Maintaining a strong digital presence for a greater candidate outcome
Capgemini were also looking for a particular candidate calibre, including individuals who had studied the topic of coding in their spare time as a hobby. Finding candidates so passionate about a subject would give this individual the skills required to flourish in the vacancy’s technical landscape.
To a young Early Talent audience, Capgemini seemed to be a lesser known brand, despite their reputation within their own market. With a timeframe of roughly 3 months to undertake the project, consideration to educating the audience was imperative. A consistent digital presence was key.
Whilst an introduction to the Capgemini brand was conducted using email and website content to the known data; Facebook and Instagram were used to reach the desired candidates externally. All candidate journeys relayed the individual to the vacancy on the GetMyFirstJob website where the roles were posted and sponsored for increased visibility.
Using our proven candidate targeting techniques, individuals were fed introductory information around Capgemini as a business, the industry in which it operates in and the role’s requirements itself. As the locations completed their intake, campaign funding was used more and more efficiently in those left over, to guarantee spend on only the right candidates. The results spoke for themselves.