Understanding Fidelity TalentSource’s hiring process

Job searching can be overwhelming and feel like you’re shouting into the void. Adjusting your resume for each position and figuring out each company’s application system and process can feel like running on a nonstop treadmill.

That’s why we’re pulling back the curtain on Fidelity TalentSource’s application process. Every Fidelity job is different and depends on the role and/or the department, but the information below will give you a general idea of what to expect. Let’s get to it.

Application submission

You’ve submitted your application. Congratulate yourself on your go-get-’em drive while our recruiters review your resume and skills to confirm you’ve got what it takes for the job.

How long does it take to hear back from Fidelity TalentSource? It depends on how many people have applied for the job. Our recruiters want to give each application the time, attention, and consideration it deserves. If you don’t hear back right away, don’t get anxious. We’re getting to yours.

Initial screening

Your resume is screened by the recruiter, who’s looking for the qualifications outlined by the hiring manager. If your resume matches the requirements, the next step will be a phone call to discuss the specifics of the role, our hybrid model, and your relevant experience. “Job descriptions and resumes cannot tell the full story,” said Sarah, a Talent Acquisition Partner. “An initial phone screening allows recruiters to ask follow-up questions that are specific to the candidate’s experience and is a great opportunity for candidates to ask questions also.”

This gives you a chance to make sure the role, compensation, benefits, and expectations match your expectations. If the role seems like a good fit on both sides, the recruiter will share your resume and their notes with the hiring manager, who will then decide whether they’d like to schedule an interview.

Recruiters vs. hiring managers

A quick tangent: You might be wondering why we have both recruiters and hiring managers. It’s because they manage different parts of the hiring process. Here’s what each one does:

Recruiters:

• Serve as your single point of contact throughout
• Keep tabs on you as you’re going through the process
• Review your resume
• Have initial discussions with you
• Coordinate interviews with you and the hiring manager and/or panel
• May help develop your job offer

Think of recruiters as choreographers who keep everyone dancing to the same tune.

Hiring managers:

• Create the job description
• Verify you’re qualified for the role
• Assess whether your skillset matches the business’s needs
• Select the most qualified person for the job
• Will typically be your supervisor

Great news! The manager has reviewed your resume and the recruiter’s notes from your phone call and would like to interview you. Our scheduling team or your recruiter will reach out to get your availability and send out a calendar invite.

Your Fidelity recruiter will also review the following with you to help set expectations for the remaining steps:

• How many interviews you’ll have and how long they’ll take
• Who the interview(s) will be with:
  • Hiring manager
  • Hiring panel (hiring manager, peers, business partners)

Some roles in technology or design require skills assessments and/or case studies.

Interviews

Think of an interview as an opportunity to get to know Fidelity TalentSource and the greater Fidelity Investments company better, and for us to get to know you. Depending on the role and needs of the team, the interview process may comprise one or more rounds before a final decision is reached. “Interviews can determine if the candidate is not only a fit for the role and team but also a culture fit at Fidelity,” said Jason, a Talent Acquisition Partner.

After you’ve completed the interview(s), the recruiter will share expectations and a time frame for the next steps. You might also receive feedback on your performance from the hiring manager or panel, which can be helpful whether you’re offered a role with Fidelity TalentSource or not.

Selection and offer

Here’s where the rubber meets the road. The hiring manager or panel must decide:

• Do you have the best skillset match and experience?
• Will you help meet the business’s needs?
• Are you going to add value to Fidelity’s work and culture

Once the hiring manager/panel finalizes their decision, the recruiter makes the finalist an offer, which includes compensation information.

You decide

The tables are now flipped if you’ve been offered the job. It’s your turn to decide. You might wish to weigh certain decisions on your own or with your partner or family. If you need to, assemble a kitchen table council to talk everything out. Trust your intuition.

If you’ve accepted the job, celebrate! Too often we don’t savor our wins or give ourselves enough credit because we’re on to the next thing. Take some time to let your success really sink in.

What if you don’t get an offer?

That’s OK. You may be disappointed but try not to get discouraged. Life is full of ups and downs. You could have a bad interview, but how you handle it is what matters most. Ask the recruiter for feedback if you haven’t already gotten any. Figure out what lessons you learned from the experience and how you can apply them in the future. Then take some time to think about other opportunities and what to do next.

Fidelity TalentSource

At Fidelity TalentSource, our temporary job opportunities provide the benefits of working with one of the most reputable financial services firms in the industry. Whether you’re interested in technology, crypto currency, or customer service, our positions offer a great way to grow your expertise and take the next step in your career.

Apply today