Effective global PR – without breaking the bankThe £100,000 article – process safety engineerFrom press release to Sky NewsThe Association of Professional Staffing Companies (APSCoFrom standing start to thought leaderStrategic planning secures international coverageExclusive deal with industry leading publicationAn authoritative voice in response to a national crisisImproving prospects for disabled jobseekersEffective global PR – without breaking the bankThe £100,000 article – process safety engineerFrom press release to Sky NewsThe Association of Professional Staffing Companies (APSCoFrom standing start to thought leaderStrategic planning secures international coverageExclusive deal with industry leading publicationAn authoritative voice in response to a national crisisImproving prospects for disabled jobseekersEffective global PR – without breaking the bankThe £100,000 article – process safety engineerFrom press release to Sky NewsThe Association of Professional Staffing Companies (APSCoFrom standing start to thought leaderStrategic planning secures international coverageExclusive deal with industry leading publicationAn authoritative voice in response to a national crisisImproving prospects for disabled jobseekers

CASE STUDIES

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Effective global PR – without breaking the bank

Founded in 1993, Antal International is a professional and management recruiter with over 120 offices in more than 30 countries around the world. Because of its global footprint, it needed to build an equally global PR strategy, which would provide support to all of its operations, but was daunted by fees in excess of £300,000 per annum estimated by a number of large PR firms it spoke to.
 
What we did
BlueSky advised the Antal board that the most cost-effective way to meet their objectives would be to create and provide support to a ‘DIY’ delivery system which would

WE THINK

biggest threats to recruiters

The biggest threats to recruiters

We recently surveyed recruitment directors to find out what’s keeping them awake at night.  It turns out their biggest fear is the threat both internal recruiters and RPOs present to their market share.
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Time to hire was also a key concern for both internal and external recruiters and should therefore be a key area both sides work on together to reduce. Recruitment processes need to be well thought out and fit for purpose so that your candidate experience can be one that you can hold up to your clients as an example of best practice.