RallyFwd Virtual Conference - December 4, 2019 "Rallying Your Company to Prioritize Candidate Experience" Stacy Van Meter, VP Talent Acquisition & Employment Brand, Deluxe Corporation

1. © 2019#RALLYFWD
Rallying Your
Company to Prioritize
Candidate Experience
Stacy Van Meter
VP Talent Acquisition & Employment
Brand, Deluxe

2. #RALLYFWD © 2019
WHAT YOU’LL
LEARN
1. Set recruiters up
for success
2. Innovate with a
tight budget
3. Video for impact
© 2019

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ABOUT DELUXE
Revenue has increased
for 9 consecutive years,
setting an all-time revenue
record in 2018 at $1.998B
Deluxe provides a wide range of products and services,
including:
incorporation services, logo design, domain registration, website development and
hosting, email marketing, payroll services, data analytics, customer acquisition,
treasury management solutions, integrated receivables as well as checks and forms.
The Company currently manages
and reports business based on
three end-customer channels
Small Business Services
Financial Services
Direct to Consumer
Deluxe is transforming into
a trusted, tech-enabled
solutions company for
enterprises, small businesses and
financial institutions offering a range of
solutions to help customers manage
and grow their businesses.
The company primarily
serves customers in North
America, however it also has a
business presence in Australia, Europe
and South America.

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ABOUT DELUXE
4.8+ M
small business
customers
6,600+
employees
4,600
financial institution
customers
Shoreview, MN
headquarters
Barry McCarthy
joined Deluxe as President and CEO
in November 2019
Deluxe historically operated as a “Company of Companies”
Under Barry’s leadership, we are fundamentally changing the
strategy of Deluxe and becoming a “Company of Products” —
leveraging his previous experience at other companies
Organic revenue growth focus, with acquisitions supplementing
total revenue growth
Our new strategy will fundamentally change the way Deluxe
operates and goes to market

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2008 2009 2010 201
1
2012 2013 2014 2015 2016 2017 2018
Historically hiring for:
• Press operators
• Pre-press Associates
• Account Sales Reps
• Customer Service/Sales
Associates
• Bindery Work
Forward-looking, digital-focused hiring (2010-PRESENT):
• Interactive Designer
• Director of Analytics and Insight
• Ecommerce Director
• Product Manager
• Experience Strategist
Employment Brand
Recognition for Job Posting
• VP Product Management (SaaS)
• Client Implementation Consultant
• Brand Manager
• Digital/Technical – ecommerce, IT
Architecture, SAP, Security
• Strategic Sales
• SEM Manager
• Facebook Advertising
• Analytics Manager
• Fintech
• Portfolio Management and Innovation
Other winners
include:
Social Media
Top 100 Global
Influencers
2016-2018 Recruiter Recognition
for Top 5% Nationwide
TA Leader of
the Year Award
TALENT
SHIFT
Innovation
DELUXE CX: A HISTORY OF INNOVATION
2019

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DELUXE CX: A HISTORY OF INNOVATION
• Candidates as customers
• Hiring manager videos
• Black hole video
• Communications
• Encourage engagement on social media
• Email marketing and talent community
engagement

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DELUXE CANDIDATE EXPERIENCE
• Extreme Candidate Makeovers
• Video training vignettes
• Candidate experience training guides
• Integrated training into all steps of
recruiting process
• Quarterly communication audits

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CANDIDATE EXPERIENCE TRAINING
Best Practices for Providing a Top-Notch Candidate Experience
Scheduling
• Make your calendar open/available for scheduling interviews
• Accept calendar invitations in a timely manner
• Don’t cancel scheduled interviews
• Ensure your calendar is up to date (including PTO and out of office)
• Communicate with your teams -- let them know they are being asked to interview; ask them to
block time on their calendars; explain the role and what you’re looking for
Interview
• Be on time for interview
• Know something about the candidate to use as an icebreaker; something from the resume to
comment on and build rapport
• Offer them water (and bio breaks/lunch if they’re there for an extended time)
• Be consistent with candidate interviews -- ask everyone the same questions
• Ensure the interview space is void of confidential information and allows the culture of your
location to show up well
• Never be afraid to schedule interviews off-site at a coffee shop
• Do not end an interview early if the candidate is clearly not a fit
• If using an interview guide, prep the whole team on what you’re looking for them to focus on
• When you walk the candidate out, tell them what the next steps are
• Bring your business cards to the interview
Follow-up
• Give recruiter feedback on the candidates ASAP so that we can follow-up with them promptly
• Take the time to contact your new hire before their start date (sharing information around their
start date and first few weeks)
• If you interview a candidate for a position and they ultimately don’t get the job, please contact
them to let them know (your recruiter can handle this for you but it goes a long way towards a
good candidate experience if you can tell them directly)

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• Attracting talent by communicating
our identity through:
✔Culture and community content
✔Candidate experience
✔Marketing
✔Social media
✔Storytelling/Video
✔Passive candidate attraction
✔Passive engagement
✔Candidate value prop
✔HM training
✔Recruiter and leader contact
DELUXE CANDIDATE EXPERIENCE
© 2019
• Engaging talent through hyper-
personalization efforts

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DELUXE CANDIDATE EXPERIENCE
• Utilizing technology to make smarter data-
driven decisions around recruitment
• Attracting diverse, top-level talent to propel
our journey
• Building a company of evangelists who are
always recruiting
• Strategically enabling the Deluxe CX to
become one of the most exciting
transformation stories in our history

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STACY VAN METER
VP, Talent Acquisition & Employment
Brand, Deluxe
Thank You!
/sjvconsult/
stacy.vanmeter@deluxe.com