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Finance

De Volksbank

Measurable career site

3 min read

The brief

With over 3500 employees, De Volksbank is the fourth largest retail bank in the Netherlands. It consists out of four brands – ASN Bank, BLG Wonen, RegioBank and SNS – each with their own identity and image.

Sound familiar? Probably! Most people will recognize one of the brands. What is less known, is that these brands are all part of De Volksbank. So how do they manage to attract the right people in a challenging labor market? Endouble helped with their fully measurable career site: the foundation of the employer brand.

The approach

The new career website serves as the basis for achieving these goals. So how does De Volksbank approach this? Together we formulated a clear approach based on three main principles:

  • "Learn by doing"

De Volksbank decided to start with an MVP (Minimum Viable Product) of the new career site. A basic site, of sorts, that is continuously improved based on learnings and insights from data: "Learning by doing".

  • Applicant-centric approach

What are the wishes and needs of our different target groups and how does the career site  play into this? To identify opportunities, we’ve created various personas that each represent a target group, such as data specialists or customer advisors.

  • Measurability as a starting point

With a fully measurable career website, De Volksbank is able to map out the entire funnel, from the very first visit to the actual job application and to the eventual hire. This enables the recruitment team to evaluate whether the choices made have the desired effect and adjust where necessary.

Goals

Improve the employer brand

Put more emphasis on De Volksbank as a brand for potential employees.

Increase the quality of applicants

Defining personas and creating relevant, targeted content.

Reduce the time to hire

Attracting talent and having insight into which activities yield the best candidates.

Improve insight into the recruitment funnel

Knowing the applicant journey and measuring until the hire.

Together with Endouble, we’re taking on the challenge of " strategic learning ", which we will use to continue to develop our processes based on data, insights and learnings. That way we can develop an innovative career website, which we use to position ourselves as an employer and attract the right colleagues.

Joke Huetink

Features

Here you will find the most important information for specific target groups (personas) such as the location and the salary of the position. But also personal development possibilities related to that position. Each vacancy also has a “status bar” to indicate how far the application process has progressed. Good expectation management prevents disappointments.

This allows the team to see at a glance how the website is performing, how candidates are using the features on the site and how individual vacancies are doing. It also provides insight into how the campaign budget is spent.

De Volksbank has its own Customer Success Manager at Endouble who helps the team with continuous optimization and to realize their goals. Every three months there is a face-to-face meeting, in which we analyze and optimize the platform together.

Here you will find the most important information for specific target groups (personas) such as the location and the salary of the position. But also personal development possibilities related to that position. Each vacancy also has a “status bar” to indicate how far the application process has progressed. Good expectation management prevents disappointments.

This allows the team to see at a glance how the website is performing, how candidates are using the features on the site and how individual vacancies are doing. It also provides insight into how the campaign budget is spent.

De Volksbank has its own Customer Success Manager at Endouble who helps the team with continuous optimization and to realize their goals. Every three months there is a face-to-face meeting, in which we analyze and optimize the platform together.

Results

The new career-website has been live since mid-July. The delivery of the new platform is not, as many people think, the end of the project.

We see it as the start. Just as improving the employer brand and candidate experience cannot be done with the touch of a button, the development of the website and its processes is an ongoing project. Together we continue to learn and optimize the recruitment strategy.

Up next

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