Ed Hendrick, Sonru and Dan Fitzpatrick, Pepsico present: Sonru and Video Interviewing Best Practice – ‘Video Interviewing: The Pepsico Journey’

1. Video Interviewing: The PepsiCo Journey
The PepsiCo Students Recruitment Case
Dan Fitzpatrick
Talent Acquisition Lead – PepsiCo Worldwide Flavours

2. 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

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The Challenges of PepsiCo Student Recruitment: 2014

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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

5. March 2, 2016 5
The Triumph of PepsiCo Student Recruitment: 2015
1. Time and Cost Savings
50% Cost Savings.
37 Days removed from process.
2. No More Travel
Video Interviewing eliminated the need to be physically on campus.
3. Seeing More Candidates in Less Time
Hiring 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.

6. The Real Results

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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 Candidates
86% of candidates completed their video interview outside of business hours or
over the weekend.
3. Higher Conversion Rates
80% 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 Nudging
With 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.

8. What We Love About Sonru

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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 Fitzpatrick
Talent Acquisition Lead – PepsiCo Worldwide Flavours

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PepsiCo Welcome Video

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PepsiCo Branded Sonru Account

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PepsiCo Branded Email

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What PepsiCo Users Love About Sonru
Cost Savings
Meeting the
Candidates /
Engagement
Convenience –
The Interview,
Reviewing,
Collaborating
(team)
Time Savings
Seeing More
Candidates

14. 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

15. 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

16. The Candidate Experience

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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.

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First Impressions Feelings When Received Invitation

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Where? When? Device?

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Key Benefit of Video Interviewing for PepsiCo Candidates

21. Top Tips and Lessons Learned

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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.

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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.

24. 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!