Case Study
Breaking Through the Ivory Tower: Targeted Professional Search for University of Central Lancashire’s Critical Hire
The Challenge
The University of Central Lancashire (UCLan) had a problem that’s becoming all too familiar in today’s talent landscape. A critical Schools & Colleges Liaison Manager position had been sitting unfilled for over 30 days, posted on their website and leading UK job boards with nothing sitting in the application inbox.
The location made things even trickier. The West Midlands, home to a dense concentration of higher education institutions, creating a fiercely competitive scenario. The traditional approach wasn’t cutting it in a market where the best talent was already employed and wasn’t actively looking.
UCLan needed a talent partner who understood the complex world of education pathways, the intricate UCAS process, and the delicate art of student recruitment cycles. Adam Mitchell, Head of UK Recruitment at UCLan, had experienced PeopleScout’s capabilities as a job seeker and knew we had a different approach. The challenge was on: crack the passive talent market and deliver top-tier candidates in a sector where everyone knows everyone, and the best people aren’t looking.
The Solution
Our executive search specialists crafted a precision-targeted, multi-channel approach that went far beyond traditional job board strategies. This was targeted talent identification in one of the UK’s most competitive education markets.
We started from a fundamental insight: in today’s talent market, the best candidates aren’t job hunting – they’re working. Our strategy deliberately targeted passive candidates within the higher education sector and those employed by private training providers who possessed the exact blend of skills UCLan needed.
Our executive search specialists crafted a precision-targeted, multi-channel approach that went far beyond traditional job board strategies. This was targeted talent identification in one of the UK’s most competitive education markets.
We started from a fundamental insight: in today’s talent market, the best candidates aren’t job hunting – they’re working. Our strategy deliberately targeted passive candidates within the higher education sector and those employed by private training providers who possessed the exact blend of skills UCLan needed.
The Multi-Platform Intelligence Revolution
Here’s where our different approach really showed. Instead of relying solely on traditional recruitment channels, we developed a comprehensive search strategy that leveraged multiple intelligence sources:
- LinkedIn Precision Targeting: We deployed advanced search techniques to identify professionals with demonstrated experience in education, deep UCAS knowledge, and student recruitment cycle expertise.
- CV Library Deep Mining: Our specialists scoured this leading platform for candidates with the right combination of education sector experience and liaison management skills.
- Competitive Intelligence Mapping: We systematically reviewed websites of universities and colleges across the West Midlands region, identifying potential candidates who might be ready for their next career move.
- Private Sector Cross-Pollination: Recognising that relevant skills exist beyond traditional education boundaries, we targeted learning and development professionals at private training companies and other private sector organisations.
The Network Effect Strategy
Our creative approach didn’t stop at direct candidate identification. We implemented a network amplification strategy, encouraging every candidate interaction to provide feedback and recommendations from their professional networks. This exponentially expanded our talent pool reach while building authentic relationships within the education community.
Throughout the four-week engagement, we maintained relentless momentum, continuously searching to maximise engagement within our target talent pool. We reviewed hundreds of profiles, ensuring no stone was left unturned in our quest for UCLan’s perfect match.
The Results
Our precision approach cut through the competitive noise and delivered exactly what UCLan needed. With targeted headhunting, strategic networking, and relationship-driven engagement, we transformed a stalled recruitment process and successfully filled this niche role.
UCLan were overwhelmingly satisfied with what we managed to achieve, including:
- 92 candidates strategically approached through precision targeting
- 49 candidates actively engaged with our search consultants
- 53% engagement rate – demonstrating compelling value proposition
- Five strong candidates presented for consideration within four weeks
- 100% headhunted talent – no job board applicants required
- Two candidates progressed to second-round interviews
- One successful offer made to ideal candidate
- Cost-effective executive search solution in highly competitive market
- Relationship-based approach building long-term talent pipeline for the client
This industry-first approach didn’t just fill a challenging vacancy – it proved that with the right strategy, even the most competitive talent markets can be cracked. Our Sourcing-Led Solutions methodology created a blueprint for accessing passive talent in specialised sectors, delivering results when traditional recruitment approaches fail.
“PeopleScout immediately understood the challenge we had in recruiting for a specialist position out of region and in an area awash with vacancies in similar organisations. The approach of understanding the role and the type of experience required, and then refining this through presenting a selection of candidate profiles, was excellent. I was reassured that the PeopleScout recruiter knew precisely what we were looking for. I was kept fully updated throughout, with regular conversations and emails. The shortlist provided was excellent, with all candidates suitable for interview. I was delighted to appoint a fantastic candidate who we would not have reached without PeopleScout’s efforts.” – Adam Mitchell, Head of UK Recruitment at The University of Central Lancashire