Mega Collections was looking for reinforcements for marketing and sales, ideally from a younger target group. Once the campaigns moved from Facebook and LinkedIn to Instagram, both vacancies were filled.
Mega Collections sells everything from pots to wind chimes, also abroad, and was looking for reinforcements for its marketing and sales department. Managing director Frans Dilven especially wanted to reach a younger target group, while targeting by age is not an option. With RPO, a combination of job marketing and interim recruitment, and the move to Instagram, the company filled both vacancies.
Frans Dilven
Managing Director of Mega Collections
From pots to wind chimes: Mega Collections has everything you need to make your garden or balcony cosy. The company is also active abroad and was looking for reinforcements for its marketing and sales department. “We started our search for a Marketing, Communications and Styling (DTP) employee, and then went on to look for an account manager for the German market,” says managing director Frans Dilven.
Frans was particularly looking for a younger target group. But how do you find them when targeting by age is not an option?
Mega Collections had already tried quite a few things before taking this route. “In the past we tried various recruitment methods. We advertised on social media ourselves, and we searched within the network of our current colleagues. I have also worked with temping agencies, but I was not really satisfied with them. You can be lucky there, but also unlucky. The chances of finding the real top performers in sales that way are slim. Often they are people who are at home for a reason.”
“That is why we prefer to focus on passive job seekers: people who already have a job, but are convinced by an advert to come and work for us.”
“I do not think there is a more natural way of recruiting these days,” Frans adds.
For both vacancies, RPO, a combination of job marketing and interim recruitment, proved to be the answer. “But it did take some trial and error before we discovered what worked,” says Frans. “When our campaigns on Facebook and LinkedIn did not reach the younger target group we were looking for, we switched to Instagram. There we noticed that the leads were a much better fit in terms of age. We now know: if you want a younger workforce, you should not be on Facebook.”
Frans has since become a fan of job marketing. “It is a new way of recruiting that lets you target a group quite specifically. Other recruitment methods are expensive, and you often do not know exactly what external recruiters are doing.”
“This option actually gave me a grip on it. I would do it again in a heartbeat.”
Both vacancies have been filled: the Marketing, Communications and Styling employee and the account manager for the German market. “I am very pleased with the partnership with Pro Contact,” says Frans. “As well as filling two vacancies, the contact was always pleasant.”
Any other recruitment plans? Not for now. “All vacancies are filled at the moment.”
“When people come to work here and they like it, they actually never leave. We often celebrate long service anniversaries here.”
The younger colleagues joining Mega Collections are not big on job hopping either. “I think that is because I try to hire a certain type of person. Someone who has both feet on the ground, stays true to themselves and also respects others. That, and the fact that this is such a great company, is why people stay or otherwise come back.”
So why exactly is it so enjoyable at Mega Collections? “For one thing, it is fun work. We sell a fun, cheerful product all over the world, which also makes our work very dynamic.”
The no-nonsense culture also makes Mega Collections a great organisation to work for, Frans believes. “Everyone here is respected and encouraged to be themselves. My colleagues are never afraid to knock on my office door. That is a great company culture.”
Maintaining a culture like that sometimes calls for less pleasant steps. “Sometimes, when someone is not performing well or no longer fits the company culture, I choose to part ways with them. That is never nice, but it is always understood. And it does make sure the atmosphere here stays the way it is: my team is cheerful and motivated.”
At Mega Collections, RPO made the difference.
2
vacancies filled
We now know: if you want a younger workforce, you should not be on Facebook.
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