Nasdaq is the leading technology and information services provider to the capital markets that fuel the world’s economic growth. They connect buyers and sellers, visionaries and experts, dreamers and doers to transform the global economy.
They were inundated with thousands of resumes from unqualified candidates.
While well-known as a Wall Street firm, Nasdaq is a technology company, and they wanted to better communicate that messaging, especially to STEM candidates.
The amount of time Nasdaq spent screening unqualified candidates prevented them from hiring top talent before their competitors did.
Nasdaq addressed all three pain points with WayUp’s solutions. With employer branding expertise and targeted sourcing capabilities, WayUp helps top employers source and hire early-career candidates more efficiently, saving them time and empowering them to focus solely on qualified, interested candidates.
“In one year I was able to be responsive to the things that really matter, like diversity, the experience my candidates have, and the employer brand I want to put out. In one year, we were able to completely transform the process,” says Simon Coombe, the North America Head of Talent Acquisition for Nasdaq.
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Before partnering with WayUp, Nasdaq’s recruiting team spent more than 1,000 hours every quarter reviewing applications and screening unqualified candidates. Though they always ultimately filled their open roles, they spent so much time filtering out unqualified candidates that their candidate experience suffered for top candidates.
Before, qualified applicants may not have heard back from Nasdaq for weeks because of high applicant volume. With WayUp, all applicants receive a response within 24 hours of applying.
“WayUp has freed my team up from having to spend a lot of time screening and finding qualified applicants. And now we move the candidates quickly—which is completely different from the experience we had before,” Coombe says.
For Nasdaq, attracting candidates wasn’t the problem—attracting qualified technology candidates was. “We’re really well known as a Wall Street company, but we’re actually a tech company, and we want to be seen in that light,” Coombe explains. “We knew we had to do a better job of telling the story. Last year, for example, we had thousands of applicants, and many of them didn’t necessarily understand Nasdaq’s key businesses.”
WayUp helped Nasdaq overcome its employer brand challenge by creating a multi-channel campaign that highlighted its culture of innovation and its position as a leader in the technology space. Central to that strategy was the Nasdaq Culture Deck that WayUp created to educate and prepare qualified candidates for their upcoming first-round screens.
“WayUp was able to provide great content about our brand,” Coombe says. “They were also able to post our positions for us and get that megaphone out there. We only have so many people, and campus recruiting is often under-resourced, so we can’t be on all the campuses and at all the events we’d like to attend. With WayUp, we were able to expand our reach online, which gave us a massive digital footprint.”
All together, the quick response times, changes to the screening processes, and targeted branding campaigns helped Nasdaq create a personalized candidate experience at scale. This, in turn, empowered their team to move top talent through their hiring funnel at 2X the speed.
"Before we were spending a lot of time talking to candidates, some of which were qualified, and some weren’t. Now, my team entirely focuses on candidates who are qualified for roles,” Coombe says.
