How to attract 250 (suitable) applicants in 9 days

I believe recruitment is part consulting, part marketing and part storytelling.

Here’s a brief story about the power of a well-crafted job ad and how it attracted more than 250 qualified applicants (in the first 9 days of the recruitment campaign).

A health-focused national nonprofit organisation needed to fill a crucial role.

We worked with them to define the purpose, scope and specifics of the role, as well as the talent persona they ideally wanted to attract.

We then took these insights and crafted recruitment content and a job ad which didn’t just attract attention - it pulled in 506 applicants, in a little over a week.

Of course quality is more important than quantity so it’s important to note that at least half of the applications had suitable experience, skills and background to be considered.

The campaign was an absolute cracker. It achieved:

6-7x more clicks and 8x more applications than similar roles during the same time period.

The results?

Just 9 days after the campaign went live, the hiring team had a shortlist of 6 great candidates. Within a week, they hired not 1, but 2 people!

Why was this campaign so successful? 

> The salary was decent, but not amazing.

> It was a hybrid role, but not 100% remote.

> Our recruitment content wasn't a blurb about the organisation or a shopping list of 'must haves'.

> The content was audience-centric, it spoke to the purpose of the role, the scope and flexibility the role offered, and how this person would contribute to a broader purpose.

The content created a connection - and inspired more than 500 people to take action.

Hiring is not acquiring talent. Recruitment is marketing.

If you want results like this from a recruitment campaign that outperforms the competition, get in touch with Cynthia for a confidential chat.