Engaging Emerging Talent for McDonald’s roles
In addition to placements to the programme, McDonald’s were keen to hear from candidates regarding their thoughts on the application process. Having used the system for a number of intakes, McDonald’s understood that changes might be necessary to continue the programme’s effectiveness in future years. This was evidence of their continued service to providing excellent candidate care.
The vacancies listed on GetMyFirstJob and a bespoke McDonalds landing page allowed access to the high volumes of organic candidate traffic available on the website. Email communication allowed direct access to our candidate database, guided by relevant and agreed criteria. Bespoke targeted emails were employed to promote the available roles directly and national newsletter-style emails were used to generate the required buzz around the available opportunities.
For a personal, focussed approach, we utilised a Managed Recruitment Service. With the ability for experienced recruitment professionals to speak to candidates directly, feedback on the roles and procedure from the participating individuals could be accessed. In addition, specific advice and recommendations could be provided by TheTalentPeople to prompt application in the opportunities.
We were able to identify the variations in candidate engagement triggers for direct marketing approaches. These were found to differ between locations, age-groups and interests, and based on these learnings, subsequent communication could be adapted to appeal most to recipients and drive better results.
The feedback obtained through the personal candidate interaction has helped shape the application procedure for the year 2020 and onwards, and solidified TheTalentPeople and GetMyFirstJob as a core aspect of the future of any McDonald’s campaign.