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Bernard Hodes Group
 
AWARDS

2012 AGR (2012)

Winner - Digital marketing strategy - Barclays

From the beginning, we had a set of clearly defined aims. In the "See More Be More" campaign's second year we wanted to create a truly engaging, social experience for students and graduates. We set out to offer an authentic view of how Barclays differs from the competition. We also wanted to give Barclays' graduates their own voice through the Hub. A further aim was to make sure every user experience is outstanding, rather than just good or great, and we needed to maintain Barclays position as a place of bold, collaborative and inspirational people. Finally, we had to ensure the site appealed to graduates and second-jobbers, as well as current students.

Listening
We closely monitored applicants from the earliest stages through to their first few weeks and beyond. Over the years we've built up a clear candidate profile which is why we know that Future Leaders can come from any background. And while some arrive fresh from university, others have a few years' experience under their belts. We investigated this further by holding a series of focus groups. As we moved into the second year of ?See more. Be more', we wanted to ensure that our site targeted all of our key markets - students, graduates and second-jobbers.

User experience

New visuals
We updated the design by using a wider colour palette and new images.

New functionally
We made it easier than ever to navigate the site by introducing breadcrumbs, a drop-down menu and a left-hand side navigation panel. Along with this, we added some more promo buttons to encourage visitors to engage with the whole site. Finally, the website now detects the platform a visitor is using and automatically serves a mobile-optimised version of the site - perfect for a target audience who never leave home without their smartphone.

New content
Barclays is a very progressive organisation, so it was only right that the site content was completely updated - especially as a year is a long time in the banking world and, a lot can change. This work included:

- Updating the history timeline path to show recent developments within Barclays.
- Adding new hidden web content which can be accessed via the scanning of QR codes in the print brochure.
- Refreshing graduate profiles and adding new videos.
- Creating a countdown clock to announce the launch of the graduate programme.
- Establishing a new events page to make it easier for applicants to find out when Barclays are visiting their campus.

The Hub
The web is a very social place nowadays and we wanted to reflect this in our site. That's why we created The Hub, using blogging software as its platform - the first of its kind in the graduate marketplace.

While The Hub had the same look and feel as the rest of site, its function differs greatly. It acts as a ?social newsroom' binding together YouTube, Twitter, Facebook and Flickr.

Our target audience's familiarity with these channels means they are comfortable interacting in this way, and so we are in a better position to build trust between these candidates and our brand. Conversation now flows freely, as our current intake of future leaders can engage directly with the next generation.
We also included a range of widgets, so users can share content quickly and easily. To encourage the natural spread of information, we provided plenty worth sharing, from competitions for Premiership Tickets to value-adding interview tips.
The Hub: http://seemore-bemore.com/the-hub/

The Bloggers
Bloggers are a vital part of The Hub. On the surface they provide a snapshot of life on the FLDP. But on a deeper level that they play a key role in breaking down traditional communication barriers between employers and potential employees/candidates.
Every blogger has totally free rein to write about life at Barclays as they see it, and full access to the Twitter account. As a result, candidates view them as like-minded peers and are more comfortable interacting with both them and Barclays.
Once each blogger has set up their social media platform, it's integrated with the site. And users can even see how they are connected with each blogger through a LinkedIn widget.
Through the blogs, potential applicants are able to gain genuine insight into Barclays as a bold, collaborative and inspirational environment in which to carve out a career. And, as importantly, they are also able to gain a flavour of the people and personalities already on the scheme.
Example of bloggers on the hub:
http://seemore-bemore.com/the-hub/meet-our-people/alex-philip/

How we achieved our aims:

Award-winning results
Visitors to the site have increased a massive 59% to 323,000 since last year (and together they've viewed 1.6 million pages - an increase of 83%).
The new navigation has captured attention in a hugely positive way. Visitors are now more likely to stay after viewing the first page (32% bounce rate vs. 38% previously), stay for longer on the site (3'06? in 2011 vs. 3'16? in 2012), and view, on average, more pages per visit (4.04 vs. 4.65 in 2012).
We've enjoyed a radical increase in our conversion ratios at each recruitment stage.
In fact, final-round conversions now stand at 55% compared to 36% in 2011. Along with these impressive statistics, we can also add that we've received 40% less applications - which proves we're targeting exactly the candidates we want as future leaders.
Successful students who reach the final stages of the assessment centres have cited the Hub as a key information source
Enlarge Image

2012 Target (2012)

Winner - Best graduate recruitment website - Barclays

From the beginning, we had a set of clearly defined aims. In the "See More Be More" campaign's second year we wanted to create a truly engaging, social experience for students and graduates. We set out to offer an authentic view of how Barclays differs from the competition. We also wanted to give Barclays' graduates their own voice through the Hub. A further aim was to make sure every user experience is outstanding, rather than just good or great, and we needed to maintain Barclays position as a place of bold, collaborative and inspirational people. Finally, we had to ensure the site appealed to graduates and second-jobbers, as well as current students.

Listening
We closely monitored applicants from the earliest stages through to their first few weeks and beyond. Over the years we've built up a clear candidate profile which is why we know that Future Leaders can come from any background. And while some arrive fresh from university, others have a few years' experience under their belts. We investigated this further by holding a series of focus groups. As we moved into the second year of ?See more. Be more', we wanted to ensure that our site targeted all of our key markets - students, graduates and second-jobbers.

User experience

New visuals
We updated the design by using a wider colour palette and new images.

New functionally
We made it easier than ever to navigate the site by introducing breadcrumbs, a drop-down menu and a left-hand side navigation panel. Along with this, we added some more promo buttons to encourage visitors to engage with the whole site. Finally, the website now detects the platform a visitor is using and automatically serves a mobile-optimised version of the site - perfect for a target audience who never leave home without their smartphone.

New content
Barclays is a very progressive organisation, so it was only right that the site content was completely updated - especially as a year is a long time in the banking world and, a lot can change. This work included:

- Updating the history timeline path to show recent developments within Barclays.
- Adding new hidden web content which can be accessed via the scanning of QR codes in the print brochure.
- Refreshing graduate profiles and adding new videos.
- Creating a countdown clock to announce the launch of the graduate programme.
- Establishing a new events page to make it easier for applicants to find out when Barclays are visiting their campus.

The Hub
The web is a very social place nowadays and we wanted to reflect this in our site. That's why we created The Hub, using blogging software as its platform - the first of its kind in the graduate marketplace.

While The Hub had the same look and feel as the rest of site, its function differs greatly. It acts as a ?social newsroom' binding together YouTube, Twitter, Facebook and Flickr.

Our target audience's familiarity with these channels means they are comfortable interacting in this way, and so we are in a better position to build trust between these candidates and our brand. Conversation now flows freely, as our current intake of future leaders can engage directly with the next generation.
We also included a range of widgets, so users can share content quickly and easily. To encourage the natural spread of information, we provided plenty worth sharing, from competitions for Premiership Tickets to value-adding interview tips.
The Hub: http://seemore-bemore.com/the-hub/

The Bloggers
Bloggers are a vital part of The Hub. On the surface they provide a snapshot of life on the FLDP. But on a deeper level that they play a key role in breaking down traditional communication barriers between employers and potential employees/candidates.
Every blogger has totally free rein to write about life at Barclays as they see it, and full access to the Twitter account. As a result, candidates view them as like-minded peers and are more comfortable interacting with both them and Barclays.
Once each blogger has set up their social media platform, it's integrated with the site. And users can even see how they are connected with each blogger through a LinkedIn widget.
Through the blogs, potential applicants are able to gain genuine insight into Barclays as a bold, collaborative and inspirational environment in which to carve out a career. And, as importantly, they are also able to gain a flavour of the people and personalities already on the scheme.
Example of bloggers on the hub:
http://seemore-bemore.com/the-hub/meet-our-people/alex-philip/

How we achieved our aims:

Award-winning results
Visitors to the site have increased a massive 59% to 323,000 since last year (and together they've viewed 1.6 million pages - an increase of 83%).
The new navigation has captured attention in a hugely positive way. Visitors are now more likely to stay after viewing the first page (32% bounce rate vs. 38% previously), stay for longer on the site (3'06? in 2011 vs. 3'16? in 2012), and view, on average, more pages per visit (4.04 vs. 4.65 in 2012).
We've enjoyed a radical increase in our conversion ratios at each recruitment stage.
In fact, final-round conversions now stand at 55% compared to 36% in 2011. Along with these impressive statistics, we can also add that we've received 40% less applications - which proves we're targeting exactly the candidates we want as future leaders.
Successful students who reach the final stages of the assessment centres have cited the Hub as a key information source
Enlarge Image

2012 SoMe Grand Prix (2012)

Winner - Best use of social media in graduate recruitment - Barclays

From the beginning, we had a set of clearly defined aims. In the "See More Be More" campaign's second year we wanted to create a truly engaging, social experience for students and graduates. We set out to offer an authentic view of how Barclays differs from the competition. We also wanted to give Barclays' graduates their own voice through the Hub. A further aim was to make sure every user experience is outstanding, rather than just good or great, and we needed to maintain Barclays position as a place of bold, collaborative and inspirational people. Finally, we had to ensure the site appealed to graduates and second-jobbers, as well as current students.

Listening
We closely monitored applicants from the earliest stages through to their first few weeks and beyond. Over the years we've built up a clear candidate profile which is why we know that Future Leaders can come from any background. And while some arrive fresh from university, others have a few years' experience under their belts. We investigated this further by holding a series of focus groups. As we moved into the second year of ?See more. Be more', we wanted to ensure that our site targeted all of our key markets - students, graduates and second-jobbers.

User experience

New visuals
We updated the design by using a wider colour palette and new images.

New functionally
We made it easier than ever to navigate the site by introducing breadcrumbs, a drop-down menu and a left-hand side navigation panel. Along with this, we added some more promo buttons to encourage visitors to engage with the whole site. Finally, the website now detects the platform a visitor is using and automatically serves a mobile-optimised version of the site - perfect for a target audience who never leave home without their smartphone.

New content
Barclays is a very progressive organisation, so it was only right that the site content was completely updated - especially as a year is a long time in the banking world and, a lot can change. This work included:

- Updating the history timeline path to show recent developments within Barclays.
- Adding new hidden web content which can be accessed via the scanning of QR codes in the print brochure.
- Refreshing graduate profiles and adding new videos.
- Creating a countdown clock to announce the launch of the graduate programme.
- Establishing a new events page to make it easier for applicants to find out when Barclays are visiting their campus.

The Hub
The web is a very social place nowadays and we wanted to reflect this in our site. That's why we created The Hub, using blogging software as its platform - the first of its kind in the graduate marketplace.

While The Hub had the same look and feel as the rest of site, its function differs greatly. It acts as a ?social newsroom' binding together YouTube, Twitter, Facebook and Flickr.

Our target audience's familiarity with these channels means they are comfortable interacting in this way, and so we are in a better position to build trust between these candidates and our brand. Conversation now flows freely, as our current intake of future leaders can engage directly with the next generation.
We also included a range of widgets, so users can share content quickly and easily. To encourage the natural spread of information, we provided plenty worth sharing, from competitions for Premiership Tickets to value-adding interview tips.
The Hub: http://seemore-bemore.com/the-hub/

The Bloggers
Bloggers are a vital part of The Hub. On the surface they provide a snapshot of life on the FLDP. But on a deeper level that they play a key role in breaking down traditional communication barriers between employers and potential employees/candidates.
Every blogger has totally free rein to write about life at Barclays as they see it, and full access to the Twitter account. As a result, candidates view them as like-minded peers and are more comfortable interacting with both them and Barclays.
Once each blogger has set up their social media platform, it's integrated with the site. And users can even see how they are connected with each blogger through a LinkedIn widget.
Through the blogs, potential applicants are able to gain genuine insight into Barclays as a bold, collaborative and inspirational environment in which to carve out a career. And, as importantly, they are also able to gain a flavour of the people and personalities already on the scheme.
Example of bloggers on the hub:
http://seemore-bemore.com/the-hub/meet-our-people/alex-philip/

How we achieved our aims:

Award-winning results
Visitors to the site have increased a massive 59% to 323,000 since last year (and together they've viewed 1.6 million pages - an increase of 83%).
The new navigation has captured attention in a hugely positive way. Visitors are now more likely to stay after viewing the first page (32% bounce rate vs. 38% previously), stay for longer on the site (3'06? in 2011 vs. 3'16? in 2012), and view, on average, more pages per visit (4.04 vs. 4.65 in 2012).
We've enjoyed a radical increase in our conversion ratios at each recruitment stage.
In fact, final-round conversions now stand at 55% compared to 36% in 2011. Along with these impressive statistics, we can also add that we've received 40% less applications - which proves we're targeting exactly the candidates we want as future leaders.
Successful students who reach the final stages of the assessment centres have cited the Hub as a key information source
Enlarge Image

2011 CIPDs (2011)

Winner - Best graduate recruitment Innovation - KPMG

Our brief was to develop an integrated marketing campaign that would set KPMG apart from the competition, particularly the other "Big Four". We had to attract, engage and recruit 600 high-calibre graduates into a range of positions within Audit, Tax and Advisory across the UK, with the emphasis on KPMG's 30 target universities. We also wanted to address students' concerns about the economic downtown and assure them that KPMG were definitely recruiting and that this was not merely a branding exercise.

A straightforward message
Research showed that KPMG's employer reputation had two key differentiators: their people and their friendly culture. We set about communicating this to students through various marketing channels and face-to-face contact in a bold, confident, upfront, totally transparent and believable way - "Straight talking from KPMG". This campaign has been running for over three years now, and has delivered some remarkable results.

An impressive set of results
The initial idea was developed across a wide range of marketing channels. Striking images and humour were drafted in to combat negative perceptions about accountancy careers and the economic climate, aiding engagement with a predominantly Gen Y audience.

The campaign has been hugely successful in delivering on its objectives and feedback from students has been incredibly positive. Direct comments captured at the Straight Talking events and from High Fliers research include:
"The straight talking nature of the company is well communicated through the language and slogans that are used."
"The adverts leave me with a good impression of KPMG as a friendly and professional firm."
Over 2,700 students attended our "Straight Talking" events, with many more coming along to our careers fair and skills sessions. This is more than double the amount for the previous campaign. To date, KPMG has received over 12,000 applications which is well ahead of previous figures for the last four years, and the offer/acceptance rate currently stands at 89%.
Enlarge Image
Download PDF

2011 CIPDs (2011)

Winner - Best Internal recruitment communications - Barclays

2011 Ri5/IET (2011)

Winner - Institute of Engineering and Technology - Work of the Year

2011 Ri5/IET (2011)

ONREC (Winners not announced)

2011 Ri5/IET (2011)

Finalist - Best Careers Site - Staples

There are those who think Staples is simply about pens, pencils and piles of paperclips, but the truth is very different. Since 2006, we've been exploding these myths and enlightening ambitious job seekers about an incredible, $27bn business that spans 27 countries and offers some of the most rewarding retail careers on the planet. In the process, we've built a highly creative website from the ground up, launched it with a pioneering social media campaign, and significantly reduced costs per hire. Plus we've a raft of innovative ideas for phase two.

Staples Roll Out

Searcher in the skies.

Still relatively unknown in the UK, Staples wanted to illustrate their huge range of opportunities, the size of the business and their new 'Easy Button' brand in a fun manner. To do this, we developed a benchmark recruitment website to engage visitors and work with the new ATS to drive on-going campaigns. The theme of the careers site revolved around people being whisked away aboard a hovering 'UFO' (actually the Easy Button) to another world where their eyes were opened to both the Staples organisation and the great careers on offer. All of which was supported with a similarly-themed, high impact, social media campaign.

The truth is out there.

Planning sessions were run with Staples employees, resulting in a campaign that revolved around a central concept of discovery and sharing the truth - the perfect proposition for our naturally inquisitive audience. We used a broad range of media planning tools to identify the right social media channels and sites for the teaser campaign and finally settled on YouTube, Twitter and a bespoke blog. Over the two-month campaign period, a new video was uploaded to the YouTube channel every two weeks and we tweeted every day, and blogged at least twice a week. The grand reveal then pointed people towards the Staples Jobs career site.

Out of this world results.

The facts speak for themselves:
- The social media campaign garnered some 1,848 blog views, and over 596 YouTube views
- Candidates directed from social media had the deepest engagement with the site. Blog visitors viewed 9.67 pages, spent on average 7.30 minutes on the site and were twice as likely to apply
- In all, the site has had 191,307 visitors a year to date, generating over 480 days of brand interaction
- Candidate quality is exceptionally high - a recent store opening generated c600 applicants for 21 Job Roles (six times the typical response) Over 135 were taken to interview
- Before the site launch, Staples spent c?10,000 on store recruitment. Now they're spending under ?1,000
Enlarge Image

2011 Ri5/IET (2011)

Finalist - Best Graduate website - KPMG

Our brief was to develop an integrated marketing campaign that would set KPMG apart from the competition, particularly the other "Big Four". We had to attract, engage and recruit 600 high-calibre graduates into a range of positions within Audit, Tax and Advisory across the UK, with the emphasis on KPMG's 30 target universities. We also wanted to address students' concerns about the economic downtown and assure them that KPMG were definitely recruiting and that this was not merely a branding exercise.

A straightforward message
Research showed that KPMG's employer reputation had two key differentiators: their people and their friendly culture. We set about communicating this to students through various marketing channels and face-to-face contact in a bold, confident, upfront, totally transparent and believable way - "Straight talking from KPMG". This campaign has been running for over three years now, and has delivered some remarkable results.

An impressive set of results
The initial idea was developed across a wide range of marketing channels. Striking images and humour were drafted in to combat negative perceptions about accountancy careers and the economic climate, aiding engagement with a predominantly Gen Y audience.

The campaign has been hugely successful in delivering on its objectives and feedback from students has been incredibly positive. Direct comments captured at the Straight Talking events and from High Fliers research include:
"The straight talking nature of the company is well communicated through the language and slogans that are used."
"The adverts leave me with a good impression of KPMG as a friendly and professional firm."
Over 2,700 students attended our "Straight Talking" events, with many more coming along to our careers fair and skills sessions. This is more than double the amount for the previous campaign. To date, KPMG has received over 12,000 applications which is well ahead of previous figures for the last four years, and the offer/acceptance rate currently stands at 89%.
Enlarge Image
Download PDF

2011 Ri5/IET (2011)

Finalist - Best Graduate website - Enterprise

2011 Target (2011)

Winner - Best Innovation on Campus - Herts Police

2011 Target (2011)

Finalist - Best website - KPMG

2011 Target (2011)

Finalist - Best website - Enterprise

2011 Target (2011)

Finalist - Best student marketing campaign

2011 eGovernment National Awards (2011)

Finalist - Charity Commission

2011 eConsultancy awards (2011)

Finalist - Innovative Approach

2011 Recruitment Advertising Awards (January 2011)

Finalist - Digital marketing - Staples

There are those who think Staples is simply about pens, pencils and piles of paperclips, but the truth is very different. Since 2006, we've been exploding these myths and enlightening ambitious job seekers about an incredible, $27bn business that spans 27 countries and offers some of the most rewarding retail careers on the planet. In the process, we've built a highly creative website from the ground up, launched it with a pioneering social media campaign, and significantly reduced costs per hire. Plus we've a raft of innovative ideas for phase two.

Staples Roll Out

Searcher in the skies.

Still relatively unknown in the UK, Staples wanted to illustrate their huge range of opportunities, the size of the business and their new 'Easy Button' brand in a fun manner. To do this, we developed a benchmark recruitment website to engage visitors and work with the new ATS to drive on-going campaigns. The theme of the careers site revolved around people being whisked away aboard a hovering 'UFO' (actually the Easy Button) to another world where their eyes were opened to both the Staples organisation and the great careers on offer. All of which was supported with a similarly-themed, high impact, social media campaign.

The truth is out there.

Planning sessions were run with Staples employees, resulting in a campaign that revolved around a central concept of discovery and sharing the truth - the perfect proposition for our naturally inquisitive audience. We used a broad range of media planning tools to identify the right social media channels and sites for the teaser campaign and finally settled on YouTube, Twitter and a bespoke blog. Over the two-month campaign period, a new video was uploaded to the YouTube channel every two weeks and we tweeted every day, and blogged at least twice a week. The grand reveal then pointed people towards the Staples Jobs career site.

Out of this world results.

The facts speak for themselves:
- The social media campaign garnered some 1,848 blog views, and over 596 YouTube views
- Candidates directed from social media had the deepest engagement with the site. Blog visitors viewed 9.67 pages, spent on average 7.30 minutes on the site and were twice as likely to apply
- In all, the site has had 191,307 visitors a year to date, generating over 480 days of brand interaction
- Candidate quality is exceptionally high - a recent store opening generated c600 applicants for 21 Job Roles (six times the typical response) Over 135 were taken to interview
- Before the site launch, Staples spent c?10,000 on store recruitment. Now they're spending under ?1,000
Enlarge Image

2011 Recruitment Advertising Awards (January 2011)

Finalist - Digital marketing - KPMG

2011 Recruitment Advertising Awards (January 2011)

Finalist - Digital marketing - Herts Police

2011 Recruitment Advertising Awards (January 2011)

Finalist - Internal recruitment comms - KPMG

2011 Recruitment Advertising Awards (January 2011)

Finalist - Ambient/Outdoor - Herts Police

2011 Recruitment Advertising Awards (January 2011)

Finalist - Graduate campaign - KPMG

Our brief was to develop an integrated marketing campaign that would set KPMG apart from the competition, particularly the other "Big Four". We had to attract, engage and recruit 600 high-calibre graduates into a range of positions within Audit, Tax and Advisory across the UK, with the emphasis on KPMG's 30 target universities. We also wanted to address students' concerns about the economic downtown and assure them that KPMG were definitely recruiting and that this was not merely a branding exercise.

A straightforward message
Research showed that KPMG's employer reputation had two key differentiators: their people and their friendly culture. We set about communicating this to students through various marketing channels and face-to-face contact in a bold, confident, upfront, totally transparent and believable way - "Straight talking from KPMG". This campaign has been running for over three years now, and has delivered some remarkable results.

An impressive set of results
The initial idea was developed across a wide range of marketing channels. Striking images and humour were drafted in to combat negative perceptions about accountancy careers and the economic climate, aiding engagement with a predominantly Gen Y audience.

The campaign has been hugely successful in delivering on its objectives and feedback from students has been incredibly positive. Direct comments captured at the Straight Talking events and from High Fliers research include:
"The straight talking nature of the company is well communicated through the language and slogans that are used."
"The adverts leave me with a good impression of KPMG as a friendly and professional firm."
Over 2,700 students attended our "Straight Talking" events, with many more coming along to our careers fair and skills sessions. This is more than double the amount for the previous campaign. To date, KPMG has received over 12,000 applications which is well ahead of previous figures for the last four years, and the offer/acceptance rate currently stands at 89%.
Enlarge Image
Download PDF

2011 Recruitment Advertising Awards (January 2011)

Finalist - Best campaign - Herts Police

2011 Recruitment Advertising Awards (January 2011)

Finalist - Social Media - Staples

There are those who think Staples is simply about pens, pencils and piles of paperclips, but the truth is very different. Since 2006, we've been exploding these myths and enlightening ambitious job seekers about an incredible, $27bn business that spans 27 countries and offers some of the most rewarding retail careers on the planet. In the process, we've built a highly creative website from the ground up, launched it with a pioneering social media campaign, and significantly reduced costs per hire. Plus we've a raft of innovative ideas for phase two.

Staples Roll Out

Searcher in the skies.

Still relatively unknown in the UK, Staples wanted to illustrate their huge range of opportunities, the size of the business and their new 'Easy Button' brand in a fun manner. To do this, we developed a benchmark recruitment website to engage visitors and work with the new ATS to drive on-going campaigns. The theme of the careers site revolved around people being whisked away aboard a hovering 'UFO' (actually the Easy Button) to another world where their eyes were opened to both the Staples organisation and the great careers on offer. All of which was supported with a similarly-themed, high impact, social media campaign.

The truth is out there.

Planning sessions were run with Staples employees, resulting in a campaign that revolved around a central concept of discovery and sharing the truth - the perfect proposition for our naturally inquisitive audience. We used a broad range of media planning tools to identify the right social media channels and sites for the teaser campaign and finally settled on YouTube, Twitter and a bespoke blog. Over the two-month campaign period, a new video was uploaded to the YouTube channel every two weeks and we tweeted every day, and blogged at least twice a week. The grand reveal then pointed people towards the Staples Jobs career site.

Out of this world results.

The facts speak for themselves:
- The social media campaign garnered some 1,848 blog views, and over 596 YouTube views
- Candidates directed from social media had the deepest engagement with the site. Blog visitors viewed 9.67 pages, spent on average 7.30 minutes on the site and were twice as likely to apply
- In all, the site has had 191,307 visitors a year to date, generating over 480 days of brand interaction
- Candidate quality is exceptionally high - a recent store opening generated c600 applicants for 21 Job Roles (six times the typical response) Over 135 were taken to interview
- Before the site launch, Staples spent c?10,000 on store recruitment. Now they're spending under ?1,000
Enlarge Image

2011 Recruitment Advertising Awards (January 2011)

Finalist - Innovation - Herts Police

2010 Recruitment Advertising Awards (January 2010)

Winner - Online Marketing for Hertfordshire Constabulary


Enlarge Image
Download PDF

2010 Recruitment Advertising Awards (January 2010)

Winner - Ambient for Hertfordshire Constabulary


Enlarge Image
Download PDF

2010 Recruitment Advertising Awards (January 2010)

Finalist - Best Campaign for Hertfordshire Constabulary

2010 Recruitment Advertising Awards (January 2010)

Finalist - Best Use Of Social Networking for Hertfordshire Constabulary

2010 Recruitment Advertising Awards (January 2010)

Finalist - Ambient for Hertfordshire Constabulary

2010 Recruitment Advertising Awards (January 2010)

Finalist - Audio Visual/Broadcast for Hertfordshire Constabulary

2010 Recruitment Advertising Awards (January 2010)

Finalist - Employee Communications for STA Travel

2010 Recruitment Advertising Awards (January 2010)

Finalist - Innovation for Hertfordshire Constabulary

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