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1,000 candidates for 1 position, interview time reduced from 60 to 15 minutes. How PepsiCo sifted candidates' flows, found the best, and strengthened its employer brand
PepsiCo is a global food and beverage leader with a product portfolio including 22 brands that each generate more than $1 billion in annual retail sales. PepsiCo has been using VCV products for the past three years since 2017 and integrated our features into their selection process for BreakOut and PepsiCo Go intern and acceleration programs.
PepsiCo and VCV: 3 years of fruitful cooperation
PepsiCo is a global food and beverage leader with a product portfolio including 22 brands that each generate more than $1 billion in annual retail sales. PepsiCo has been using VCV products for the past three years since 2017 and integrated our features into their selection process for BreakOut and PepsiCo Go intern and acceleration programs.


In 2020-2021, the BreakOut program alone had about 5,200 applications from students and fresh graduates; and 500 reached the video interview stage that showed 81% conversion rate of those who recorded the interview. Programs are an important part of the employer brand promotion strategy, aimed at attracting the best.
Landing pages: one page coordinated, easily tracked candidates' funnel + scored points for to the employer's brand
Unique pages created with the support of the VCV bot were used as an entry point for registration during the PepsiCo Go program. This page covers the program's main points and helps to receive applications through one channel while allowing to track where candidates come from and estimate the most effective application funnel.
VCV features that PepsiCo uses: integrate, assess quickly, get analytics in few clicks
Every stage of PepsiCo's programs for graduates is aimed at gathering particular information about candidates and assessing certain competencies. Here is what the selection pipeline looked like for the BreakOut 2020-2021 program. The interview stage started with the VCV pre-recorded interviews that worked as a selection step to a full-time meeting.
1,000 candidates for 1 position, interview time reduced from 60 to 15 minutes. How PepsiCo sifted candidates' flows, found the best, and strengthened its employer brand - picture 1
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Video interview: 81% conversion rate, 13 minutes for full assessment and feedback (VIDEO)
Pre-recorded video interviews were introduced as one of the intermediate selection stages to assess the chosen competencies such as:


  • How much a candidate knows about the program, whether they're properly motivated and why they want to participate in the program

  • Whether a candidate is result-oriented

  • Whether a candidate has the curiosity for learning


To build contact with candidates even remotely, several team members recorded the questions on camera. It's also a way to introduce the team that the future program members will work with. Here are the examples of such questions, and one to listen to.
1,000 candidates for 1 position, interview time reduced from 60 to 15 minutes. How PepsiCo sifted candidates' flows, found the best, and strengthened its employer brand - picture 2
In contrast to what an interview might have taken - 45 or 60 minutes per candidate - with VCV it took just 12-15 minutes to review an applicant, including their basic information, as well as to assign points to each of the competencies and to leave general comments.
1,000 candidates for 1 position, interview time reduced from 60 to 15 minutes. How PepsiCo sifted candidates' flows, found the best, and strengthened its employer brand - picture 3
Integration & Analytics: work in one tab, make data-based conclusions on candidates and the team
Pre-recorded video interviews were integrated with PepsiCo's corporate system for the program, which allowed to see all the information about a candidate and their video CVs in one so-called 'candidate card'. There was no need to search for the necessary information in CVs.


As for the analytics, five recruiters worked on the VCV stage and the system allowed downloading the data, and to analyze volume and conversion for each recruiter (how many candidates were viewed, how many successfully reached the next selection stage).
Graduate or high-volume recruitment: leave it to automation; save time and still find the best candidates
Whether you deal with graduate hiring or just any type of high-volume hiring, there's no need to do all the work manually. Technology allows you to search through a large number of candidates quickly and provide instant feedback. Above that, with digital help and saving a huge amount of time, you will find those who fit your company DNA and can even remotely assess the competencies you need. Don't hesitate, try it out!