🎯 Job ad vs compelling narrative — 10X your talent pool in 2 weeks
Spring has sprung and there's definitely a new season vibe in the air!
It's been a busy few weeks for the Heart Talent team with lots of new opportunities with our NFP clients in Brisbane and Sydney.
One of the things I love most about this work is the stories.
Stories about people's careers and future goals, about their proudest achievements, challenges they've overcome and what is important for them in their new role.
Then there's the stories of the incredible organisations we have the privilege to support. It has been wonderful to work with several new NFPs recently — all fantastic organisations, full of purpose and delivering huge impact.
A critical part of my role as a talent partner is to uncover and understand the organisational and employer story. Through this discover process, I then:
Create a compelling, authentic narrative (and recruitment campaign) which tells this story in a way that attracts interest and attention, generates excitement and inspires people to take action (enquire, share, apply).
Sure, I have an extensive network, strong relationships and many years' experience evaluating applications and running comprehensive interviews — all of this is a given.
In today's noisy online world, a recruitment or talent partner needs more than this.
An effective recruitment and search campaign is intentional, proactive and creative — this is the difference between a bum on a seat and hiring game-changing talent.
Modern recruitment is much more than a list of selection criteria, matching key words and a good interview.
Recruitment is a marketing challenge.
Here's a quick story to demonstrate the truth of this statement — and the magic of an intentional, creative and proactive approach.
A respected, well-established NFP brings a new role to market. It's an exciting opportunity with lots of scope, purpose and a fantastic employee offering. Over the course of 4 weeks, they receive a handful of applications and consider two carefully but they're not suitable. Next, they get in touch with Heart Talent.
I get to work to understand the role requirements, the team, the scope and nature of the opportunity and the impact — then use these insights to curate a compelling narrative and recruitment campaign.
Leveraging four digital channels and a three content types, over the course of two weeks the Heart Talent campaign achieved:
3,485 unique views outside of SEEK
1,897 unique views on social media platforms
average 8% CTR (click through rate) on social media
8X more views, clicks and applications than similar roles on SEEK
a vetted, qualified talent pool 10X greater than the initial hiring campaign.
The hiring team is delighted and looking forward to meeting their future team member.
It's not a super power or recruitment magic.
It's modern, marketing-led recruitment that works.
Flexible talent support for NFP leaders
I am deeply committed to making recruitment easier for nonprofit leaders.
I support leaders and organisations to attract the right people through:
traditional recruitment solutions
flexible unbundled recruitment support
helping you review and improve your recruitment approach
helping you understand and articulate your real EVP through employee research
leveraging this research to develop authentic recruitment content
building campaigns that reflect culture and the employee experience
consulting and advisory work to develop talent attraction strategy and capacity.
If you’re curious to know more, send me a message or get in touch for a chat.
As a communications professional and writer turned recruiter, I know modern recruitment is marketing, and I'm on a mission to share this approach with the sector.
Each Friday, I share talent attraction advice and insights. The Nonprofit Talent Edge will help you become more intentional, creative and proactive with your recruitment.
Have a great week.
Cynthia