Tracie Giles, Head of Global Talent Acquisition at Commvault, tells us more about how her team "got real" when it came to telling their culture story as part of the Beamery Virtual Talent Engagement Summit 2018.

1. 1

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“I found a hidden gem...Commvault.”
Introduction
▪ 2,700+ employees operating across six
continents
▪ Leader in Gartner Magic Quadrant – seven
years in a row
▪ In the midst of major transformation
#commvaultlife

3. Companies must differentiate
in order to “stand out”
Infinite amount of data
at candidate fingertips
More jobs and lower unemployment
In Today’s Job Market
Who calls the shots?

4. IN A CANDIDATE DRIVEN
MARKET, THE BEST
PROFESSIONALS CAN
CHOOSE WHO THEY WANT
TO WORK FOR.

5. The
competitive
nature of
recruitment
Challenge1
Inconsistent
perception of
Commvault in the
job market
Challenge2
Commvault’s additional complexity

6. There is power
in a consistent
message. When we
totaled up the opportunity,
in 2018 we had over 100K+
collective messages we
could improve on.

7. Our Solution…

8. Getting Real

9. .
Getting Real means
sharing your company’s culture
in an authentic way.
Being so transparent that
candidates have the data they
need to opt in or opt out of
pursuing a role with your
organization.
It means being OK with people
opting out.

10. First you have
to figure out
your story
We defined our EVP- we call it our
People Promise.
• Global research: candid conversations, interviews, focus
groups, surveys etc.
• Hired an agency to help distill themes
• Went back to out our people to make sure that we heard
what they said and validate
Our People Promise was born.
Tip: If your company has not defined their Employment Value
Proposition (EVP) you can get a pulse on the culture by talking
to employees, doing online research, spending time in offices,
interviewing your hiring teams etc.
This will give you multiple perspectives on the culture.

11. Our People
Promise and our
values are front and
center on our career site,
in our interview process,
and in our recruitment
marketing campaigns.

12. Our Recruiter Play Book is
our single go-to source for all things
Commvault. It includes our People Promise,
our values, company facts, the corporate
brand promise and more.
It lives and breathes. As Commvault
changes the playbook changes too.
Tip: Don’t have a playbook? Collect information as you go and make your own. Include culture
information, company info, don’t forget to include fun facts. Write a practice script and use natural
language. Think about your audience personas and what is important to them.
Remember there is power in a consistent message!

13. Getting Uncomfortable

14. Inspection Dissection Reflection
Did you say anything
about culture?
If so, what
did you say?
Get Uncomfortable and take a closer look
Could you have shared
in a different way?

15. Pre-work for recruiter summits included
using our video interviewing tool.
Our recruiters recorded themselves answering hypothetical
questions from a “candidate” (me).
? Tell me about your culture….
? I saw some press on the internet, tell me more…
? I read a negative review on Glassdoor…
Guess what? I found out our culture was:
“AMAZING”
“SO AWESOME”
“ONE OF A KIND”
AND…”THEY REALLY LOVE IT!!”
Tip: If you don’t have a video interviewing tool, use
your smart phone or computer and try this exercise.
Some were notthrilled withthis exercise

16. The Pay Off
Before our summit, I struggled to
answer the culture question during
interviews because I work remote
and the culture that I experience is
different from what others have
experienced. When I answer the
question now, I start with our people
promise. - Jim S
I had a passive candidate from a
competitor who was frustrated with
their toxic culture. I talked to him about
ability to make an impact at
Commvault. My conversations have
definitely changed since the Summit
and I have stuck with it ever since.-Travis S
My prospect was in final stage of interview at
xx, However, I requested a 30min time in her
calendar for a conversation. I began with
our people promise "Freedom to make an
impact, together" and then I ran her through
each of our values and what it means for us.
She was interested in exploring, and after a
rapid interview process she is now a Vaulter!
-Prashant S
I am more confident to
share our values and
culture practice with
candidates. -Mamatha S
Candidates welcome a
discussion on culture as it's
not just salary
and responsibilities that
they consider. -Heather B

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Getting Good At It

18. Practice Makes Perfect
Look in the
mirror
Role play with
a colleague
Listen to the
experts
Make an
outline
Rinse and
Repeat

19. Our Recruiter Summits
allowed for culture practice and
reinforcement over a three day
period. We used several
mediums to GET GOOD AT
talking about our culture.
At the end of the day it takes
practice to permanently
implement change in how you
recruit.
Tip: You don’t need a recruiter summit to change how
you share your culture. It takes a commitment from
yourself to implement a change.

20. Get Real and figure out what makes
your culture unique.
Get Uncomfortable and look at
yourself and assess how well you are
sharing your culture.
Get Good At It by practicing what
you want to say and make sharing your
culture a new habit.

21. tgiles@commvault.com
careers.commvault.com
Thank You!
#commvaultlife