This multinational chain of family theme parks required help hiring a variety of roles across its California and New York resorts including customer service roles, performers and lifeguards.
PeopleScout conducted in-depth market research to determine the biggest challenges the client faced when recruiting for their theme parks and resorts. We identified remote work, “candidate is king” and higher pay as the three main challenges facing the client. Here’s how we solved each:
Challenge #1 — Remote Work:
More people want flexibility. Front-line and hourly positions are less attractive to candidates after the growth in remote work during the pandemic.
Our Solution: We leveraged the client’s “play” branding to emphasise the fun and rewarding aspects of working on-site at one of the theme parks. This was fed through into recruitment marketing creative and copy.
Challenge #2 — “Candidate is King”:
With open positions outnumbering candidates for much of recent memory, today’s candidates know their worth, and the Great Resignation is proof that people are less willing than ever to settle.
Our Solution: By testing alternative job titles, improving job copy, and reaching out on different channels, we were able to widen our reach and pool of candidates. We strategically targeted candidates most likely to apply for the roles, such as those looking for seasonal or part-time jobs.
Challenge #3 — Higher Pay:
When faced with increased living costs, candidates are demanding higher pay.
Our Solution: The client was not in a position to raise wages for these roles. So, we got creative by restructuring job copy to better position the client’s competitive benefits. By quantifying these benefits and putting them front and centre on job postings and recruitment marketing materials, we were able to generate interest without raising wages.
- In the first six months, we were able to fulfil our goal of 1,336 hires in California & 190 in New York.
- The client’s previous application had up to 22 sections where the candidate had to input information. PeopleScout optimised and shortened this candidate journey by employing a variety of channels including Indeed One-Click, Indeed Hiring Events and Talent.com. This reduced the application abandonment rate.
- PeopleScout restructured job descriptions to create job advertisements. In other words, we rewrote the copy to focus on the value the client and the role have to offer their employees rather than what the client wanted from candidates.
- PeopleScout performed A/B tests to determine which job titles would help reach a wider pool of candidates. For example, we found that “Waterpark Attendant” received almost 300 applications in the first week, while “Lifeguard” received only 15.
- Social outreach using Facebook, Instagram and Google Display Network resulted in 4.1 million impressions and 30,000 clicks across the California and New York audiences.
AT A GLANCE
- COMPANY: Multinational chain of family theme parks
- PEOPLESCOUT SOLUTIONS: Talent Advisory
- ANNUAL HIRES: 1,500+
- LOCATIONS: Over 10 theme parks around the world