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Here is a sample of some of our latest work.
Arla Foods UK - Graduate Recruitment |
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Arla Foods is home to popular brands Lurpak, Anchor and Cravendale Milk as well as being the leading supplier to the top seven retailers. Although well known for their brands, the Arla Foods name is less well-known and therefore attracting graduates had become an issue. Our aim was to raise awareness of Arla Foods without relying on the brands and promote the company as a great place for graduates to work and gain experience & exposure. We undertook internal and external research whilst working closely with Arla’s PR department to ensure the campaign was on message. Get more wow from the cow was not only visually impactful, but it didn’t need to rely on the Arla brands to be a success. The work developed include an exhibition stand, give-a-ways, leaflets, information booklets and a microsite. |
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NHS Professionals asked us to develop a creative style that could be used across their full portfolio of recruitment marketing communications. The brief outlined the various audiences they wished to target and highlighted key messages for each of these groups. Market research provided a further insight into the needs of the target audience. The style that was chosen was then focus group tested and scored extremely highly. |
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North Yorkshire Police - Recruitment Brand |
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The recruitment of police officers at Sergeants level needed a different approach in order to overcome shortages of Sergeants numbers and competition with other Forces. We created a sub-brand and used this in a multi-faceted campaign approach utilising a variety of on and off-line media platforms. In addition, we also provided a specifically tailored response management service that utilises a highly efficient call centre approach and captures a wide range of applicant data. Along with our Sector1 Internet based product, this enabled us to provide crucial response tracking and monitoring reports to measure the response from targeted groups in order to support North Yorkshire Police’s commitment to equality standards. |
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South of Tyne and Wearside Mental Health NHS Trust |
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This regional mental health Trust were having great difficulty in attracting mental health nurses, an acknowledged skill shortage area. Following research, we devised a 6 month campaign for the recruitment of mental health nurses, featuring press, online, events, radio, printwork and response management. |
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Northumbrian Water - Graduate Campaign |
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A two year graduate development programme for new graduates. Northumbrian Water embarked on a major two year graduate development programme campaign to attract new graduates who have potential to develop into the mangers or technical specialists of the future. The main campaign focussed on a microsite positioned on Sector1.net over a 1 month peroid attracting over 6,000 page views and evenually appointing 9 graduates. |
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NHS The Information Centre |
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Following the merger of some key government areas, this newly formed organisation had a new name, new location, a need to recruit around 120 people, but no brand identity. Working with key stakeholders, Pearsons developed a strong identity, which reflected their culture the unique area that they work within and the benefits for your career. A timed, considered and detailed recruitment plan along with a tool-kit addressed this and included support and tools for networking, internal communications, recommendation schemes as well as advertising and a microsite to support the campaign. Key to the success of this project was the close working partnership which we developed with all parties involved - external recruitment agencies, the chief executive, marketing department and HR. |
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Home Group - Recruitment campaign to attract IS professionals |
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Home Group needed to recruit an additional 55 people to their newly restructured IT Department. A multi-faceted campaign was devised to drive people to a bespoke microsite where they could register their interest to attend an event. The campaign components included an animated microsite, online banners, press web drivers, radio, advertorial and advans. Over 250 people attended the event and all posts were successfully recruited to. |
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Calderdale and Huddersfield NHS Trust - 3 Good Reasons Recruitment Branding |
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Calderdale and Huddersfield NHS Trust needed to rationalise their spend on recruitment-advertising and address some key areas in which they were finding it difficult to attract and retain staff. Our solution was to firstly develop an employer brand that would underpin the future recruitment and retention plan. This was followed by a number of tactics, covering internal, external, terrestrial and on-line activity that would address these issues and included fortnightly advertising, internal communications, pointers to the website and specific campaigns for key areas of recruitment. Spend has been reduced and re-focused into new media in order to attract candidates in difficult to recruit to areas and create a positive internal perception of working for the Trust. |
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Our brief was to create a strategic campaign for the recruitment of staff to this new organisation, launching with the Chief Executive. This high profile project encompassed an integrated press and online campaign, supported by marketing, response management and consultancy services. |
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Pearsons currently provide a comprehensive Response Management Service for Leeds Teaching Hospitals NHS Trust, which has been in operation since September 2003. This service comprises everything from handling all telephone calls, emails and other responses relating to vacancies, through to despatching and receiving application packs and providing Response Summary, Equalities Monitoring and Media Cost reports on a monthly and quarterly basis. |
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North Yorkshire County Council - Admin and Clerical Campaign |
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North Yorkshire County Council wanted to adopt a strategic approach to recruitment, modernise their internal process and achieve efficiency. Through the development of an external generic attraction campaign for Admin and Clerical staff, supported by an online candidate management system, media cost savings of 80% were achieved and 80 candidates, pre-screened online, were recruited into a talent pool. |
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Brochures 
