easyJet

One of the air industry’s big success stories, easyJet have grown to become Europe’s leading airline. Today, they have 30 European bases and over 800 routes across the continent. It’s an amazing story – one that presents them with some pretty daunting recruitment challenges. When it comes to finding cabin crew and pilots, the challenge is not just quality – it’s sheer numbers too.

At the In-house Recruitment Leaders Conference on 18th July, easyJet’s Head of Talent Acquisition James Ryding, will talk about the airline’s agile multi-channel attraction across Europe. Below you can get a taste of how SMRS have helped them set up their attraction campaign.

Each year, easyJet partner up with talent attraction specialists at SMRS to recruit hundreds of Pilots and thousands of Cabin Crew staff across Europe. With new bases and routes announced regularly and the recent collapse of Air Berlin or Monarch, new commitments require the airline to provide enough staff to fly customers to hundreds of destinations every day.

To do this, they need the agility to quickly drive applications to assessment centres when and where necessary.

“By moving away from a traditional job posting and leveraging highly responsive channels such as Google PPC, Facebook, Programmatic and Retargeting, we can literally have a call in the morning and completely change the targeting and spend levels in the same day so that easyJet gets the numbers they need, when they need them,” says Marcus McNeilly, Client Manager at SMRS.

From audience research, all the way to targeting, messaging and performance tracking, SMRS provide easyJet with a comprehensive and agile talent attraction campaign, driving down cost per application and click through rate whilst increasing application numbers.

To find out more about the campaign, click here, and to hear the full story, make sure to join our conference on 18th July. You will learn all about:

  • easyJet’s workforce planning and the numbers behind it
  • The business culture and what the Orange Spirit is all about
  • Their D&I agenda and strategies, and the Amy Johnson initiative
  • Using data and insight to build an agile approach to attraction
  • Building the employer brand in a social environment
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