the different functions at the company, which were then distributed directly to their target audience. With tens of thousands of page views and an average conversion rate of 30%, Dow Jones drove thousands of qualified applications with their WayUp content campaigns.
Dow Jones was also able to increase diversity in their applicant pool. 71% of candidates from WayUp were diverse (Black, Hispanic, Mixed, Native American, Female, or Non-Binary). By reaching out to diverse candidates to apply for their jobs and using actionable analytics—like data about diversity drop-off rates for specific listings—Boehm and the Dow Jones team were able to proactively make adjustments in real time to their recruiting process to ensure diverse talent was moving forward.
Campus Recruiting Lead at Dow Jones
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