Every company is different, but we all aim to find the best talent in the most effective and efficient way
Create a great hiring team experience
Check out the companies already working with Vacancy Filler
We have helped clients from a wide range of sectors, each facing their own recruitment challenges
Certain sectors do share similar recruitment problems, but every business operates in its own way and, as a result, have different priorities in terms of how their hiring process works. We share our experience of working with organisations from similar sectors to resolve common recruitment issues, but then take the time to understand your individual goals and challenges to direct the overall solution that we give to you.
European Broadcasting Union
Video Interviewing; Recruitment Solutions That Overcome Geographical Barriers
The European Broadcasting Union (EBU) is the world’s leading alliance of public service media. They operate in 56 countries across Europe, Asia, Africa and the Americas and broadcast to a potential audience of 1.03 billion people. Olivier Dugenet, HR Business Partner at EBU spoke to us about his experience recruiting with Vacancy Filler. The company currently employs around more than 400 members of staff and recruits between 60-80 times a year.
Smart Fleet Solutions
Recruitment Made Easy; Reducing Reliance on Agencies
Smart Fleet Solutions provides inspection and refurbishment for cars at the end of their lease period in preparation for resale. They currently employ over 400 members of staff throughout a number of UK locations including Staffordshire, West Lothian, Nottinghamshire and Wiltshire. We spoke to Simon Osbourne, Recruitment Manager, at Smart Fleet who is in charge of recruitment training. We discussed the problems the company had prior to Vacancy Filler and how recruitment software has improved their process.
Chester Zoo Case Study
Chester Zoo has dramatically changed the way in which they recruit new employees, enhancing the process that every candidate goes through when applying for a job and also the way in which the management of recruitment drives is handled by HR and recruitment staff.
Ashton Sixth Form College
Implementing Recruitment Technology; Training, Software and Techniques for the Education Sector
Ashton 6th Form College is located in Ashton-under-Lyne, Greater Manchester and has around 2000 students. In 2016, the college was rated ‘good’ by Ofsted and achieved a 99% pass rate for A Levels. The 6th form college has a small, core HR team that overseas recruitment; we spoke to Dawn Parrott, one of the main users of the system about her experience with Vacancy Filler. The 6th form college currently employs around 240 members of staff and hire approximately 20-30 times a year.
Graham & Brown
Improving Recruitment Through Managed Services and Reporting
Graham & Brown is an international wall decoration group that has been innovating the home improvement market for 70 years with British-made, design-led products. In addition to their manufacturing, design and marketing centre in Blackburn, they have sales offices and distribution centres across the world.
Sharon Ternan, HR Advisor at Graham & Brown, spoke to us about her experience recruiting with Vacancy Filler. The company currently employs around 400 members of staff in the UK and has recently experienced growth in the direct-to-consumer division of the business which has seen them hiring around 30 times a year.
Strategic Team Group
Full Return on Investment in Just 3 Hires
Strategic Team Group is a construction company that specialises in building, refurbishment, maintenance and energy-efficiency solutions. They were formed in 2000 and have more than 160 employees across two sites in Manchester and West Yorkshire. Strategic Team Group’s Head of HR, Rebecca Wallis, spoke with us on her decision to use Vacancy Filler as the solution to help improve the company’s recruitment process. STG are going through a period of growth and are looking to build on their current levels of productivity. Prior to Vacancy Filler, Hiring Managers in STG would manage their own recruiting, often through their personal relationships with agencies. One of the key issues that STG faced was that of reaching a wide enough pool of candidates with their existing use of adverts, again this meant that agencies were relied on.