A coordinated recruitment campaign for junior design, senior design and brand management roles at an established FMCG clock manufacturer.
The Problem
The client initially approached Wallace Hind to recruit a Brand Manager. Within 10 days of the first meeting, the Managing Director was also faced with losing both the Senior Designer and Junior Designer, turning one appointment into three simultaneous and distinct recruitment needs.
Each vacancy required a different blend of skills and experience, while the interview process depended on the availability of three decision-makers: the Managing Director, Head of Sales and Marketing Director. The client needed a clear route to market and a disciplined timetable that would keep every stakeholder committed to the process.
The Solution / What We Did
We recommended our eSearch model and created multiple job postings with role-specific competencies and requirements. For the junior position, we kept the brief deliberately open, enabling us to consider candidates ranging from recent graduates to self-taught designers who could demonstrate flair and ability.
We then built an interview timetable around the three decision-makers, pre-screened candidates and managed the shortlist. Wallace Hind interviewed 27 identified candidates before the client’s first-stage meetings, and supported the Marketing Director and Head of Sales with interview technique and candidate engagement by sitting in on those initial interviews.
The Result
- Strong market response. The three roles generated 527 applications.
- Focused qualification. 61 candidates were pre-screened, with 48 candidate briefs and addendums issued.
- A controlled shortlist. Wallace Hind interviewed 27 candidates, leading to 15 first-stage interviews and five final interviews.
- Every vacancy filled. Three offers were made and accepted on 2 June 2015.