TALENT ATTRACTION

A vital part of your overall Talent Acquisition strategy is Attracting candidates to engage with your organization. How do you pique interest, get best fit candidates to invest their time and attention to consume your job content, and motivate them to apply?

It starts with creating informative and compelling, sometimes disruptive recruitment marketing content, including job postings, social ads, website information and other digital assets, and delivering these to your audience through the right blend of targeted owned, paid and earned media approaches.

Done right, your message AND media come together to create high levels of engagement with your employer brand and job postings, driving quality applications across your business lines, job categories and geographies.

Let Nexus craft your talent attraction materials and media approaches for your next successful talent campaign.

A ROBUST TALENT ATTRACTION CAMPAIGN IS THE FIRST STEP IN HIRING THE BEST PEOPLE FOR YOUR TEAMS
Sobeys inc logo

Sobeys (Canada’s second largest grocer – with over 125,000 employees, and multiple banners) driven by its central Purpose: a Family Nurturing Families. When COVID-19 hit, the company was confronted with dramatically increased demand in their stores and logistics divisions – together with the challenge of maintaining support for each of their local communities while ensuring the health and safety of all.

This required the need to quickly hire many more people for their stores and throughout the supply chain. Nexus worked closely with the HR Team to execute an integrated campaign focused on paid social advertising, owned-social, career site updates, strategic partnerships, in-store creative, employee referral programs, and talent community management focusing on  Drivers, Warehouse teams and Store Associates for locations across Canada and for the majority of the organization’s banners.

The efforts resulted in a rapid and healthy influx of qualified people, with a full pipeline of interested applicants enthusiastic about joining their team. Many field teams saw time-to-fill drop sharply, a boost of tens of thousands of applicants across the network during the campaign, and complete achievement of all campaign objectives in every market. The campaign also helped set the gold standard for future digitally-enabled talent attraction efforts across the company.

“Nexus is a great partner as we evolve how we recruit and retain our teams across the country. They provide high impact ideas, powerful creative and practical experience to help us get the work done.”

Andrea B, Sobeys HR

Walmart Logo

Walmart Canada is one of Canada’s largest retail Employers with over 91,000 associates, and over 400 stores.

The challenge: activate Walmarts highly disruptive employer brand (created by Nexus – see employer branding) and associate value proposition in an integrated talent attraction strategy across all job families.

Nexus’ work included: re-imaginging and re-launching both the careers and corporate pages of Walmart Canada, launching a high impact video series, re-developing all in-store and campus recruiting assets, developing targeted digital campaign creative, developing reimagined job descriptions and business/functional group value propositions. A creative and content refresh to Walmart’s DARE program. Activation of AVP and Employee Experience enhancements across the employee lifecycle. The results? One of the most distinctive employer brands in the marketplace. An associate value proposition backed by action and continuous improvement of the experience. Seamless strategic integration across all touchpoints including physical space, internal communications, external attraction, onboarding, and beyond.

Remax Logo

RE/MAX is one of the world’s leading global franchisors of real estate brokerage services, with over 130,000 agents operating in over 110 countries and territories. They promote an entrepreneurial culture, providing Agents and franchisees the flexibility to operate their businesses independently. The organization has held the number one market share position in the U.S. and Canada since 1999.

RE/MAX Integra’s (the largest master franchisor in the network) ambitious growth initiatives included the need to fully activate their employer brand in North America and Europe. The “Reasons to Believe” video series was created by Nexus to break down a unique Employee Value Proposition as part of a broader Broker and Agent attraction strategy.

The assets are hosted on their corporate website and delivered via other promotional channels across their network, and significantly differentiates RE/MAX in a highly competitive segment.

Remax Logo

Cavendish Farms is one of North America’s most beloved producers of potato products and appetizers for both retail and food service markets. Operating multiple plants across North America, Cavendish Farms was looking for a partner to support recruiting needs at a geographic and job family level. Nexus produced a fully integrated talent attraction recruiting toolkit comprised of web, traditional, digital and event assets to support field teams across North America for both centralized and decentralized recruiting efforts.

Shoppers Drug Mart has multiple lines of business across health, beauty and convenience. From supporting specialized recruiting requirements for pharmacists or pharmacy assistants, Nexus has been a creative partner of choice for the integrated talent attraction needs of Shoppers Drug Mart since 2008. In addition, Shoppers Drug Mart requires multiple recruiting assets for head office (Loblaw Companies Limited).

MyShoppers Infographic - Talent Attraction and Employer Branding
Mercer was facing a unique challenge, determining how to present and express the work experience for one of their most exciting and emerging business areas, their Workday practice. Nexus worked with the practice leads to create and produce a fun and accessible recruiting video to showcase office and behind the scenes tours, a realistic job preview and an introduction to their culture. The video was extremely well received and continues to be referenced by in-bound candidates as having been a key component in piquing their interest in the organization.