Recruitment Success Stories

The following are a series of case studies that explain how our tailored HR management services and strategies have helped Brisbane based business grow by addressing HR issues and optimising team performance.

Case Study: A Recruitment Success Story

When a growing building business approached us with the need to hire two new staff members, we knew we had to dig deeper. Our complementary assessment revealed that they didn’t need two new hires; they needed one experienced candidate who could truly make a difference.

We crafted an enticing job ad, highlighting the benefits of the company (i.e., the convenient suburban location) and the advantages of being part of their team. Our ad was designed to resonate with the ideal candidate, someone who could truly thrive in this role.

The response was overwhelming, with over 400 applications pouring in.

However, our efficient pre-screening and psychometric testing methods allowed us to sift through the applicants quickly, identifying the most promising candidates.

Our unique “speed dating” approach further narrowed down the pool, leading to a shortlist of applicants ready for the interview process. Our detailed interviewing methodology ensured we could identify candidates who not only had the necessary skills but could also deliver the outcomes the business needed.

The result? A perfect match. Our selected candidate was not only familiar with the industry but had also worked in a similar business before. They quickly became an essential part of the client’s team, demonstrating the power of a clear recruitment process.

Moreover, the candidate found a role they truly enjoyed, close to home, and started kicking goals right away. This outcome was achieved in less than 30 days, proving that with the right process, recruitment can be efficient, effective, and beneficial for all parties involved. 

Case Study: No Applicants? No problem.

Before approaching us, the owner of a mobile allied health provider, felt like they were swimming against the current when it came to recruiting.

Seeing potential in expanding their operation to offer Occupational Therapy services, the owner began advertising for a skilled OT. Despite months of advertising and effort however, they failed to get any relevant applications. The owner began to lose hope, believing the issues were due to perceived “problems” with their business, such as being mobile providers and this being their first occupational therapy role. That’s when he contacted us.

When we met with the owner, he reiterated his concerns with these “problems”, but we knew that these problems were someone else’s dream. So we reframed the issues:  being a mobile operation means ultimate flexibility and a car to boot; plus with it being the first OT role in the business there’s opportunity for the successful person to take on a leadership role as the team expands. Understanding how to position the role for the candidates we wanted to attract was key for the success of our recruitment campaign.

So, what were the results? Well, after reframing their ad and helping the owner better position his offer in the market, we received a steady stream of relevant applications and within 3 weeks, the successful candidate was identified, screened and placed. The candidate seamlessly transitioned into the role, with the assistance of our comprehensive onboarding services – which allowed them to hit the ground running and make an immediate impact in the business.

Case Study: Humour & Finance

A mortgage brokerage firm was on a quest to find a unique role: a “Loan Ninja”. This individual would be tasked with processing loans, a critical function in their business. However, the recruitment process was not as straightforward as it seemed.

Our client was a specialist finance firm, catering predominantly to business owners who often face additional hurdles when securing loans. Their strong relationship with banks and deep understanding of the finance application process sets them apart. The challenge was to find someone who not only understood the banking system but also fit into the unique culture of the finance company.

At first glance, a candidate with banking experience would seem like the perfect fit. However, the cultural shift from a large corporate institution to a small business of half a dozen people can be quite significant. With its strong culture and value for humour, they required a candidate who could seamlessly blend into this environment.

With these considerations in mind, we crafted a job ad that attracted around 80 applicants. Our pre-screening methods allowed us to sift through these applicants quickly and identify key candidates who had experience in small businesses and the banking industry.

But how could we ensure these candidates truly understood the nuances of a small business and were stars in their field? We employed a sentiment analysis during reference checks, asking questions that gauged the likelihood of rehiring and their performance in key areas of their roles.

The result? We found a candidate who not only scored nines and tens in all key areas but also demonstrated a deep understanding of the industry and the customer base. Despite not having extensive industry experience, this candidate was able to thrive in the role, proving that the right fit goes beyond just skills and experience.

These are just a few of our recruitment success stories – all testament to the power of our a refined recruitment process & having the discipline to stick to it.