Hiring at Fidelity TalentSource
A great interview with Fidelity TalentSource could set you on the path to a meaningful and rewarding career. Here is how to bring your A-game.
Interviews can be stressful. You have to make a good impression, highlight your skills, and explain your work experience in a relatively short amount of time. To a job seeker, the recruitment and interview process can seem mysterious.
That is why we are excited to offer you a behind-the-scenes look at Fidelity TalentSource’s approach, where you can gain valuable insights from Pete, a Senior Talent Acquisition Partner.
”“Your resume was only your ticket to the interview; not everything about you. Look at bullets on your resume and be prepared to elaborate on those bullets. You'll get some questions in the interview.
The interview is your chance to humanize your resume, highlight your passion for the job, provide examples of your experience, and demonstrate your interpersonal skills. “Your resume was only your ticket to the interview; it is not everything about you. Look at the bullets on your resume and be prepared to elaborate on those bullets. You will probably get some questions about them in the interview,” said Pete.
Think of your Fidelity TalentSource interview as your chance to get to know us better, just as we are getting to know you. It should be a two-way dialogue in which we each ask and answer questions. You can get a feel for the hiring manager and team, and potentially other people you could work with if you get hired.
It is also a great chance for the hiring team to observe your communication skills and demeanor. For instance, if you are applying for a customer service role, we want to ensure you come across as both confident and approachable.
Interviews play a key role in Fidelity TalentSource’s recruiting and hiring process. “Fidelity TalentSource is here to help you do your best in the interview,” said Pete. “Any questions you have, ask your Talent Acquisition Partner. We want you to succeed.”
Every recruiting business group is searching for applicants with specific skillsets and experience, and every role is different. In the end, all Talent Acquisition Partners and hiring teams have the same goals: to give applicants a good experience and hire the most qualified person for the job.
Here’s how to get the most out of the interview process:
After you have applied for a role and a Talent Acquisition Partner has reviewed your resume against the job description, if you are a strong applicant, they will reach out to you for a screening conversation. This is not an interview but rather an opportunity for us to discuss the role and its requirements, your background, and your expectations to make sure there is alignment for the position and team.
Before moving on to meet the hiring team, use this conversation to ensure the position aligns with your values and career goals. Consider asking about the company’s culture, work-life balance, benefits, team dynamics, and mission. Do not hesitate to ask questions.
At Fidelity TalentSource, we work hard to create an inclusive interview process for everyone. Behaviorally based interviews are inclusive because they focus on assessing an applicant’s skills, competencies, and potential through structured questions that focus on the match between the job expectations and the applicant’s qualifications.
“The hiring team will select behavioral-based interview questions targeted toward the skill set needed for the job. By using the same set of questions for all applicants, interviewers can compare applicants fairly and focus on real experiences and behaviors instead of just gut feelings,” said Pete.
Most of the time, Fidelity TalentSource conducts interviews over Zoom because we know, especially if you already have a job, how difficult it can be to take a half or full day off for an interview. Zoom-based interviews can fit more flexibly into your schedule.
Pete suggests not letting the convenience of Zoom turn into casualness. Keep it professional with a quiet, neutral setting. Be seated rather than in transit or otherwise out and about. Dress professionally and appropriately for the position. “If you want that job, put your best foot forward. Show the hiring team how interested you are in the role,” Pete said.
Depending on the role, you might have several interviews. These could be with a hiring manager, a hiring team, or a panel of associates so you can get a full picture of the role, its expectations, and the job requirements.
Following your interview(s), the Talent Acquisition Partner will reach out to provide you with feedback on your performance. They will highlight what you did well, such as your strengths and skills, and provide constructive feedback on areas for improvement. If applicable, they will also discuss the next steps in the hiring process.
This is your chance to ask questions, seek clarification, understand how to better prepare for future interviews. and provide feedback on how the interview process went for you.
“Interviewing is a two-way street,” said Pete. “We will provide feedback to the applicants. We want feedback from the applicants as well. We are always seeking areas for improvement.”
Receiving feedback is a valuable opportunity for both you and us to learn and grow.
"The hiring team will use behavioral-based interviewing also called the STAR method (Situation, Task, Action, Result). The hiring team questions will be designed to target skills required for the job. They will be seeking stories back from you based on your experience. We never know what exactly the hiring team will ask; that is like giving the answers to a test ahead of time! The best way to prepare is to practice aloud with a trusted friend, spouse, or partner to help you approach the interview more conversationally, rather than as a rigid Q&A session. Think about different challenges or issues you have successfully handled in your previous jobs. Be prepared to tell those stories. Remember, luck favors the prepared."
At Fidelity TalentSource, we aim to meet you where you are. The team will make sure you are set up for success! They will provide detailed information about the job and the company, highlight important competencies, and can even help you prepare thoughtful questions.
If you are a student or new graduate, you might not have a robust work history. Typically, the interview will focus on assessing your potential, enthusiasm for the role, and basic skills with questions centered around educational background, internships, and soft skills like communication and teamwork. Interviewers want to see the skills you have developed on campus, the leadership roles you have taken on, and the clubs you have joined that could be relevant to Fidelity TalentSource.
If you have any amount of experience in retail, hospitality, or other customer service-based jobs, you have skills that are transferable and can be applied to financial services!
“Supporting clients in a face-to-face setting is often harder than doing that support over the phone. Any face-to-face customer service translates well to the skills needed for Customer Support at Fidelity,” said Pete. “We have years of success stories where customer support professionals come from another industry and have been very successful at Fidelity.”
Talk about a time you put the customer and their needs first or how you wowed someone.
In contrast, higher-level jobs come with higher expectations. Interviews will delve deeper into professional experience, past achievements, and strategic thinking. Be prepared to answer more technical and strategic questions, showcase your leadership and management abilities, and explain how you can contribute to the company’s culture and long-term goals.
“Higher level positions through Fidelity TalentSource (FTS) will come with more specific questions about your technical skills and work experience,” said Pete.
We always welcome applicants from all industries and backgrounds, such as healthcare, education, and social services, with or without financial experience, or those that have taken a career break and are now looking to return.
If you’re changing careers, it is crucial to highlight transferable skills and relevant experiences. Emphasize skills from your previous career that apply to the new role, and clearly explain your motivation for the change, showing how your past experiences have prepared you.
Reentering the workforce presents an exciting opportunity to share the skills and experiences you have gained during your time away, such as through volunteer work or courses. Approach your career gap positively by emphasizing how you enhanced your skills, stayed current with industry trends, and developed valuable qualities like leadership, time management, and resilience.
In both cases, simply connect the dots between where you have been and where you want to go. Also, networking with professionals in the new field can provide valuable insights.
"I recently hired a data analyst from the healthcare industry who had no prior financial services experience but demonstrated strong skills across various data tools. During the interview process, he effectively communicated those skills, and the hiring team chose him over applicants with financial services backgrounds. After some time in his Fidelity TalentSource role, the department decided to convert him to a permanent position at Fidelity. He is thriving in his position and enjoying the challenge of learning a new industry."
Before you can get an interview, you have to get your foot in the door. The best way to do that is with a resume tailored to the role.
“There’s nothing wrong with having a few versions of your resume,” said Pete. “Look at the key responsibilities of the job you’re applying for and align the top 3 bullet points from your last 2 roles to match those. As long as your dates, job titles, and education remain consistent, you can tailor the bullet points on your resume to highlight the experience most relevant to the job you are interested in.”
Think of your Talent Acquisition Partner as your handy Fidelity TalentSource sidekick. They are there to answer questions and alleviate concerns. They are your liaison with the hiring manager and team. If a conflict or issue arises, reach out to them ASAP.
They are also there to help you get essential information and feel empowered. “We want you to feel prepared and confident going into the interview,” said Pete. “If you have any job questions or worries, remember to ask your Talent Acquisition Partner.”
“Any up front research you can do will help you feel more prepared in the interview,” said Pete. Tap into as many data sources as you can, such as Fidelity TalentSource’s career website, Fidelity’s website, or current and former employees.
Network. Learn about the hiring team on LinkedIn. Reach out to friends, family, former colleagues, or current or former Fidelity TalentSource associates. Ask for information about the business, or Fidelity as a company, the department, and the role. You want to reach out to people who can help you make your case for the position. “Research up front is often what can set you apart; and help you get the job you want,” said Pete.
If you know someone who works for Fidelity TalentSource or Fidelity or is on the hiring team, do not get lured into a false sense of comfort. Stay on point and maintain your professionalism. Knowing someone is not a guarantee you will get the position, because many factors go into the hiring process, which is why you should put forth your best effort.
“To prepare for a behavioral-based interview, think of stories that illustrate how your skills made challenges into positive outcomes,” said Pete. “You want the hiring team to remember you in a positive way: as a person who can solve issues and turn challenges into opportunities for success.” Storytelling shows how your past behaviors could show up in the future. Your examples serve as proof that you have the skills and experience needed for the role. Explain how you handled each situation and what you learned when things did and did not go well.
Sell yourself. Show the value you offer and your passion for the role. Close strong by reiterating your skillset and experience. Show and tell the hiring team why you are right for the job.
”“Research up front is often what can set you apart, and help you get the job you want.
Practicing for an interview is crucial to making a great impression. Prepare a few questions and ask a friend or family member to conduct a mock interview and then provide feedback. If you do not have anyone to practice with, consider recording yourself.
Once you get hired at Fidelity TalentSource, your career development has only begun. We have a Career Center where associates can get hands-on training, coaching on resume writing, interviewing tips, and more. Associates can shadow others in roles they are interested in to see whether that career path makes sense for them. One of the perks of joining Fidelity TalentSource is the flexibility to take on different short-term opportunities within a reputable company. Or it could be your opportunity to learn more about Fidelity, get in the door, and seek out an opportunity to convert to a full-time position, if it is available. At Fidelity TalentSource, you can reimagine and reinvigorate your career, and we will help you do it.
When you work at Fidelity TalentSource, you have the chance to transform your life for the better. With benefits made to support your goals, an exciting and inclusive culture, and a meaningful career. Sign up for job alerts or apply today.
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