That time we… A hiring strategy success story for an Aussie Energy Retailer.

In the winter of 2021, this major Australian energy retailer was out in the cold. 

The company was undergoing a massive transformation, experiencing huge shifts in both structure and culture. With roughly 30 key positions vacant, spanning from top-level executives to business development and analyst roles, and no real strategy to speak of, they were in desperate need of a compass to navigate the tumultuous waters of talent acquisition. 

Several factors made this case anything but ordinary:

Location, Location, Location 

Nestled in Launceston, a picturesque yet talent-scarce town, we faced the task of attracting top-notch professionals to a place that might be more known for its scenic beauty than its job market. The roles we sought to fill were highly technical, so, basically - a tiny talent pool in a tiny town.

The ghosts of vacancies past

A handful of crucial job openings were haunting the company, remaining vacant for way too long. It was clear that the traditional methods weren't working.

Not helping matters was that the employer brand had also gone stagnant. It was clear it also needed some new life breathed into it, if we were going to have any chance in market.

An old-school mentality

HR and hiring managers were juggling recruitment between them, a decentralised approach that was neither efficient nor effective. There were no systems, no processes, and certainly no consistency. Many of the stakeholders were deeply entrenched in old-school recruitment thinking. An educational component was necessary to bridge the gap between tradition and innovation.

The Invisible Partners Solution

Patience was key. We needed to pause and meticulously craft an end-to-end strategy before revving up the hiring engine. 

Refreshing the Brand

We needed to delve deep into the Energy Retailer’s EVP. By painting a vivid picture of the present and future, we drew out their compelling narrative that would resonate with potential candidates.

Building Relationships

Recognising that each role was unique, and sitting across multiple departments, we swiftly built relationships with hiring managers and were able to guide them toward successful hiring outcomes. Holding workshops and training days to bring everyone on the new strategy journey helped to level up TA across the board.

Recruitment Delivery

We combined tech and creative to launch targeted campaigns for each role under the our new strategy. We situated their brand strategically, all in pursuit of the best results.

The Impactful 12 Months

We’re really proud of the results we’ve been able to deliver for this company. (And our engagement was extended time and time again, so suffice to say they were too!)

32 Positions Filled

In a challenging market, where Launceston's talent pool felt more like a puddle, we managed to fill 32 crucial positions. This included technical roles that would have left others scratching their heads and even a General Counsel Executive position.

Recruitment Revolution 

The recruitment process was given a total facelift. From a streamlined process that improved the candidate experience to reimagining every candidate touchpoint, Invisible Partners made sure every interaction with this Energy Retailer was memorable. In a good way.

Speedy Success

In a world where job vacancies languished for months, our average time to hire of 38 days smashed industry norms of 42 days.

Educational Endeavours 

Educating their executives about the hiring climate provided them with the tools necessary to navigate this brave new world.

Hiring Playbook 

To make life easier for hiring managers, we crafted a comprehensive strategy playbook with links to assets that guided them seamlessly through each stage of the hiring process.

Are you ready for your own success story? We’d love to help! Contact us today