Brief: 

Recruitment of a Category Manager with expertise in FMCG or similar

Market: 

As a result of research we had undertaken within this career segment, it was clear a candidate tightening had occurred so attraction and sourcing methods were required to stimulate application n activity using both proactive and reactive elements.
As well, other roles under action within this category were not meeting usual time-to-fill ratios which confirmed that much time could be frittered away using traditional reactive methods without netting a shortlist.

Action:

Develop a multi-faceted approach with an emphasis on using imagery to reinforce the capability of the management team, breadth of the role and flavour of the company.

Reactive:

• Video Position Description – to accompany web advertising, highly visual to create increased click through response, and creative copy crafted to suit the role
• Flytrap – Frog candidate community eCommunications
• Social Media – Twitter, LinkedIn and Facebook

Proactive:

• Hybrid market mapping within social media platforms – to encourage candidates to opt into the process

Results: 

• 41% savings when comparing to traditional methods of attraction
• Candidate reach was extensive
• Feedback on the video information reflected positively on the employer brand. It showcased the employer in a compelling way; being seen to be aligned with their product mix and their offering to a potential employee.
• A Talent pipeline (informal in this instance) was developed for future reference for the organisation.
• Vacancy was filled.
• The time involved did extend over typical time-to-fill ratios however market research showed the timeframe was realistic given the reluctance of the candidate community. This further confirmed the relevance of a multi-layered approach to talent.