One of the most unique and exciting aspects of our company is that we can combine our services in order to expand our offerings. We love innovating within our projects to discover creative solutions that integrate HR, Design, and Web.
Many businesses have an ongoing and serious challenge to hire senior staff with hard-to-find skills, as industry competition for candidate attention can be intense. In tech, this type of employee is often referred to as a unicorn. “…unicorn: …staff who possess a unique set of qualities that make them extremely rare and valuable. They’re hard to find, but once hired, they offer up enormous benefits in the workplace and can take your business to the next level”. (Ryan Holmes | October 5, 2016, Financial Post)
Traditional HR solutions for this problem can include setting up recruiting programs, sourcing candidates from other companies, advertising for the role, reaching out into employee networks, or hiring recruiters. Sometimes this just isn’t enough. What else can you do in order to make your voice heard? Our clients need our help: what will make a Unicorn notice them and poke their head in the door to learn more about the job?
Because Project House has HR, Branding, Design, and Web expertise, we are able to seamlessly pull these elements together for our clients, and design a business solution that maximizes our skills.
Most recently we were asked to solve the Unicorn Problem for a new client: after struggling to attract and hire senior, experienced, high calibre engineers, they needed a solution that would target this very specific candidate and get their attention. This was going to be much more than an HR solution; it would require the creative brains of a Marketing campaign in combination with elements of design, as well some deep-dive discovery – exciting! We would need to dig into the qualities and common elements of this particular candidate and find out what would most attract them to our client’s business. We would also need to find out why current star employees had been attracted to the company, then ask why they stay and what matters to them. We’d have to go into the industry and examine what competitors were doing well, and identify unique unicorn hunting opportunities.
From this discovery phase, we typically move into a design phase, coming up with a few options for look + feel, message + tone, and we make recommendations about where to launch the campaign in order to maximize its impact and reach: is this a print ad in an industry magazine, a polished conference booth, a unique industry event, or a billboard beside a competitor’s office?
When we meet with clients who are struggling to attract the right candidates, we dive into a number of areas of their business to see what might be going on. Often we arrive at Employer Brand, which is a way to describe the outside world’s experience and opinion of your company as a place to work – this consists of a combination of your company’s website, social media presence, current and past employee reviews, manager skills, reputation, and more. Ultimately we try to determine if what your company says matches how it behaves, and identify areas where we can help you bring up your game. A recruiting campaign could be an ongoing branded effort across all of these platforms, or it could be a special one-off project to fill a critical gap.
Are you struggling to recruit and hire? Are you hoping to land a unicorn? We can help!