The Portland office had difficulties finding good and qualified people for open roles and I was asked to assist. I put together a multi-phased approach focusing on short and long-range goals. In the short term, the focus was placed on lead generation: finding good applicants that met the requirements of the hiring manager and organization. To do this, I used Linkedin ads to catch the eye of prospective employees and also rewrote job descriptions to create an enticing and truthful story of the open position.

The second phase was the creation of a more user-friendly jobs webpage (within the existing framework). We needed to reduce copy and improve design while keeping two audiences in mind: the office employee (i.e. project manager, project engineer) and the field employee (i.e. carpenter, laborer). Research showed that each audience behaved differently when navigating a jobs page. The office employee wanted to know about the organization and what was offered, whereas the field employee wanted a clean path to apply. Results (measured from Linkedin and Indeed) included a 115% increase in views and click-throughs, and a 50% increase in applicants as well as better-qualified applicants. See below for the webpage.

The third phase consisted of a larger content-driven campaign to increase brand awareness of Charter Construction and be top of mind for job seekers.