In the competitive world of recruitment, standing out is everything.
So, how do you capture the attention of top candidates when time is of the essence?
This is exactly the challenge that the Royal Borough of Greenwich faced this Summer, as they urgently sought to fill critical HR roles.
Read on to discover how we helped Greenwich to make offers to two HR Policy and Project Managers in just three weeks…
About the Royal Borough of Greenwich
The Royal Borough of Greenwich is an historically significant area in Southeast London, home to landmarks such as The Royal Observatory, the Prime Meridian Line, and Cutty Sark.
The Council serves a diverse population of over 289,000 people and is well-connected to Central London. Known for its excellent employee benefits, including 31 days of leave, Greenwich needed to quickly fill key HR positions due to the urgency of ongoing projects.
Greenwich’s hiring challenge
Following a successful resourcing campaign with the Fleet and Waste Strategy Team in April, Greenwich came back to Jobs Go Public with a new challenge.
The HR Team needed to hire four HR Policy & Project Managers for a two-year fixed contract. However, two months of this contract period had already passed by, and there were still two vacancies open to fill.
With manpower and resource running low, Greenwich lacked the capacity to manage an extensive recruitment drive alone. Therefore, they required a solution to rapidly attract and hire qualified candidates within a tight timeframe.
The solution
To meet the Council’s urgent needs, we devised a tailored recruitment strategy that significantly expanded their reach while staying within budget.
Our approach combined the power of performance marketing with soft search techniques, ensuring maximum exposure and quick connection with suitable candidates.
Here’s how we did it:
Email marketing
We sent weekly job bulletins and targeted emails to relevant candidates within our registered database of job seekers.
Performance marketing
- LinkedIn Ads and Job Slots: We leveraged a network of active job seekers on the LinkedIn job board, as well as boosting the vacancy post to around 17,000 passive HR professionals. This way, we were able to capture relevant candidates with a high likelihood of converting to application, as well as quality candidates who may be persuaded to move jobs with the right offer.
- Aggregators: By deploying AI technology through our partner Appcast, we positioned the vacancy in front of the most suitable active jobseekers at the optimal moment with minimal cost per application.
Soft search & selection
Acting as an extension of Greenwich’s hiring team, our resourcing experts identified and reached out to top talent, handled interview scheduling, assisted the Council with regret management, and screened CVs to push candidates through the recruitment process efficiently.
Candidate engagement
We maintained a high level of communication with candidates, providing regular updates throughout the process. This approach ensured a positive experience that kept top talent engaged, while freeing resources for Greenwich’s busy hiring team.
Copywriting services
Our copywriting expert crafted a compelling job advert, designed to captivate potential candidates and clearly highlight key aspects of the role and organisation’s employee value proposition (EVP).
The campaign results
After only three weeks of advertising, the campaign achieved impressive results.
Overall, the Council received 50 applications for their vacancies. 72% of applications came from performance marketing sources, demonstrating the power of these media platforms to increase the Council’s reach.
From our combination of performance marketing and soft search, Greenwich were able to achieve:
By the end of the campaign, Greenwich successfully made offers for both HR Policy & Project Manager roles, ensuring the HR team could continue its Policy operations without further delay.
The rapid and effective recruitment strategy not only met but exceeded the client’s expectations, showcasing the power of a targeted, multi-channel approach in a time-sensitive hiring scenario.