Agile Candidate Marketing Campaign to Source Experienced Data Manager 

Clicks’ rapid response to fulfil senior Data role for Government Tourism and Hospitality agency 

Background and Challenge 

An Australian Government Agency contacted Clicks IT Recruitment to recruit a Global Data Manager tasked with the delivery of their global digital and data vision. Previously tenured for more than ten years, the client addressed business needs and adaptation of emerging technologies to redefine the scope of the remit. The incumbent would require extensive experience across Data & Analytics from both a technical (including experience managing CRMs, implementing AI tools and processes and ownership of their global data ecosystem), as well as significant business acumen and stakeholder relationship skills.  

Through Clicks’ own experience and research it was evident that, over the last five years, organisations have consistently found this tech vertical among the most competitive, presenting a challenging environment to secure highly skilled and experienced staff. With the added complexity of managerial experience, the client noted that a decline in quality applicants may be attributed to talent electing to pursue opportunities with more well-known organisations. Although a relatively unknown brand, they had a global, influential reputation and were confident that their culture, remuneration and the role’s responsibilities presented a competitive, attractive offering.  

The client required immediate action, as the existing role had been vacant for over than three months. In the interim, the responsibilities had been picked up by the hiring manager and other people in the organisation, significantly straining resources. 

Clicks’ Solution 

Clicks organised a meeting with the hiring manager to obtain detailed information about the role requirements, including ideal candidate behaviours, foreseen challenges in the role, team fit, and how superior performance and cultural cohesion would add value. Clicks’ internal structure, whereby each Consultant has responsibility for nurturing and growing talent communities in designated skill verticals, enabled us to have an informed peer-to-peer discussion about the technical aspects of the role. We exchanged knowledge about the competitor landscape and potential targets to fill each role. Clicks proposed sourcing strategies including headhunting and other channels with established successful outcomes. 

Based on the challenges outlined, it was clear a dedicated, bespoke solution was needed to meet the requirements and find the best talent to fill the role. It was proposed we work on a retained basis, allowing us to fully partner with the client and dedicate a team to work solely on this project from start to finish. 

Our Approach

Facilitating a discovery exercise with the hiring manager around reasons why individuals would be attracted to the roles, upcoming projects, the culture of the team and organisation, along with benefits offered by the organisation.  

• Requesting the hiring manager highlight the specific attitudinal and behavioural traits required for the role from both a technical and interpersonal perspective. From experience in recruiting permanent vacancies senior hires in the Data space, we have established the importance of thorough consultation, and acquiring the right information aids our delivery of a successful and prompt recruitment outcome. 

• Leveraging our understanding of Data and Analytics candidate market, through over 30 years specialising in IT recruitment across Australia, to focus this recruitment strategy.   

• Utilising our dedicated team of marketing specialists to plan a sourcing campaign based on previous experience recruiting similar roles, targeting both active and passive candidates in the NSW market. This included creating a cobranded SEEK and LinkedIn advertising campaign with professionally designed graphics and a highly considered approach to the written job ad. This ensured high visibility to candidates, strengthening the brand perception to match the benefits of the opportunity. 

• Carefully composing detailed, descriptive advertisements using gender neutral language to attract the right behavioural fit and not just the skills. In conjunction with this approach, Clicks used Boolean search tactics to find passive candidates using LinkedIn Recruiter, SEEK Talent Search, and Clicks’ specialist semantic search tools. 

• Preparation for candidate interviews conducted prior to recommending to the client by composing a bespoke series of job-specific behavioural, technical and general questions. These ensured candidates had the required breadth and depth of information skills, experience and the right personal attributes. A focal point for Clicks was ascertaining the candidates’ motivations for job seeking and understanding their interest, and subsequent commitment, to the opportunities. 

Outcome and Benefits 

As anticipated, suitable candidates that matched the client’s specific criteria were not easy to find. However, within one week, Clicks connected with over 80 candidates, 5 of whom were deemed suitable after our detailed assessment process. These 5 candidates were subsequently submitted to the client via its prescribed internal process by the closing date within 2 weeks of the client signing terms with Clicks. 

The cobranded campaign yielded significantly improved results compared to a similar role advertised at a later date by the same client: 

The results suggest that through visual promotion of the client’s Employee Value Proposition, they were able to reach high-quality candidates faster and with greater number of applicants. 

The hiring manager contacted Clicks to organise interviews with all 5 candidates for first stage interviews two weeks after briefing. Three candidates progressed to final stage panel interviews the next week, and the candidate sourced by Clicks was onboarded immediately after their notice period expired.  

Clicks maintained ongoing contact with this individual for a period of six months from initial contact to ensure they were not lost to another opportunity, as the job market began to pick up in the new year. As a result, the candidates started in their position as planned. 

As part of our standard recruitment service, the Clicks team conducts formal post-placement checks with all placed candidates and clients. Feedback from this hiring manager has been very positive. The new hire is considered a high performer, with a good attitude, organisationally-aligned values, and a great cultural addition. Candidate feedback indicates job satisfaction, high performance, and comfortable in their role. Both parties are extremely satisfied with the level of service from Clicks, stating that communication and expectations set by our consultants lived up to what was promised.