The brief
Grow the team and fill some key roles, including Lick’s first retail and German speaking hires. We also worked with Lick to upskill their hiring managers and train new-to-hiring team members on best practice and ways of working. Once we had implemented solid hiring processes, we were to roll them out across the business. Candidates also needed some attention; we worked to respond to all candidates in the existing talent pools and organise per skillset and experience.
The process
When we first started working together, there were a number of Lick candidates from previous roles that hadn’t had any communication due to the team not having capacity to respond. We helped engage those candidates and add them to a talent pool which was organised so that the hiring team could access the skillsets they were looking for.
We also delivered ATS and scorecard training which included a task on candidate attraction to help with making offers which were more likely to be accepted. We then introduced scorecards for the first time, to help eliminate bias and create a better overall experience for Lick’s candidates.
