Our Work

Atlantic Energy

By January 14, 2019 No Comments

Intro

Atlantic Energy approached us to take their recruitment system to the next level, as well as increase their online presence through search engine optimisation & Google search all within a Lead Generation Campaign.

Starting Points

Defining The Problem

Atlantic Energy was facing a problem with their recruitment process. We noticed that it was very inefficient, so our primary goal was to improve it and increase the new employee acquisition rate, while simultaneously reducing the cost needed per acquisition.

Starting Points

Defining The Problem

Atlantic Energy was facing a problem with their recruitment process. We noticed that it was very inefficient, so our primary goal was to improve it and increase the new employee acquisition rate, while simultaneously reducing the cost needed per acquisition.

The Strategy

Before we started, there were some questions we had to ask ourselves to solve the problem. How do we get the right people to apply to work with Atlantic Energy? Who are the right people? And what kind of people are Atlantic Energy looking for?

We decided to create a campaign that would target both inexperienced (who would be nurtured into exemplary salesmen through a bespoke training program) and experienced potential applicants.

  No experience needed to sign up

 Intense training program

 Gaining experience on the field

From ideas to reality

Facebook Targeting

Potential applicants were targeted with text that would appeal to different user segments. Experienced people would see messaging urging them to become the face of a better world, while inexperienced applicants would be urged to build the career they’ve always wanted.

Facebook Targeting

Potential applicants were targeted with text that would appeal to different user segments. Experienced people would see messaging urging them to become the face of a better world, while inexperienced applicants would be urged to build the career they’ve always wanted.

Atlantic Energy is used to having illustrations within their brand identity. We decided to continue implementing this style for consistency. Therefor, we created several illustrations that we used in the Facebook videos.

Atlantic Energy is used to having illustrations within their brand identity. We decided to continue implementing this style for consistency. Therefor, we created several illustrations that we used in the Facebook videos.

LANDING PAGES

2 variations of the same landing page were deployed for our user segments. Inexperienced applicants would see a drastically simplified application form that could be submitted in a matter of seconds.

Booking Process

To streamline the interview booking process, the Calendly platform was used in order to allow candidates to quickly and easily book their own interview dates from all available timeslots. This allowed recruiters to cut down on the time wasted setting up and coordinating interviews.

Booking Process

To streamline the interview booking process, the Calendly platform was used in order to allow candidates to quickly and easily book their own interview dates from all available timeslots. This allowed recruiters to cut down on the time wasted setting up and coordinating interviews.

Personal Touch

Email automations and sms notifications were set up in order to both confirm people’s group interview booking and remind them when the big day is coming up. Some helpful tips were also included in the email in order to not only make Atlantic Energy seem friendlier and more approachable, but also increase the number of applicants that would turn up for the group interview.

Optimisation

The campaign was continuously monitored and optimised after launch. Changes to both the mobile layout and form structure were made in order to bring our efforts in line with the user behaviour observed.

Optimisation

The campaign was continuously monitored and optimised after launch. Changes to both the mobile layout and form structure were made in order to bring our efforts in line with the user behaviour observed.

Achieved Results

Achieved Results

Highest Performing Keywords

One of the first things we noticed was that people were in fact extremely interested in finding jobs near them. This meant that the campaigns and landing pages were continously optimised to cater to these keywords and encourage applications due to proximity.

Highest Performing Keywords

One of the first things we noticed was that people were in fact extremely interested in finding jobs near them. This meant that the campaigns and landing pages were continously optimised to cater to these keywords and encourage applications due to proximity.

Highest Performing Device

All throughout the campaign we noticed that the mobile devices were the ones that consistently had the best performance. This meant that after a while were focusing on pushing the campaign exclusively through mobile.

Highest Search rate United States

While we started the campaign in a single state, we soon began rolling it out in additional areas. When a statistically significant volume of conversions was reached, the campaign was refocused to areas in which we observed the highest number of conversions.

Highest Search rate United States

While we started the campaign in a single state, we soon began rolling it out in additional areas. When a statistically significant volume of conversions was reached, the campaign was refocused to areas in which we observed the highest number of conversions.

The Final Result

Since we needed to cut down on the amount of no – shows without making the interview booking process long and drawn out, we worked with Atlantic Energy to set up a specialised task force that would personally contact every single applicant within 60 minutes to coordinate and book interviews, therefore making the process much less impersonal.

View landing page

The Final Result

Since we needed to cut down on the amount of no – shows without making the interview booking process long and drawn out, we worked with Atlantic Energy to set up a specialised task force that would personally contact every single applicant within 60 minutes to coordinate and book interviews, therefore making the process much less impersonal.

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