CVS Health's hiring goals for 2020 include integrating the CVS and Aetna brands onto a single careers site and employer brand to communicate that they are now a single company working toward common goals. Kerry Noone leads a team of six recruiters at CVS Health who are responsible for high-volume and long-term hiring campaigns through recruitment marketing and advertising. The team tells candidates' stories through videos and other media to provide insight into actual work experiences beyond job descriptions in order to improve hiring conversions. CVS Health receives around 2 million applications per year and hires between 130-150 new employees.

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KerryNoone: Hi,this isKerryNoone,directorof EmployerBrandingforCVSHealth,andI'm
nextonthe RecTech Podcast.
Announcer: Welcome toRec Tech,the Podcast where recruitingandtechnologyintersect.
Each month you'll hearfromvendorsshaping the recruitingworld,alongwith
recruiterswho'll tell youhow theyuse technologytohire talent.Now here's
your host,the mad scientistof onlinerecruiting,ChrisRussell.
ChrisRussell: Yes,indeed.You're listeningtothe onlyPodcastthat helpsrecruitersand
employersconnectwithmore [inaudible00:00:32] technology,inspire
conversations.We're all aboutthe new toolsandtacticsto landmarktalent.
Today's showisa practitioneredition.The RecTechPodcastis sponsoredinpart
by our friendsatEmissary.ai the TextRecruitingPlatform, yournextsuperstars
indemandand onthe move,andso the easiestwaytoconnectwiththemfaster
and more effectivelywherevertheyare.Use theirtool suchas a one-to-one text
campaigns,groupcampaigns,share bytext,applyreminders,all of whichallow
youto capture more applicantsatthat pointto apply,andgettheminto your
system,goto Emissary.ai,self scheduleademo,andletthemknow youheardit
on the Rec TechPodcast.
ChrisRussell: All right. KerryNoone isa recruitingmarketingandemployerbranding
professionalwithmore than25 yearsof experience indevelopinganddelivering
knowledge basedsolutionsthroughdigital marketing.Kerryhasbeen
instrumental inlaunchingsuccessful media...social mediaprogramsthat
empoweremployeestoshare theirpersonal andprofessional storiesas
corporate brand ambassadors.She currentlymanagesthe CVShealthrecruit
marketingandadvertising,andistransformingthe CVSHealthCandidate
experience,thoughthe robustcontentstrategy,recruitmentmarketing
guidelines,mobile applyinafun,emotional andapurpose-drivenrecruitment
value propositioncampaign.I've knownKerryforanumberof yearsgoingback
to herdays at Amtrak,and I'm finallygladshe'sonthe show.SoKerry,welcome
to Rec Tech.
KerryNoone: Thank you.I'm excitedtobe here aswell.
ChrisRussell: Definitely.Iwaslookingforwardtothe conversation,andI'mgladtheyreached
out andpitchedme you,to talkto you,because you're definitelysomeone I
wantto... I've admiredoverthe yearsgoingbackto your time at Antrakthere.
Andyou've alwaysbeenareallygoodrecruitingmarketingpersonoverall.And
so I thinkyouhave a wealthof knowledge,andlookingforwardtohearingwhat
youhave to say today.So I guesslet'ssetthe scene first.If youcouldjuststart
out bytellingusa little bitaboutCVSHealth'shiringgoalsfornextyear,and
whatyou guysare up to lately.
KerryNoone: Sure.So we...abouta yearago we integratedwithAetnatobecome one
company.So ourgoal for2020... ithas beenfor2019 and continuestobe for

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2020, isto integrate the twobrands.So notonlygo downto one system, we'll
have one careersite as opposedtothe two careersitesthatwe currentlyhave.
ChrisRussell: Oh yeah.
KerryNoone: But thenalsofroma brandperspective,it'smakingsure thatourcandidates
understandthatwe're one company,andthat we're workingtowardscommon
goals.So I thinkthatthat's probablyanopportunityanda challenge forusfor
2020.
ChrisRussell: Andtell me aboutyour teamthere at CVSHealth,as far as youremployer
brandinggoes,how bigisit? Andmaybe kindof define the rolesif youcould.
KerryNoone: Sure.So I've actually...I'mveryfortunate.I thinkone of the thingsthat I'm most
proudabout isthe team that we have.WhenIfirststartedin 2016 we...Iwas a
teamof two,it wasme and one otherperson.Andoverthe past three-and-a-
half yearsor so we've continuedtotake onmore workat the organization
withintalentacquisitionaswell asoutsideof talentacquisition.Andalongwith
that...those new responsibilitiescame alargerteam.
KerryNoone: So currentlyIam at a team...ora total teamof six,andwe are all veryhandson,
we've createda process.Sowe have a lot of requeststhatcome in everysingle
day,and we createda processto helpstreamline thatandmonitorthe
workload.Selfishly,Ienjoyhavingworklife balance.Soof course Iwant to make
sure that my teamisequallyas balancedasI am.
KerryNoone: So those...we have aprimarysecondarycontact foreverythingthatwe do.The
teamis made up of,as I said,six people.Sowe have twopeoplewhofocused
on...one personwhofocusesonhighvolume hiringcampaigns.The other
personfocusesonmore longtermcampaigns,andwhenIsayfocuseson
campaigns,theymanage the budgetsend,andapplicantflow andconversions,
monitoringandreportingbacktothe teamsthat are providingthe budgetfor
those campaigns.
KerryNoone: I alsohave someone whofocusesonjustthe Aetnaside of the business,aswell
as one personwhocombinedpartof her...and whenIsay Aetnaside of the
business,Imeanthe campaignsthatcome in fromthe Aetnaside of the
business.AndthenIhave one personwhofocuseson...partof hertime ison a
veryspecificcampaignforourlongtermcare.
KerryNoone: Andthenthe other part of her time isfocusedontechnology.Somakingsure
that our recruitmentmarketingtool issyncingwithourATS,makingsure that
the candidate experience isoptimized,anykindof techissuesthatcome up,she
isour go to person.Andthenvery,veryfortunate tohave hiredacreative
persononthe teamabouttwo yearsago...a year-and-a-halfagoor so.She
focusesonall of the creative requeststhatanythingfromsocial mediacontent,

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to a flyer,toa printad,to radio slots,totargetedadson jobboards.She
managesall of the creative that'sneededtosupportourhiringcampaigns.
ChrisRussell: Verycool.Do youguys have a lotof autonomyasfar as the creative marketing
and messagingthatgoesout?I mean,how oftendoyou have tointerface with
your general marketingteamoverall?
KerryNoone: We're constantlyreviewingandworkingcloselywiththe enterprise brand and
communicationsteam, justtomake sure thatwe are...we're compliant.Sothe
persononthe team, Amywentthroughall of the trainingthat's required,and
thenshe workscloselyif anythingneedstobe reviewed.We alsohave an
opportunitybecause we'vebuiltthatstrongrelationshipwiththe enterprise
brand andmarketingandcommunicationsteam.
KerryNoone: We alsohave lotsof opportunitiestoparticipate inwider[inaudible 00:06:47]
widerprogramswithinthe organization.Forexample,we justlastweek,Iwasn't
able to attendbecause itwassnowy,butwe had an employeephotoshoot.
That's about the thirdone that we have done since Ijoinedin2016, and then
we alsohave a brandstory.So not onlydowe try totell the storiesonour
careersite,we alsoworkverycloselywithinternal communicationstotell that
those stories,sowhentheyhave aday inthe life,forexample,thatthey
highlightonourinternal communicationtools,we workcloselywiththemto
make sure that it iscompliantand able to share externallyaswell.
ChrisRussell: Yeah.How...storytelling,youmentionedthatphrase,Ithinkmore companies
needtodo that, butwhat...give me yourtake on whythat's so importantforan
employertotell those storiesinternally?
Kerry Noone: So I thinkthatthe jobdescriptions...we tryourbestto make the job
descriptionsthe marketingtool thatit'sintendedtobe.ButI alsothinkthat it's
veryhard to communicate exactlywhatit'sgoingtobe like workingonthat
team.Whenyoucan sayin a jobdescriptionyou're goingtoreportto the Chief
Human Resource Officer,andyou're goingtohave a teamof six.Butreally
seeingwhatthatteamlookslike,helpstogetovera barrierof if someone is
choosingtowork forthe organization, oraswe hear often,if they're choosing
not to work.Sooptingout,choosingto opt out.We use the storytellingtools,
we have a automatedprocesswhensomeone joinsthe organization,orwhen
we are workingona campaign.We have a...an intake formto try and
understandhowthe teamworkstogetherandthe teamdynamics.
KerryNoone: Andso we collectthose,thatinformationviaform, soit'san online formthat
theycomplete,andwe developpersonasbasedonthe informationthatcomes
infrom eitherthe leadersonthe team, orthe team itself.We alsouse atool
calledAlTrutohave those writtenstoriescommunicatedintoshortsnippetsof
videos.Andif we create a landingpage,forexample,those videoswillsit,or
those Q & A's will sitonthose landingpagessothat people cansee whothey're
goingto be workingwith.

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KerryNoone: The frequentlyaskedquestionsare notjusta writtenanswer.Theyare...
sometimestheyare communicatedviathe videotool.We're alsoable toput
those videotoolslike maybeamessage fromthe hiringleader,oramessage
fromyour teammatesonthe jobdescription.Andwe're hopingthatthose...
that thisissomethingnew thatwe inthe last six monthshave implemented.So
we're hopingthatwe'll see abetterconversionrate of people whoare clicking
on the applicationandreadingthe jobdescriptiontoconvertingtoa hire...oran
applicant,andthena hirer,andthena successful candidate,ora successful
employee.
ChrisRussell: Yep.Yeah.I'm on your listingsnow,andIsee itlookslike prettymuchall of
themhave a videoonthere.Isthat correct?
KerryNoone: Theyall have a video.Notall of themhave the specificvideothatwe dofrom
the team.
ChrisRussell: Right.
KerryNoone: So our HealthHubHiringis our first...wellactuallywe didthisforourinterns,to
welcome ourinterns,togetto know ourinterns.Andthenthose internswill
thenhelpwelcome the new internsfromnextyear.Sopeoplewho've converted
froman internto an actual hire at the organization.
ChrisRussell: Yeah.Kerry,I don't know if youknow these numbers,buthow manyhiresdo
youmake in a year,and how many applicationsdoyougetina year?
KerryNoone: We getabout 2 millionapplications[crosstalk00:10:31] per year,andwe hire
anywhere between130withthe current CVSHealthOrganization.Andthenthat
will goup to maybe 150, soit's...it rangesyear-by-year.Iwasjustlookingat
2019 numberslastweekfora reportthat I was doing.And[inaudible00:10:52]
sorry Chris.
ChrisRussell: That's okay.
KerryNoone: That's the challenge of workingfromhome.Right?[crosstalk00:10:57].
ChrisRussell: What's the dog's name?
KerryNoone: The dog is CocoaBean.
ChrisRussell: Cocoa Bean.
KerryNoone: She ison Instagramif youwouldlike tofollow heronInstagram.
ChrisRussell: All right.Putthat inthe show minutes.

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KerryNoone: Yeah.
ChrisRussell: Awesome.
KerryNoone: So yes,Iwas goingto go back and justsay,we were lookingat2019 numbers,
and the numbersare slightly differentfrom2018 numbers,butonpar with
about130 thousand.
ChrisRussell: So 2 millionapplicationsperyear.Isthat...that'sa prettydauntingnumberI
wouldimagine tolookat.
KerryNoone: Yes.
ChrisRussell: Do you...there'snothingwhole [inaudible 00:11:36] blackhole outthere.Is
there a...any kindof a processin place where youmake sure you'dsee...at
leasttouchall those applicationsinsome form, sotheygetto the jobs...orget
some kindof notificationwhetherit'sa rejectionnotice,ormovingforward?
KerryNoone: We do.We have an automatedprocessinplace,soour applicationexperience
doesn'tend...orthe candidate experience doesn'tendatthe application,for
some of our roles.Some of our roles,theyare requiredtotake a virtual job
tryoutassessment.Soonce theycomplete the application,they'll getanemail
that says,"Your applicationiscompleted,andanonfile,nextsteps."
KerryNoone: Notall of our jobsrequire thatvirtual jobassessment.Sointhose casestheywill
receive aconfirmationthatthe email,orthe applicationiscompletedand
submittedsuccessfully.Andthenthereare stepsinthe processthatthey'll also
eitherreceive anautomationoradirectcontact from a recruiter.We alsohave
a DynamicFAQ page.So we have the FAQ,the frequentlyaskedquestionstotry
and...to helpthe candidate alongintheirprocess.Butthenwe alsohave a
form,so if they're notseeingwhatthey're lookingfor,theycansendus an
email.Andwe get[inaudible 00:12:59] we get several emailsperday,andwe
answereverysingle email,it'sacombinationof someone onmyteam,
dependingonwhoever'smonitoringthe askedquestionseachday.Andthat'sa
questionthatwe getoften.Whatis the statusof myapplication?I haven't...I
receivedanemail,butIhaven'theardfromanyone.
ChrisRussell: Right.
KerryNoone: Andthenwe connectthemwiththe candidate zone sotheycan log into see
where theyare inthe process,orwe connectthemwithsomeone onthe
recruitingteamwhocan actuallyreachout and connectwiththem.
ChrisRussell: Verycool.

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KerryNoone: So that's part of that process[inaudible00:13:37] To make sure that they...if
theyare curiousthattheycan at leastgetthe answerthat they're lookingfor.
We also,bythe way, turns[inaudible00:13:46] that candidate zone page,
because itisthe mostsecondmostfrequentedpage onourcareersite.
ChrisRussell: Oh yeah.
KerryNoone: We turnedthatintoa hotjobsdirectoryzone.Soif theyget to that page and
theyfindoutthat they're notselected,orthey're still inthe process,butthey
alsosee otherhot jobsthat we're hiringfor,they're able todirectlygettothat
informationfromthatpage.
ChrisRussell: Yeah.Kerry,youcame to the roll in,I thinkyousaid2016 correct?
KerryNoone: Correct.May of 2016.
ChrisRussell: Okay.What's a... whatare one of the firstchallengesyoukindof came across,
and howdidyou kindof overcome thatchallenge inthis...goingtosucha large
organizationlike CVSHealth?
KerryNoone: Yep.So, whenIstartedI...we did nothave any careerspecificsocial spaces.
Every...all of the social contentwouldhave togo throughour corporate
communicationsspaces.So,that'sone thingthatwe openedup.We createdthe
careersocial spaceson Facebook,Instagram, Twitter,andthenexpandedthe
contentstrategyonLinkedIn.We also...basedonsome feedbackthatwe had
fromcandidate experience,the Candiesawards,the surveyfromthere.
KerryNoone: We realizedthatpeoplewere sortof endingupina blackhole,notnecessarily
the huge blackhole,butstill curiousabouttheirstatus,andopportunitiesand
howto apply.So we putintoplace a... an infographiconhow toapplyjustthis
level,setthe expectationsandthenthe FAQpage,the dynamicFAQpage that I
mentioned,togive peopleanotheroutlettoaskus questionsandconnectwith
people.
ChrisRussell: Yeah,I thinkhelpingto...helpingyourCans,helpthemtounderstandthe
processthey'll be goingthroughisa greatpiece of contenteverycompany
shouldputout there,Ithink.Right.I'msure you agree.
KerryNoone: Yeah,absolutely.Ithinkjustlevel settingtoo.We doreceive alarge numberof
applicantseachyear.For mostof themwe dohire a considerableretail.So
that's an everchangingchallenge andopportunityforus.Butwe justwant to at
leasthelppeople alonginthe processasmuch as we possiblycan.
ChrisRussell: I knowyouuse...youguysuse the CareerArcplatformthere atCVSHealth.Tell
me what youuse themfor, andwhat kindof resultsyou've seenfromthat
particularplatform?

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KerryNoone: Yes,I love CareerArc,it'sprobablymyfavorite tool.We use CareerArcfora
numberof...ina numberof ways.So notonlyto promote jobson oursocial
spaces,soTwitterbeinga bigarea of opportunity,butthenalsoonLinkedInand
Facebook.Butthenwe also...andby the way,it isour numberone source for
social,soapplicantscominginfromCareerArc.It'salso our lowestcostper
application, andlowestcostperhire,whichforme,I'malwayslookingforways
to eithermake the processeasier,or[inaudible00:17:02] notonlyon myteam,
but alsoforcandidates.Sofor me,I like tocall it one of our easybuttons.It's
justsomethingthat'sa no brainerforus.It justhelpsusto extendthe reach.
KerryNoone: But we alsohave startedto use CareerArcto extendthe brand,sonot justabout
jobs,andwe're hiringforXYZ job inAnnapolis,Marylandorwhereveritmight
be.We're also usingitto extendourbrand,the brandsand messagesthatwe
have.Soon LinkedInforexample,we dolessjobs,we doa hotjob perday,and
we're actuallyscalingthatback to three tofour timesaweek,andusingthe
CareerArctool to promote the brand,as opposedtojustjobs.Because we have
our jobsfedto LinkedInanyway.
ChrisRussell: Right.So justgo...justto go back for a second,yousaid...Ithinkyousaidthat
social mediaisyourbiggestsource of hire.Isthat correct?
KerryNoone: No.CareerArcis our...in the social world,CareerArcisournumberone source.
So we do organic,andwe dopaidsponsoron LinkedInandInstagram.A little bit
on Twitteranda little bitonLinkedIn,butCareerArc,because the volume and
the abilitytoextendthe reach sobroadly,isour numberone source forbringing
people inthroughsocial spaces.
ChrisRussell: Got you.You mentionedpaidthere too.What's...whatdoyouthinkis,froma
retail standpoint,retailhiringstandpoint.Whatchannel worksthe bestdoyou
think?
KerryNoone: We see a lotof engagementonFacebook,sowe've startedtouse the Facebook
jobs.We see a lot of interactionthere and...butone of the thingsthat we also
notice thatunlike LinkedInwhere peopledokeeptheirresumeandtheir
informationuptodate,I justdon't thinkthatpeople onFacebookare thinking
of itas a jobtool.Sotheirinformationwhere they've workedandthe
experience thatthey've hadateach of these differentorganizations,isnot
necessarilyuptodate.
KerryNoone: So we're usingthe platformitselftoguide peoplethroughthatprocess.So
what...we'll make anobservationandsay,"Oh,didyouknow that youcan
searchfor a job onhere on Facebookinour jobsection,orby searching.Andoh
by the wayto helpgetnoticed,make sure thatyour information,your
background,andyour experience isuptodate in yourprofile onFacebook."
ChrisRussell: I have one more questionaboutsocial media.What'sone postthatyou guys
have put outthere,couldbe a picture or video,anythingthatreally...that

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became yourbestsort of engagingpostout there,doesone come tomind?And
couldyoudescribe thatpost?
KerryNoone: I can. I can. We have quite afew that are outthere that I couldprobablyreview,
but one that comesto mindthat'smost recent.Octoberwasindividualswith
disabilitiesawarenessmonth.Andsowe interviewedsomeone whohad,nota
visible disability,butanexperience thatcreatedadisabilityforherselfthatshe...
we had a Q & A,and we...she talkedthroughherexperience,that[inaudible
00:20:12] or that post initself,receivedquite abitof feedbackfrompeople who
were readingit,notjuston Facebook,butalsoon Twitterandon LinkedIn.It
was a nice awarenessthatwe as a companyare...we make an efforttohire
people withindividualsfirstof all,butthata disabilitydoesn'tnecessarilyhave
to be one that's a visible,youdon'thave tobe in a wheelchairtohave a
disability.Andthatawarenessingeneral Ithinkisimportantto communicate.
ChrisRussell: Yeah,okay.You mentionedAlTrucareerworkof course,while othertoolsare
part of yourHR techstack today?
KerryNoone: Yeah,we use a couple of differenttools.We use Surveil toconstantlymonitor
howwe're doingand what the candidatesare thinkingof theirexperience with
us,so that's alwayson.We alsouse BrazenTechnologyforvirtual hiringevents.
We use HireVue forinterviewsthatwe are...videointerviews.
ChrisRussell: Okay.
KerryNoone: Andthenour AI chatbot is Paradox.
ChrisRussell: Okay.
KerryNoone: So we use Paradox on the replevel,andonour landingpage.Andwe're getting
readyto launcha job search,an AIjob searchtool.
ChrisRussell: Okay.Andwhat's yourATS there?
KerryNoone: We have Brazen,I'm sorry.NotBrazen.We have connectthe Brassring.
ChrisRussell: Connects.Okay.The Brassring.Verygood.Okay.The...Ididsee onyour
[inaudible 00:21:48] I got a popup askingmyfeedbackonthe Can experience.
So yousaidSurveil runsthat.Well whatdo youlearnthroughthose surveys,
that feedbackyou're gettingfromthese candidatesaboutyourconnect
experience?
KerryNoone: So we [inaudible 00:22:01] we have two differentsurveys.We have one inthe
jobseekerexperience,are theyfindingwhat they're lookingfor?Dotheyhave
recommendations?Are theywillingtobe followedupanddoa follow up
survey?Andthenwe have a surveythatis onthe thankyoupage.So once

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someone completesthe application,whatdidtheyfind?Didtheyfindthatit
was a goodexperience forthem?Didtheyfindthatitwas a challenging
experience?Andwe alwaysaskforrecommendations.Andthenwe take those,
we monitoritregularly,we reportonit regularly.Sowe reportonthe NPSscore
of the candidate experience satisfaction.Right.Andwe alsotake alookat the
informationthatwe're gathering.
KerryNoone: We...anothertool that I forgotto mentionisYourNextStep,whichisalsopart
of CareerArc.Andthatis a linkthatwe have on our dispositions,people who
aren't selectedforaposition.There'salinkthatsayswe care about basicallythe
messages.We care about yourjobseekingexperience.Here'salink,andittakes
the candidate overto Your NextStepwithCareerArc,whichoffersjobsearch
tools,resume tools,interviewingexperience,otherjobs,similarjobs.We just
wantto make sure that we're providingasmuchcare forour candidatesaswe
possiblycan.
ChrisRussell: No,that's verycool.I thinkyoujustcare about all the candidateswhoapply to
your company,notjustthe onesyou hire.Right?
KerryNoone: Absolutely.Yep.
ChrisRussell: Awesome.
KerryNoone: Andwe knowthat we can't accommodate whenwe getthatmany applicants
peryear. We know that there will be peoplethatjustaren'tgoing to be
selected,andwe don'twantto justsay "Thanks,butno thanks."We want to
make sure that theyhave some toolsto helpthemfindaposition,whetherit's
at CVSHealth,or at some otherorganization.
ChrisRussell: Yeah.I want to askyou aboutGoogle for jobs.Are yougetting...how'syour
trafficcominginfrom that particularsource?
KerryNoone: Yes,that's somethingthatwe launchedwithinthe lastsix months.Anothertech
tool that I completelyforgottomentionisSmashFly.That'sourrecruitment
marketingtool.
ChrisRussell: Oh,okay.
KerryNoone: Andyes.Andso we've beenable...andourCRM, so we've beenable topartner
withSmashFlytoputthe Google forjobsout there,the searchfunctionality.
It's...I thinkthat it'sintuitive,it's more...itfunctionsmore like aGoogle search,
whichwe knowthat mostof our trafficfroma Google searchengine comes
fromGoogle,and[crosstalk00:24:37].
ChrisRussell: Have you seenanyincrease intrafficfromit?I dida storya few weeksago
aboutthe trafficfrom[inaudible 00:24:45] seemstohave flattenedformany

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withjobboardsand employersoutthere.I'mjustcuriousif you've seenany
kindof a trendthere?
KerryNoone: Yeah,we are actuallyinthe processof doingananalysistotake a lookat
previous...the previoussearchfunctioncomparedtothe Google search
functionality,butIdon'thave those resultsjustyet.We...actuallyImighteven
have those tomorrow if we wantto follow backup.
ChrisRussell: Oh cool.Yeah,we certainly[inaudible00:25:08] put that inthe show notes,
maybe.Iwant to ask youaboutyour TalentCommunity.Whatdothose
candidatesgetwhentheyjointhat?
KerryNoone: We...that's alsosomethingnew for2019, so we...Ihave some stats, we actually
sentfive all database CRMemails,andwe reachedjustover12 millionpeople,
so obviouslynotuniquevisits,obviouslypeoplewhohave beenpartof our
database.Andfromthose emailswe have about4,800 applications,andnow
that's obviouslywhat'sinitforus. What's in itfor themfroma Talent
Community,we have aCRMresponsibilitymodel setup,soeachof the different
groupsare...they'll be sendingquarterlynewsletters.
KerryNoone: Some of the groupshave already...likeourHealthHubHiring,ourMinute Clinic
Hiring.They're alreadysendingemails.Ourpharmacistteam, theyare already
sendingthose emails.Sothey're gettingunique contentthatiscustomizedand
tailoredtowhatthey're interestedin.Soit'snot just...we dothe all database
emails,andpartof that all database emailstomake sure that yourprofile'sup
to date,so that we can sendthemthe informationthatthey're lookingfor,and
it's verytargetedtothem.
ChrisRussell: Nice.Let'stake a quickbreaklisteners.[inaudible00:26:31] talkingwithKerry
Noone fromCVSHealth.Iwant to mentionmyothersponsortoday,whichof
course is WorkHere,the hyper-local candidatedeliverytool throughtheirgeo-
fencingappplatform.Theyhelpemployersreachmore people throughtheirads
withpinpointprecision,where theylive,workandshop.WorkHere will
advertise yourjobsonthis[inaudible 00:26:49] use the most, theirmobile
phone.Andthatmessagingisthendeliveredintothese social mobileappsthat
theyuse mostoften.Fromtheir [inaudible 00:26:56] chat team will qualifyand
engage those folks.SendthembacktoyourATS viaSMS, email or redirect.So
headoverto WorkHere.com, andbe sure to tell themyouheardit onour Rec
Tech Podcast.
ChrisRussell: All right,Kerry,Iwant to ask youaboutyour applyprocess.Ididgo on my phone
and kindof checkit out.I'm a bigbelieverina...a bigcriticof manyemployers,
because theyhave a poormobile applyprocess.Youdon'tseemtohave that,it
seemstobe prettygood.When you start the applicationprocesswithasimple
form,it lookslike bycapturingtheirname,emailandphone number,whichis
alsoan optionforredirectingtoyourATS. Sohow hasthat beenhelpful in
convertingmore applicantstoyoursystemoverall doyouthink?

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KerryNoone: Andthat's beengreatfor us.So we...whatwe dois we start the application
experience with,asyousaid,name and email,andwe addedphone numberso
we can communicate viatextwiththem.If theydon'tcomplete the application,
they receive at72 hours,theyreceive a...anemail toremindthemwithalinkto
take themdirectlybackto the applicationtocomplete it.They're alsoadded
intoan opportunitytokeeptheirinformationupdated,asImentionedinthatall
database email.So thatin itself we see regularpeoplecomingin,aswe're
monitoringthe Healthof a Wreck,we see people cominginthroughthattool.
KerryNoone: We...I wouldsayour mobile experience,applicationexperienceisenabled,but
there'salwayswaystoimprove it,sothat's one thingthat for 2020 isgoingto be
a huge opportunityforus.We're lookingatan overlaywithSmashFlytomake
that [inaudible 00:28:39] more user friendly,mobile userfriendly.We're also
workingwithParadox tocreate a textopportunityforthem, sotheycan
complete theirapplication,ideallythisisourgoal for2020. Theycan complete
theirapplicationviatextmessaging,andthenParadox willcomplete the
applicationinourATS.That's how we complete it.
KerryNoone: So that's onthe horizon.The thingsthatwe are able todo right now isto
eliminatesome of the redundantquestions,andthenalsomake some of the
questionsoptional thathave traditionallybeenrequiredinthe past.Idon'tthink
that we needtoknow the address of yourcollege campus.Sothose are the
thingsthat we take a lookat, and we're always...those surveysthatwe do,and
the Candyexperiencesurveysthatwe participate in.Those are some insights
that we're able togather fromthat.
ChrisRussell: Well youseemtohave a lot of movingparts andtechnologiesthere,Kerry.
[inaudible 00:29:41] as my last questionis,justtalkabouthow youmanage all
of that,and maybe give the listenerssome tipsoutthere forhow tokeepall
these newplatformssynctogetherandworkingproperly.
KerryNoone: Well that'salwaysa challenge of course.We wantto make sure that we're not
justusinga technologyandit'ssittinginitsownlittle silos.Soalwayslookingfor
waysto integrate istopof priorityforus.We alsohave startedto lookat the
communicationprocess,andthiscame froma conference thatwe attended,
and I can't remembernow,Ithinkitwas March. But lookingatit,lessof a
funnel,solessof thattop of the funnel downtoa higher,butmore of an infinity
loop.Andthat I'm proudlyborrowingfromIntel's...no...yeah,Intel'sinfinity
loop.
KerryNoone: I don't knowif you've seenthator not,but it'sa constantopportunityto
continue tocommunicate with,notjustjobseekers,butalsocandidates.And
thenonce theybecome candidates,how dowe tie itall together?How dowe
tie the continuedinformationthatwe canprovide tothem, so thattheycan not
onlylookat a career,theircurrentcareer withCVS,butthenwhat'sin their
future,andhowdo theygrow withthe organization?Sothat's somethingthat

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Ep-153-KERRY-NOONE (Completed 12/11/19)
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we use,that model oftenisthe infinityloop,andhow eachof themtie together.
Andwhere they...where eachof ourtextsfitsinthisprocess.
ChrisRussell: Well,Kerry,Iappreciate the infotoday.Ilearnedalot,and I'm sure the
audience didaswell.Is...Iguessit'sjobs.cvshealth.com, isthatthe mainURL for
yours?
KerryNoone: That's correct, yes.
ChrisRussell: Awesome.Again,Iappreciate yourtime againKerry,andhave a great holiday.
KerryNoone: Great. Thankyou Chris.Iappreciate the time.
ChrisRussell: Awesome.Thatwill doforthiseditionof the RecTechPodcast.Thanksagain to
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Podcast,if [inaudible00:31:36] subscriber,leave areview,andI'll be sure to
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