How to 7X your talent pool and get to 'offer accepted' in 3 weeks
I'm a curious extrovert and an obsessive problem solver.
For my family, I suspect this is a pain in the backside.
As a consultant working in the world of recruitment and talent attraction, it serves me well.
I love helping NFP leaders attract the right people to their team.
I use the word 'attract' intentionally, because I believe recruitment is marketing.
I’m often called upon to solve tough talent challenges.
Here's a brief story about how I turned a tough search into a win-win.
A high-profile Queensland organisation advertised an exciting new role.
Over seven (7) weeks, they received 44 applications.
Three (3) people were invited to interview, but none of these people were right for the role and organisation. Enter Heart Talent.
We created a compelling, engaged recruitment campaign, across three platforms.
Our campaign and strategic outreach attracted more than 90 applicants in a little over a week.
At least 25% of these were suitable, matched talent who we engaged in the hiring process. There were 22 suitable, vetted candidates in the mix.
Within two weeks, the hiring team had a shortlist of five excellent candidates.
A week later, 22 days after we launched the recruitment campaign, an offer was made and accepted.
The new team member is thrilled and so is the leadership team.
"Thank you so much for finding us a great person. As a nonprofit organisation, we really appreciate your flexible, high value offering".
Modern recruitment is marketing.
With authentic, compelling and insight-led content; you can cut through the noise and achieve excellent recruitment results.
On a side note, the salary for this role was a little below market. Here's how you can attract the right talent without breaking the budget.
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