Quick Overview
This service supports organisations in designing and delivering effective recruitment campaigns to reach specialist talent.
Campaign strategies combine targeted marketing, workforce platforms and recruitment messaging to attract qualified candidates.
-
Recruitment campaign planning
-
Targeted candidate outreach strategies
-
Multi-channel recruitment marketing
-
Campaign performance optimisation
Overview
Diagnosing & Optimising the Entire Hiring Process
Many organisations struggle to attract the right candidates despite significant recruitment marketing spend. Intu Consult helps organisations diagnose and optimise the entire hiring process, from recruitment data and marketing channels to technology, employer positioning, agency strategy and campaign execution.
This service focuses on diagnosing and improving the organisation's internal recruitment system, ensuring hiring processes, technology, recruitment channels and supplier structures are aligned to deliver stronger hiring outcomes.
Through a structured recruitment campaign strategy review, organisations gain clear visibility into what is working, where hiring bottlenecks exist, and how recruitment investment can be better allocated to improve hiring outcomes.
The review considers both internal recruitment operations and external candidate touchpoints across recruitment platforms, employer career sites and hiring workflows.
In some cases, the review may also identify challenges related to candidate attraction, employer branding or workforce strategy. Where relevant, organisations may benefit from additional support through related Intu Consult services such as Candidate Attraction Strategy or Employer Branding Campaigns.
Organisations can engage Intu Consult for a full recruitment campaign review or for targeted support across specific areas of their hiring strategy, depending on their needs.
The Challenges We Solve
Recruitment Campaign Challenges
Low Application Numbers
Low application numbers for specialist or hard-to-fill roles
Agency Over-Reliance
Over-reliance on recruitment agencies without strategic alignment
Weak Employer Positioning
Weak employer positioning in the talent market
Poor Candidate Quality
Poor candidate quality from recruitment campaigns
Slow Hiring Processes
Slow or ineffective hiring processes losing candidates to competitors
Inefficient Spend
Inefficient recruitment marketing and advertising spend
Limited ROI Visibility
Limited visibility into recruitment performance and campaign ROI
Process Framework
1
Hiring Challenge Diagnosis
2
Recruitment Data & Performance Analysis
3
Recruitment Process & Activation Speed Review
4
Candidate Funnel & Hiring Experience Analysis
5
Recruitment Infrastructure & Channel Audit
6
Employer Brand & Role Competitiveness Review
7
Recruitment Marketing Strategy Design
8
​Campaign Planning & Channel Strategy
9
Campaign Launch & Activation
10
Campaign Monitoring & Optimisation
Stage One
Hiring Challenge & Role Prioritisation
Understanding the organisation's hiring challenges, critical roles and recruitment priorities before developing recommendations. This includes reviewing hiring targets, role urgency, project timelines and recruitment budgets to clearly define the recruitment challenges the strategy must address.
Stage Two
Recruitment Data & Performance Analysis
Reviewing recruitment data to understand how current hiring activity is performing.
This analysis establishes a clear performance baseline and identifies where the recruitment process is underperforming.
Analysis May Include
ATS and recruitment system reports
Application volumes by role
Source-of-hire data
Interview conversion rates
Offer acceptance rates
Historic recruitment campaign performance
stage three
Recruitment Campaign Activation Speed Review
Assessing how quickly organisations move from hiring need to campaign launch.
This review examines internal approval timelines, job description creation, marketing coordination and agency engagement to identify delays that slow recruitment campaigns reaching the market.
Improving campaign activation speed can significantly increase access to available talent.
This May Also Include Reviewing
Internal recruiter workflow and prioritisation of hiring activity
Speed of job advert preparation and publishing
Coordination between recruiters, hiring managers and marketing teams
Internal handover between HR, recruitment teams and hiring managers
Stage Four
Hiring Process & Candidate Funnel Analysis
Assessing the end-to-end hiring process, from application through to interviews and offer stage, to identify bottlenecks, improve candidate experience and increase hiring conversion rates.
This review focuses on improving process speed, communication and candidate engagement throughout the hiring journey.
This May Include Reviewing
Application process length and complexity
Required application fields and completion rates
Mobile application accessibility and usability
Career site navigation and candidate journey from job discovery to application submission
Job alert functionality and candidate re-engagement mechanisms
Referral functionality within the application process
Candidate communication throughout the hiring process
Recruiter handling of applications and shortlisting process
Interview coordination and feedback timelines
Alignment between recruiters and hiring managers on role requirements
Candidate drop-off points across the recruitment funnel
Stage Five
Recruitment Channel & Advertising Audit
Reviewing current job boards, recruitment platforms and advertising channels to identify the most effective sources of candidate attraction.
This includes analysing performance across recruitment platforms and identifying opportunities to improve channel selection and recruitment marketing strategy.
Where the review identifies limited visibility across relevant talent platforms or weak engagement with target candidate audiences, organisations may also benefit from a dedicated Candidate Attraction Strategy to strengthen market reach and candidate engagement.
Stage Six
Recruitment Media Buying & Cost Optimisation
Supporting organisations in reviewing and negotiating recruitment media contracts, optimising job board spend and identifying opportunities to reduce recruitment advertising costs while improving candidate reach and performance.
Stage Seven
Recruitment Agency Strategy Review
Assessing how recruitment agencies are used, identifying opportunities to improve agency performance, reduce hiring costs and create a more effective supplier structure. This includes reviewing agency specialisation, performance and coordination.
Stage Eight
Recruitment Technology & ATS Review
Evaluating recruitment technology and applicant tracking systems to ensure organisations are using the right tools to manage hiring efficiently and support modern recruitment workflows.
This may include reviewing reporting capability, automation and candidate pipeline management.
This review may also include assessing how organisations manage candidate pipelines and historic applicant data.
This Review May Also Include Assessing
Candidate pipeline and talent pool management
Use of automation and AI within recruitment workflows
Segmentation of candidate databases by skill or discipline
Re-engagement of historic applicants
CRM or ATS candidate database usage
Talent pool registration and candidate opt-in processes
Stage Nine
Employer Brand & Market Positioning Review
Evaluating how the organisation is perceived by potential candidates within the talent market.
This includes reviewing employer messaging, visibility on recruitment platforms and overall employer positioning to ensure the organisation appears attractive and credible to specialist talent.
Where significant employer brand visibility or perception gaps are identified, organisations may benefit from a dedicated Employer Branding Campaigns programme focused on strengthening employer positioning within the talent market.
Stage ten
Role Competitiveness Review
Assessing whether roles are competitive enough to attract the right candidates.
This includes reviewing salary competitiveness, benefits packages, location attractiveness, project positioning and overall opportunity appeal relative to the market.
Stage eleven
Recruitment Marketing & Job Advertising Review
Improving job descriptions, salary visibility, role positioning and employer messaging to increase candidate engagement and application quality.
​
​This includes ensuring opportunities are clearly positioned and competitive within the talent market.
This May Also Include Reviewing
Job advert structure and clarity
Salary visibility and benefits communication
Employer messaging within job adverts
Differentiation versus competing roles
Application entry points and candidate call-to-action
Mobile accessibility of job adverts and application links
Accessibility and visibility of roles on the employer career site
Where employer messaging, value proposition or brand visibility issues are identified, organisations may benefit from a deeper Employer Branding Campaigns review to strengthen employer positioning and candidate engagement.
Stage twelve
Campaign Delivery & Performance Optimisation
Once recruitment strategy, infrastructure and channel approach have been defined, organisations must ensure that recruitment activity is executed effectively and continues to deliver strong results over time.
This stage focuses on how recruitment campaigns are planned, delivered and continuously improved to support hiring outcomes.
This stage ensures that recruitment campaigns are not only delivered effectively, but are continuously optimised to improve performance, reduce inefficiencies and support successful hiring outcomes.
This May Include
01
Structuring recruitment campaigns across selected channels and platforms based on target talent audiences
02
Coordinating recruitment activity across internal teams, agencies and external partners
03
Managing the launch of recruitment campaigns, including job advertising, platform activation and candidate engagement
04
Aligning recruitment delivery with hiring timelines, project requirements and business priorities
05
Monitoring campaign performance across different channels and recruitment platforms
06
Analysing application volumes, candidate quality and conversion rates throughout the hiring process
07
Reviewing recruitment spend and adjusting budget allocation across channels where required
08
Identifying underperforming campaign activity and making adjustments to improve results
09
Refining job adverts, messaging and targeting approaches to strengthen candidate engagement
Stage Thirteen
Campaign Execution & Recruitment Delivery (Optional)
Where required, Intu Consult can also support the execution of recruitment campaigns directly, managing recruitment marketing activity, coordinating agencies, or delivering hiring programmes through its own recruitment network and supporting the hiring process through to placement, including candidate sourcing, screening and shortlisting.
Campaign delivery may also integrate elements of candidate attraction initiatives or employer brand campaigns where these are required to improve hiring outcomes.
Results
Outcomes
01
More Candidate Applications
Increased candidate application numbers
04
Faster Hiring
Faster hiring timelines
07
Streamlined Recruitment Process
A more effective and structured recruitment process
02
Higher Quality Applicants
Higher quality applicants
05
Improved Recruitment ROI
Improved recruitment marketing ROI
03
Lower Recruitment Costs
Reduced recruitment marketing and agency costs
06
Recruitment Performance Visibility
Greater visibility across recruitment performance
Broader Context
Integrated Workforce Strategy
This service forms part of Intu Consult’s wider workforce strategy framework. Workforce challenges such as candidate attraction, recruitment performance, employer branding, skills planning and talent development are often interconnected.
As part of this engagement, organisations may identify opportunities to strengthen other areas of their workforce strategy through additional Intu Consult services.
Flexible Approach
Modular Engagement
Organisations can engage Intu Consult for a full recruitment campaign strategy review or for targeted support across specific areas of the recruitment process, depending on their needs.
​
​This modular structure allows organisations to focus on specific recruitment challenges while building towards a more effective long-term hiring strategy.
Examples of modular support may include
01
Recruitment data and performance analysis
02
Recruitment campaign activation speed review
03
Recruitment channel and advertising platform audit
04
Recruitment media buying and contract negotiation
05
Recruitment marketing and job advertisement optimisation
06
Hiring funnel and candidate experience review
07
Recruitment technology and ATS infrastructure review
08
Recruitment agency strategy and supplier structure review
09
Role competitiveness and market positioning assessment
10
Employer brand positioning within recruitment campaigns
Related Services