163% more applications.
Record hiring months.
One methodology.
See how Schneider Electric built a talent pipeline for their hardest-to-fill role – and get the complete approach for yours.
The webinar date has passed.
Building a talent pipeline when your growth depends on it
Your business is scaling. The roles that drive growth – field engineers, service technicians, specialists, trades – stay empty.
Job boards don’t work for this talent. Corporate messaging doesn’t land. And your business can’t wait.
On Thursday, 27th November, Claudine Shacklock (Global Head of Employer Brand, Schneider Electric) and Andrew Kilgallon (Employer Brand Lead, Atomic) will walk through the methodology Schneider Electric used to solve this for Service Representatives.
The impact
Within months of launch, Schneider Electric saw:
- 163% increase in applications per requisition (from 8 to 21)
- Record onboarding classes – 45 Service Representatives in October, the largest in company history
- 7% faster time-to-fill (down to 65 days) despite dramatically increased hiring volume
The new challenge: “We weren’t sure we could accommodate that many new hires in one class.”
Not a case study. A playbook.
We will guide you through our six-step methodology, including:
- Research that uncovers what hard-to-reach talent values
- Three creative routes tested with real candidates before any spending
- Employee content built at scale
- Multi-channel activation that reaches talent where they are
- Tools that TA teams and hiring managers use
Quick campaign or solid foundations?
When you need to hire significant numbers of hard-to-fill roles, there’s pressure to move fast. Launch something quick and hope it works.
Schneider Electric chose differently. They built a Talent Value Proposition specifically for Service Representatives to create a sustainable talent pipeline.
When customers rely on your frontline talent, empty roles stall growth and damage relationships. Recruitment marketing stops being nice-to-have.
What you’ll learn in this session:
Why dedicated pipelines work
Instead of quick campaigns, build foundations that last.
How to make it stick
Toolkits for TA, HR, and hiring managers throughout the candidate journey.
The reality of execution
Real requirements for activating across markets.
If the approach could work for you
Which roles in your organisation might need their own approach.
Meet our presenters...
Claudine leads employer brand strategy for Schneider Electric’s 160,000+ employees worldwide, focusing on attracting and retaining the talent needed to drive their sustainability and digital transformation goals.
Global Head of Employer Branding, Schneider Electric
Andrew leads Atomic’s Employer Branding and Recruitment Marketing practice, developing talent strategies grounded in research and brought to life through authentic storytelling.
Employer Branding Lead, Atomic
Watch NOW – on demand
The LIVE webinar has happened already, but you can watch a replay now.
This methodology works for talent that’s critical to growth but missed by traditional recruiting. Engineers, technicians, skilled trades, field specialists – any role where job ads fail.
