How a targeted eSearch campaign helped a nationwide office consumables retailer strengthen its senior management team after a change of ownership.
The Problem
The sale and subsequent rebrand had passed largely unnoticed by the wider public. While the established name continued to attract applicants, candidates needed confidence in the business behind it.
The new organisation had limited trading history and no established credit lines, which could create understandable questions for senior candidates. Wallace Hind’s task was therefore twofold: build a strong field of suitably experienced HR professionals and give each candidate the facts, context and reassurance needed to assess the opportunity properly. That meant protecting the reputation attached to the familiar brand while being clear about the realities of joining a newly owned business during a period of transition.
The Solution / What We Did
Wallace Hind already knew the newly appointed HR Director, who had previously experienced an eSearch campaign as a candidate. Although unsuccessful on that occasion, she had valued the detailed information, evidence-based guidance and support throughout the process. That experience led to Wallace Hind being invited to head office to understand the ownership changes, staffing position and rationale for the appointment.
We then launched a comprehensive advertising and business media campaign within a 60-mile radius. Around 30 adverts ran across Total Jobs, CV Library, Jobsite, Monster and Reed, supported by LinkedIn and Twitter activity. Every applicant received a response, and shortlisted candidates were given a detailed candidate brief, addendum, campaign timeline and a follow-up conversation to explore suitability and answer individual questions.
The Result
- Strong market reach. Around 30 adverts generated more than 351 applications, with every applicant receiving a response.
- Structured qualification. The top 30 candidates were telephone-screened; 19 then received the candidate brief, addendum and campaign timeline, followed by a further conversation.
- A carefully managed shortlist. Ten candidates were presented to the HR Director, eight were selected for interview by Wallace Hind, and all six candidates recommended by Wallace Hind were interviewed by the HR Director.
- A successful appointment. Two candidates progressed to the final stage, with the preferred candidate offered the HR Manager position and accepting it.