Recruiting over one 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 time-consuming and costly, hindering Dow Jones’ ability to invest in 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, and automated candidate screening, 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.
Campus Recruiting Lead at Dow Jones
HOW IT WORKED
The WayUp partnership allowed Dow Jones to save time by allowing them to focus only on qualified candidates.
With WayUp’s technology managing all sourcing, initial screening, and analytics reporting, Boehm saved hundreds of 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.
Interested in learning more about the partnership with Dow Jones? Watch the webinar below.
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