World-Leading Healthcare Provider

Three standout metrics

86%

open rate for personalisedpersonalized job alerts (vs 8-12% industry standard)

77%

lead to completed application rate

212

internal referrals in 5 months (vs 140 per year previously)

The voice of the customer

“I want to make sure that I’m bringing in the right people for the recruitment team, not more applications. I spent months doing demos of different tools and asking friends in the community. It really was a no-brainer for me that I was going to keep PageUp.”

Senior Employer Brand Manager, World-Leading Healthcare Provider

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What wasn’t working

This world-leading healthcare provider has a reputation for excellence in medical innovation and service. The foundation of its success? Hiring the best people.

But during the COVID-19 pandemic, amidst an unprecedented demand for healthcare talent, the organisationorganization faced significant recruitment challenges:

Finding skilled healthcare and medical manufacturing workers was a struggle due to the extraordinary demand for talent globally.
There needed to be a shift to quality over quantity; they wanted better applications rather than more applications.
There was no way to engage passive candidates for future roles or build high-quality talent pipelines.
They lacked a strategic approach to get their brand story in front of the right candidates.

The turning point

The Senior Employer Brand Manager knew whatever solution she chose had to deliver from both the employer brand and recruiter perspectives. In practice that meant a comprehensive recruitment marketing solution that could deliver easy-to-use career site content management, powerful analytics, marketing automation and candidate relationship management. In addition, the vendor had to be able to partner with the organisationorganization on its recruitment marketing journey – this couldn’t be a one-and-done transaction.

After spending months watching product demos, asking her peers for recommendations and drawing on her previous experiences with PageUp in other roles, the Senior Employer Brand Manager decided PageUp was the right solution for her new organisationorganization.

The shift began in three phases:

Developing an intelligent, intuitive career site

The team built an intelligent career site that showcases their culture and values, with dedicated landing pages per business unit and location, including localisedlocalized content for different markets like Germany.
PersonalisedPersonalized candidate relationship marketing

The team created key landing pages, job search pages, and targeted calls to action to capture potential candidate details. To engage new prospective candidates, they set up automated nurture workflows, nurturing potential talent with minimal effort.
Launching internal recruitment and referral campaigns

Building on the success of attracting new candidates to the organisationorganization, the team used a similar approach to engage internal employees, boosting referral programs and diversity at all levels of the organisationorganization.

The solution in action

The healthcare provider transformed their recruitment marketing through PageUp’s platform, attracting higher quality candidates and building strong talent pipelines in an extraordinarily competitive market.

Key initiatives included:

Intelligent career site creation

The team created a dynamic new career site with dedicated landing pages per business unit and location, featuring videos, content and jobs for each team and market, and localisinglocalizing content where appropriate.
Jobseeker self-selection

Content was served to jobseekers based on their location and browsing history, allowing them to self-select in (or out) of the recruitment process, saving recruiter time spent on sourcing.
Advanced analytics and insights

The team tracked conversion ratios, sourcing channels effectiveness, and content performance – and adjusted their tactics accordingly, optimising the recruitment process.
Dynamic content management

Being able to make real-time updates within PageUp’s CMS meant the team could adapt messaging on the fly: for example, when the organisationorganization wished to amplify its community commitment during COVID-19.
Custom CTAs that convert

Custom calls-to-action (CTAs) convert career site visitors into new talent leads, who are then nurtured with personalisedpersonalized content through automated messaging sequences. Consequently, 77% of new talent leads went on to complete an application.

The impact

Hard ROI

86% open rate for personalisedpersonalized job alerts compared to 8-12% industry standard
77% lead to completed application rate
212 internal referrals generated in the first 5 months of implementation, vs. 140 referrals per year previously
1 platform powering candidate marketing automation, insights and personalisationpersonalization