That time we… A hiring strategy success story for a global health business

Our global Audiology partner have a retail footprint across Australia and New Zealand, with 106 clinics in both Metro and remote regional locations.

We began working with them in 2019, when they had significant challenges filling Clinical Audiology vacancies, with long term open roles and acute issues in regional locations. 

Their traditional approach of copy-paste-and-posting job advertisements on Seek was receiving either no response or low-quality applications, leading to a considerable waste of time and resources. 

Time and money not well spent

They were spending approximately $500,000 per year on agency fees and advertising costs, without achieving satisfactory recruitment outcomes.

A thorough analysis of the current recruitment strategy was conducted and target personas were researched and designed. It was discovered that Seek was not the preferred channel for the target candidates, resulting in their ads going completely unnoticed. 

To address this, alternative recruitment methods were explored and tested, ultimately identifying three strategies that yielded the best results:

Strategic Sourcing

We researched and mapped talent within our target organisations, proactively approaching potential candidates through various channels, such as professional networks, industry events, and online platforms. 

This approach allowed us to directly engage with qualified candidates who were not actively searching for job opportunities.

Overseas Recruitment

Recognising the scarcity of local talent, we expanded the search to other markets.  We identified countries with aligned qualifications and mapped out the timeline, from hire to being operational in Australia.  

International recruitment is slow, navigating complexities around Visas, English Language assessments, relocation has challenges. We ensured a streamlined process and had it a supplement to other sources.

Graduate Recruitment

Building early relationships with Universities, hosting career workshops and offering internships and placements during study were core to our strategy.

This interventions ensured we were the employer of choice by the time the graduate hiring circus came around.

Additionally, we worked on defining a strong EVP and employer brand. This helped in creating effective collateral for employee referrals and headhunting efforts, positioning the company as an attractive employer in the audiology space.

Making noise in the Audiology space

The implementation of these revised recruitment strategies and the focus on the EVP resulted in significant improvements and measurable outcomes:

Reduced Recruitment Spend by effectively $500,000/y

By shifting away from traditional (expensive!) methods and focusing on a more targeted approach, our partner has achieved substantial cost savings. The company's recruitment spend has been basically wiped from the record, effectively allocating resources towards strategies that deliver results.

Improved Time-to-Fill by 60-90 days

Due to the revamped recruitment strategies, our partner has achieved an impressive time-to-fill rate of just 30 days compared to industry standard of 90-120 days! 

This accelerated hiring process ensures minimal disruption to the organisation's operations and faster access to the talent needed for continued growth.

Enhanced Quality of Candidates

Our engagement with this global allied health business has enabled them to attract candidates of a much higher standard. 

By proactively seeking out top talent, engaging with international candidates, growing talent in-house with a focus on grad recruitment, the company was able to secure highly skilled professionals who aligned with their organisational values and goals.

Is your Hiring efforts not getting the results you need? Reach out to us, we can turn your hiring woes into a success story!