Case Study
Email Automation Specialist
Case Study – Supporting Value Retail with their hire for an Email Automation Specialist
Value Retail, better known as The Bicester Collection or Bicester Village
A real estate company that is one of the world's most inventive retailers, creating experiences that attract almost 40 million guests every year across their 11 villages through Europe and China.
A home to distinctive international fashion and lifestyle brands, together with celebrated designers unique to the respective regions.
Requirement
Adam had been in touch regularly with the Talent Acquisition Manager both at this company, and their previous companies, and they reached out to Adam to see if he could help on a “tricky role”.
This Email Automation Specialist role was a brand-new requirement for Value Retail.
Full time and permanent, this was a role which sits in their 'Digital Experience & CRM' team. It was a hands-on role, focussed on marketing automation (email news letters, launches etc) and then analysis and retargeting to drive customer footfall.
Adam worked closely with their Talent Acquisition Partner and to build a thorough and intimate understanding of the role profile, how it fit in to the wider team, and what success looked like. This would allow him to run an effective market mapping exercise and also to brief and interview prospective candidates on the role.
Challenge
Value Retail were already in the middle of their recruitment campaign for the role at the point of engaging with Rosslyn David.
To this point they had run direct adverts campaigns and utilised their own networks, primarily running inbound recruitment campaigns and had exhausting the ‘active’ candidate market.
Value Retail has been trying to fill it themselves for 390 Days!
Solution
Adam ran a thorough project mapping the candidate market specific to need, to target candidates that extensive CRM/automation experience, specifically with knowledge of Marketo.
First, Adam identified a number of luxury retail brands and outlets.
From here he cross-referenced the digital marketers within those businesses, who would be coming from locations commutable to Bicester.
This role added another layer of complexity because, although a automation is a large part of many digital marketing functions, it’s not clear from the outside who has this experience and who does not.
He then ran a targeted Headhunt/outreach campaign. This would include the C.80% of prospective candidates who are not ‘active’ jobseekers.
Adam held prequalification conversations/interviews with 4 prospective candidates before introducing a final shortlist of 3 candidates to the client.
From this shortlist, Value Retail progressed all 3 candidates to interview, followed up with a subsequent offer and placement.
Key metrics for the recruitment requirements
Candidates introduced – 3
Candidates interviewed – 3
Candidates progressed to final interview – 1