We've been nominated...

It's been a busy year for Caraffi, and we could not be prouder of everything our top-notch teams have achieved...which is why we’re thrilled to have been nominated for three In-House Recruitment Awards!

So, what's on the cards?

OUTSOURCED IN-HOUSE RECRUITMENT TEAM (RPO/EMBEDDED)

Our Britvic in-house recruitment team has driven an outstanding culture transformation, with an unrivalled commitment to positioning TA as the centre of recruitment intelligence.

With growth plans in new territories and short-term projects, Britvic’s ambitions were big. However, they were facing a few challenges. Reliance on job board postings, difficulty tracking essential information, and a careers site misaligned with their employer brand presented obstacles to their impressive ambitions.

Through our Build-Operate-Transfer RPO, we were able to provide the immediate support of an outsourced permanent and contract recruitment service with a high-performing, proactive sourcing team. With Build-Operate-Transfer, we create the operations needed for a healthy TA function, but we also give the team the training and support they need to manage those operations themselves.

For Britvic, this entailed building a dashboard of key metrics, accessible to both HRBPs and main stakeholders. With these metrics at their fingertips, the TA team is now empowered to have better conversations with hiring managers about trends and performance. We also looked in-depth at process, implementing strategies for talent mapping, talent pooling, assessment and selection tools, the careers site, ATS, new talent attraction, and a new proposition.

“The Caraffi model allowed us to bring in surge support during peak periods. We’re so embedded in the company – the team got nominated for Britvic’s Stars awards which is internal recognition for hard work and demonstrating the Britvic values".

– Zoe Jackson, Recruitment Delivery Lead at Britvic  

To support the new function, an attraction campaign with a range of digital and real-world activations was put in place. Social posts were made with diversity in mind, and experience surveys were sent out to receive feedback directly from applicants. Internally, Hiring Managers received LinkedIn training to improve their personal brands, along with a new vacancies site to improve internal mobility.

At Caraffi, we firmly believe that everything a TA function does should be informed by data. It provides real, measurable insight into the impact of strategies. We are proud to see the positive impact our partnership has had reflected in the data! The time to offer has been reduced by 51%, from 70 days down to 32 days.

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RECRUITMENT MARKETING CAMPAIGN-THE WEST BROM

With more organisations than ever before looking to grow their tech capabilities, an authentic proposition with show-stopping creativity is the key to becoming the destination employer for top tech talent. We’re proud to say that that’s exactly what our Brand and Experience team has created for The West Brom!

Every Caraffi journey begins with a diagnostic designed to establish current experience, set future vision, and uncover what makes our client different. Using detailed competitor analysis, focus groups, and expert insight, we developed a campaign proposition that aligned with their target audience: “Join the tech evolution”.

Based on the campaign and channel strategy, the ‘Evolution’ Campaign Proposition was brought to life and activated across a number of channels, targeting both active and passive candidates within the local technology market.

All online and offline activations were driven towards the new tech careers landing page, making everything candidates need to know available in just one click.

With diverse content from real West Brom colleagues and consistent visual articulations, it’s instantly recognisable and highly engaging. Paid creative campaigns were also developed to reach potential talent through location, skills, and behavioural targeting. The campaigns featured a variety of animations, videos, and imagery to bring the Campaign Proposition to life.

Ultimately, this page acts as a shop window for interested candidates and signals all users to apply for roles using the existing site job role search functionality.

Paid creative campaigns were also developed to reach potential talent through location, skills, and behavioural targeting. The campaigns featured a variety of animations, videos, and imagery to bring the Campaign Proposition to life.

Since our partnership began, there has been a 300% increase in job applications when compared to 2022, with 80% of roles advertised on targeted job boards receiving applications within 7 days.

Crucially, the technology team has grown by 14%, bringing fresh talent to accelerate The West Brom’s tech evolution.

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EMPLOYER BRAND-EASTERN REGIONS

Finally, we’ve been shortlisted in the Employer Brand category for our work with the Eastern Region.

Social care is one of the most challenging industries in which to recruit and retain talent. Children’s social work calls for specialist skills, enormous empathy, and a true commitment to bettering the lives of young people and their families.

Factors like non-competitive pay, negative press, and a lack of local resources make attracting fresh talent increasingly difficult. Eleven local authorities are uniting under the Eastern Region to change this landscape together.

We partnered with the Eastern Regions to build an EVP and Employer Brand that are authentic and genuine, which we brought to life via a targeted creative campaign and brand new website. Through blogs and posts sharing the authentic experiences of real Social Workers, the site paints a rich picture of career pathways and individual authorities.

This was a collaborative project, and presenting unity was essential; a one-size-fits all approach wouldn’t showcase the best of each different authority.

To support the launch of the site, we created tailored activation packs and asset banks to enable each authority to promote the website internally and externally in the way that best suited them.

With everything from editable templates and video content to social media posts and guidelines, they were able to effectively demonstrate the Eastern Region EVP.

Functionally, the website interacts with each of the eleven authorities’ different application tracking systems that hold all of the roles, pulling in information from across the region for a standardised search tool.

By creating a one-stop search for all roles, it creates a unified experience for candidates, where it can differ so vastly within each individual authority.

Using targeted programmatic advertising to reach passive audiences identified via personas, through our programmatic campaign, the branded graphics have been achieving a 0.36% click-through rate, performing close to three times the average for this type of campaign.

Extraordinarily, Google Search is performing at five and a half times the average click-through rate, at 7.24%. In just a few weeks, there have been 533 clicks to apply across 151 roles, averaging 3.5 applications from the website per role.

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It’s been an absolute pleasure to work with each and every one of our clients, and we can’t thank them enough for the inspiration and partnership they’ve shared with us.

A huge congratulations to all the nominees; we can’t wait to see everyone there.