From Zero Employer Awareness to the Top 2% Most Attractive Employers

Serendi
1 hour ago
3 min read

Quick Summary

Objective: Establish the client as an employer in markets where awareness was limited, while supporting hiring across a growing European manufacturing footprint.

Strategy: Recruitment marketing was a core part of the client's wider End-to-End RPO program, combining a client-branded careers presence, new advertising channels, job fairs, open days, employee referrals, and market-specific candidate communication.

Results: The client ranked 34th out of 3,000 companies in an employer attractiveness survey. For this specific recruitment program, Serendi delivered 1,890 hires with a 95% offer acceptance rate, while supporting workforce demand behind 84 production lines.

About the Client

The client is a global automotive and industrial manufacturer specializing in precision electric motors, actuators, motion systems, and electro-mechanical components.

Its European operations covered Switzerland, Germany, Poland, Hungary, Serbia, and Italy. Hiring ranged from production technicians and engineers to finance, IT, supply chain, sales, and senior leadership.

The Context

The company was expanding its European manufacturing footprint, including a major greenfield operation in Serbia.

That created a recruitment marketing problem before the hiring volume could be addressed. In new markets, the company had limited employer recognition and little local candidate awareness.

At the same time, the broader European recruitment setup was fragmented. Local HR teams handled hiring alongside other responsibilities, external agencies were used heavily, and there was no shared recruitment technology or consistent employer communication across markets.

The greenfield operation raised the stakes further. Recruitment had to support workforce demand behind 84 production lines, while specialist hiring continued elsewhere in Europe.

Employer visibility therefore became part of the hiring infrastructure.

Recruitment Marketing Strategy

Recruitment marketing was an important part of the wider End-to-End RPO program. Serendi developed it alongside recruitment delivery, with activity adapted to the labor market and candidate group.

The approach included:

A client-branded careers environment
New advertising channels
Job fairs and open days
Employee referral activity
Market-specific campaign messaging
Candidate communication adapted for blue-collar and white-collar audiences
Recruitment events designed to create direct contact with local talent

In Serbia, the recruitment marketing strategy was put into action while the operation was still establishing itself locally. The company needed to become visible as an employer at the same time as hiring demand was increasing.

For high-volume manufacturing roles, Serendi used a more direct local approach through job fairs, open days, referrals, targeted advertising, screening, and recruitment events.

For specialist and professional roles across Europe, the messaging and channels were adjusted to narrower candidate markets.

34th Out of 3,000 Companies for Employer Attractiveness

The client ranked 34th out of 3,000 companies in an employer attractiveness survey.

That result gives the clearest external signal of the employer presence developed during the engagement.

It is especially relevant given the starting point: the company entered important hiring markets with limited local employer awareness and had to establish recognition while recruiting at significant volume.

Recruitment Marketing Supported 1,890 Hires

Across the wider recruitment program, Serendi delivered 1,890 hires across multiple European markets and functions.

Recruitment marketing was one part of that broader recruitment outsourcing engine. Its role was to make the employer visible, generate candidate interest, and support the flow of relevant applicants into the recruitment process.

The hiring scope included production, engineering, finance, IT, supply chain, sales, and senior leadership across six European countries.

95% Offer Acceptance

The account recorded a 95% offer acceptance rate.

That provides another useful signal of alignment. The employer proposition presented during attraction remained credible as candidates moved through the recruitment process and reached the offer stage.

For recruitment marketing, that matters because strong attraction is only useful when candidate expectations match the role and employer they eventually encounter.

Results at a Glance

Metric	Result
Employer attractiveness ranking	34th out of 3,000 companies
Hires delivered across the wider program	1,890
Offer acceptance rate	95%
Countries covered	6
Production lines supported	84

Employer Visibility as Part of Recruitment Capacity

This engagement shows why recruitment marketing becomes more important when a company enters a new labor market or increases hiring volume quickly.

Candidate supply depends partly on whether the right people know the employer, understand the opportunity, and see enough reason to engage.

In this case, recruitment marketing supported that visibility across very different candidate groups, from manufacturing talent to specialist professional hires.

The result was a stronger employer presence, a top-40 attractiveness ranking among 3,000 companies, and a recruitment program that ultimately delivered 1,890 hires with 95% offer acceptance.

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