Pinpointing up-and-coming talent for a leading HealthTech company

With our client's expansion across Europe, their marketing team was going through a period of expansion and required some up-and-coming talent to join them as Marketing Executive.

Recruiting graduates and candidates who have 1-2 years' experience can be difficult post-COVID, as there are so many candidates on the market and many have had post-COVID experiences in the workplace which have been necessarily disjointed.

Therefore, you have to look at the 0-2 years' experience job market slightly differently and develop new strategies to find talent.

Knowing that our client needed a marketing all-rounder to create campaigns, coordinate agencies and carry out market research, we instinctively knew that we needed a good communicator who had sharp writing skills and proactive comms with us.

As usual, we felt that a job ad wasn't the right way to go with this search, so we turned to the whole market and looked for candidates - regardless of location - who had active LinkedIn profiles and showed the following:

• Evidence in their background of having written copy
• Evidence of running different campaigns on social media
• A quick, positive, well-written response to our outreach

We found many candidates - as you might expect - so we used out outreach response & screening process to further whittle down the long-list into a short-list of just 3 candidates:

• A semi-structured screening interview with 'Tell me' type questions to understand scenarios the candidates have worked under
• An approach that allowed us to listen for candidates who could tell a story in a concise fashion
• We looked for personality - those who would follow up proactively, those who thanked us afterwards for the call, etc.

This process allowed us to find a number of candidates who had limited experience in terms of years, but clearly had the aptitude and the ability to excel and learn quickly on the job.