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Our challenge was to identify as many IT Support Staff in the area as possible to allow Innovit to engage with, screen, interview and appoint for this existing role, but also to start to compile their own database of potential staff for use on future projects/clients.
We liaised with HODs and got a full role brief that meant we could develop a comprehensive candidate profile, we then created bespoke candidate attraction assets for use throughout, social media, online job boards, email campaigns etc.We then conducted the campaign over 28 days and uncovered both active and passive candidates.
Laura at Innovit found it very useful to have those active and passive candidates immediately. It saved Laura a lot of time having all that sourcing work done for her on all the major job board and online databases, as well as passive candidate outreach and just left Laura the task of contacting the candidates to establish their needs in line with the attributes of the job vacancy. Equally it generated high quality relevant Applications as you would expect, but having them all uploaded and available in one portal saved her a lot of time vs. logging on to the different individual job boards, as well as saving Laura the problem of having hundreds of application notifications cluttering up her inbox.