All Metro is a large home healthcare agency and a division of Simplura Health Group, one of the largest home care companies in the country.

Challenge

Home care company having difficulty with Home Health Aide “no shows” to interviews. We had a strong pipeline of candidate response to ads, but were having difficulties converting those into a face-to-face interview. There was a huge drop-off after initial phone interview.

Strategy

  • Minimize the candidate drop off by creating a mini careers site in which our research found 89% of their Homecare Aides were applying through mobile.  
  • Ensured a mobile-friendly apply process with texting communication capabilities. 
  • Texting results in a 99% open rate and a 38+% response rate

Execution

Implemented and leveraged a texting feature within the client’s ATS.  This allowed recruiters to engage and re-engage candidates through the date of the face-to-face interview.

Results

  • Increased candidate pipeline by 47%
  • Increased candidate interview and Hiring Event attendance by 35%
  • Decreased ‘time to fill’ from 28 days to 15 days

 

 

Ascena Retail Group is one of North America’s largest specialty apparel retailers with over 4,900 stores and over 70,000 associates.

Challenge

Prior to Furman Feiner working on account, each brand (Ann Taylor, Loft, Dress Barn, Maurice’s) was independently managing their own talent acquisition strategy.

Significant candidate drop off – over 95%.

Strategy

  • Leveraged Furman Feiner’s buying power to renegotiate all contracts for reduced costs
  • Prior to Furman Feiner becoming Ascena’s recruitment ad agency of record, Ascena was duplicating their own media buying. Furman Feiner eliminated duplicate media products, which resulted in significant savings
  • Furman Feiner Streamlined candidate apply process, and centralized budgets, so all Ascena brands would benefit from discount rates based on a higher volume and Furman Feiner’s negotiation, assisted by our long-standing relationships with the media outlets.

Results

  • 39% reduction in recruitment marketing cost
  • 43% reduction in candidate drop-off

 

 

Coach USA is one of the largest transportation companies in North America operating more than 2,400 motorcoaches and employing more than 5,000 people.

Challenge

CoachUSA, the stagecoach transit company, needed help with their recruitment efforts as they were seeking a variety of new talent—from bus mechanics to office managers. They had been suffering from wasted budgets due to an inefficient, fragmented process. The challenge we faced was one of scope and logistics. With multiple locations across the United States, all individually supervised, we needed to allocate a different targeted recruitment effort for each, all while marrying the master brand and their subsidiary brands to our messaging.

Strategy

It was important to set CoachUSA apart from other transportation companies and to develop messaging that would resonate with different segments of passive job seekers. We did a deep analysis of CoachUSA’s recruitment practices and eliminated inefficient efforts. Then, we streamlined the recruitment process, centralizing all spending so that all locations would have discounted rates based on a higher volume spend. Once we had a centralized, branded recruitment platform in place, we held training sessions with recruiters to onboard them to the process from sourcing to engagement to conversion.

Media Channels

  • Centralized ATS
  • Branded Video Content
  • Radio
  • Programmatic Display Ads
  • Social Media Campaigns
  • Job Fairs
  • Out-of-Home
  • Video / TV

Results

  • Increased candidate pipeline by 48%
  • Increased quality candidate pool 29%

 

 

Premier is one of the largest home care agencies in the northeast.  

Challenge

  • Home care company having difficulty attracting and recruiting Nursing Managers.
  • We had a weak pipeline of RN Management candidate response.
  • Many of the markets this organization is in had a shallow talent pool with strong competition.

Strategy

  • Attract and Engage Nursing management professionals targeting both passive and active candidates through programmatic, social media and high performing job boards. 

Execution

  • Leveraged a highly targeted programmatic campaign leveraging specific “persona” profiles of the Passive Nurses we wanted to reach.
  • Leveraged a targeted social media campaign to reach and engage passive candidates.
  • Leveraged a CPC and CPA campaign utilizing various job sites enticing candidates to join our VP of Nursing to discuss their career path and learn about our management team incentive program.

Results

  • Increased initial candidate response by 53%
  • Decreased ‘time to fill’ to from 40 days to 21 days