8 AMAZING DIGITAL INTERVIEWS 8
C ASE STU DY
8 AMAZING DIGITAL INTERVIEWS 8
WARNER CHILCOTT
IMPROVES QUALITY OF HIRE BY 30%
CASE STU DY
sifting through to make sure we advance only the
diamonds to our candidate prospect list. With HireVue
our recruiters aren’t spending their time doing less
work; they’re spending their time doing the right work.
- Erik Hildebrandt, Director of Staffing and Human Resources, Warner Chilcott
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On Demand Interviews give us another method of
THE CHALLENGE
Early Video Adopters Seek a Cure for Ineffective Interviews
Warner Chilcott is a leading global specialty pharmaceutical
sales manager will meet with the recruiters’ recommended
company currently focused on the women’s healthcare,
candidates for further evaluation. Recruiters post the opening
gastroenterology, dermatology and urology segments of the
and source qualified candidates using the company’s
North American and Western European pharmaceuticals
applicant tracking system, as well as traditional telephone
markets. Based in New Jersey, the company is fully integrated
and internet recruiting techniques. Those individuals identified
with internal resources dedicated to the development,
as a possible match are then asked to complete a 14-point
manufacturing and promotion of its products, and takes pride
behavioral based competency pre-employment assessment
in the company’s competitive sales model.
which matches the candidate’s responses against the
With most of its recruiting program focused on sourcing and
identifying top-performing pharmaceutical sales talent, Warner
Chilcott employs just over 900 sales employees across the
U.S., Puerto Rico and Canada, and boasts an aggressively
performance-driven culture. Because sales professionals
are rewarded and retained based on their performance, the
company experiences and embraces high turnover rates of 25
company’s benchmarked human performance data. Formerly,
Warner Chilcott used phone screenings and the assessment
results alone to determine which six candidates should be
advanced to in-person interviews with the regional sales
manager. Oftentimes, in-person interviews revealed that none
of the recommended candidates were right-fit, and recruiters
would begin the sourcing process all over again.
to 30 percent annually. As a result, Erik Hildebrandt, Director
“We’re not like a lot of other companies: we see sales turnover
of Staffing and Human Resources for Warner Chilcott, and
as positive outcome,” Hildebrandt explained. “We’re in a highly
the company’s nine recruiters constantly seek new talent to
specialized, highly competitive market, and sales professionals
support substantial growth for hiring managers worldwide.
tend to be happiest when they’re at the top, performing well.
At Warner Chilcott, once a vacancy is realized, recruiters
contact sales managers and schedule a mutually agreed
upon in-person interview date and location, at which time the
We needed to streamline our process to more effectively use
our recruiting hours and better support the needs of our sales
managers.”
THE SOLUTION
HireVue Prescribes On Demand Digital Interviewing
As early adopters of interviewing solutions, Warner Chilcott
In February of 2011 Hildebrandt and Warner Chilcott ultimately
first implemented an alternate video interviewing tool in hopes
enlisted HireVue to help identify those candidates who should
to improve overall efficiency and effectiveness. However,
be advanced to in-person interviews. The pharmaceutical
the company soon discovered that the tool lacked the
company selected HireVue’s Digital Interview Platform™ for its
robust features, compatibility, or technical support that the
innovative On Demand Interviews™, recording and reporting
organization was seeking. “We needed a video interviewing
capabilities, and for the superior customer and technical
tool that would allow us to achieve more than just save time
support that HireVue provides. Since then, Warner Chilcott has
and money,” said Hildebrandt
filled hundreds of positions using the technology.
“We chose HireVue’s digital interviewing solution for its ease
for review. After evaluating the interviews and assessment
of cataloging and its reporting functions, but it’s also exciting
results, recruiters call candidates for a quick follow up before
to be on the cutting edge of the digital interviewing space,”
advancing the six top candidates to the managers.
Hildebrandt commented. “HireVue is blazing the trail and other
companies are following. I’d rather be with the front runners
Warner Chilcott’s Staffing and Human Resources department
supplies the hiring managers with each of the six candidates’
than those who are simply trying to keep up.”
digital interviews – along with their resumes and assessment
Using HireVue’s On Demand Interviews, the pharmaceutical
results – a day or two before the scheduled face-to-face
company has added an additional layer of screening to its
interviews, giving interviewers a clear understanding of
process for faster, deeper insight. Now, after reviewing sales
the capabilities of each sales representative. Since the On
candidates’ resumes and applications, qualified individuals
Demand interview questions are designed and customized
are asked to complete a web-based digital interview along
by the Warner Chilcott senior sales leadership team,
with the 14-point behavioral assessment. Recruiters email
recruiters are better able to identify those who best match
candidates a link to the interview where they’re guided through
the sales team’s needs. With the added layer of visibility,
a series of ten question prompts and record responses at
hiring managers can see the individuals for themselves and
their convenience using a webcam. Recruiters are then
adequately prepare for the in-person meeting that follows.
automatically notified that the recorded interview is available
THE RESULTS
The Right Treatment Delivers Increases in Productivity and Quality of Hire
Digital interviewing has revolutionized the way Warner
candidate prospect list,” Hildebrandt noted. “With HireVue our
Chilcott evaluates potential sales hires. With On Demand
recruiters aren’t spending their time doing less work; they’re
Interviews, Hildebrandt and the recruiting team have been able
spending their time doing the right work.”
to drastically improve quality of hire and reduced the hours
In a typical souring cycle, recruiters would spend about 15
recruiters and hiring managers previously spent interviewing
minutes on the phone with each candidate. After candidates
poor-fit candidates.
completed the pre-employment assessment, recruiters
Because recruiters are required to recommend four to six
followed with a 30 to 45 minute deeper dive phone interview
candidates for each open requisition, Staffing and Human
to evaluate fit. With HireVue, managers’ questions are already
Resources has discovered that nearly 30 percent of
addressed in the On Demand Interview, and recruiters can
candidates who would have previously been recommended
leverage a short follow up phone call to sell the opportunity to
to hiring managers are now identified as a poor-fit and
the best candidates instead.
eliminated early in the screening stage. Now, recruiters have
Hildebrandt estimates that the new process saves recruiters
the time and insight to source additional candidates prior to
about 20 minutes for each candidate reviewed. With two open
the scheduled in-person interview date. As a result, those
individuals recommended by recruiters more consistently meet
the expectations and needs of each hiring manager.
requisitions per week, and about ten candidate interviews per
position, he estimates recruiters save almost a full work day
each week that is now used to source and evaluate additional
“On Demand Interviews give us another method of sifting
candidates.
through to make sure we advance only the diamonds to our
Amazing Digital Interviews
.:.
www.hirevue.com
Warner Chilcott notes that candidates are sometimes
HireVue’s Digital Interview Platform and On Demand
surprised by the technology. While at first some seem a little
Interviews have helped Warner Chilcott significantly boost
nervous, there is a high level of comfort with the technology,
quality of hire, increase overall productivity and foster greater
and candidates typically settle in after completing the first
satisfaction among hiring managers and recruiters alike. While
question. Hildebrandt appreciates that On Demand Interviews
at this point, the pharmaceutical company uses the technology
reveal how comfortable a prospective sales candidate
to fill sales positions only, it plans to expand use to the other
performs under pressure and with a budgeted, though ample,
ten percent of recruiting efforts organization-wide.
time: “In pharmaceutical sales, a rep might have three
minutes, or possibly only 30 seconds with a physician. It’s
crucial that they are capable of assessing the circumstances
and highlighting important points in an articulate and
Hildebrandt concluded, “We love this innovation. At the end of
the day, it makes Staffing and Human Resources look good to
the rest of the organization and to our candidates.”
compelling manner for on-the-spot situations. HireVue’s digital
interview technology replicates that scenario.”
It’s now more difficult than it’s been in recent
history to find the best-fit candidates. According to
ManpowerGroup’s 2011 Talent Shortage Survey, the U.S.
talent shortage has drastically increased from 14% in 2010
to 52% in 2011, and sales representatives are listed as the
second most difficult positions to fill. Warner Chilcott
beats these market challenges using digital interviewing.
The always-recruiting pharmaceutical company has
increased quality of sales hires by nearly 30 percent.
- ManpowerGroup’s 2011 Talent Shortage Survey
AMAZING DIGITAL INTERVIEWS 8 AMAZING DIGITAL INTERVIEWS 8 AMAZING DIGITAL INTERVIEWS
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