…… Alexa Bradbury
Current Position: Global Marketing Director
Company: Guidant Global
Years in recruitment marketing: 14 (+6 years in commercial property marketing)
Briefly describe your recruitment marketing career to date?
I began my career in the marketing team at Michael Page (now Page Group) in 2000 where I started as an Account Executive and worked my way up to Marketing Manager. I was there for 6 years and loved it. Most of my time was spent managing high volumes of print ads and offline campaigns but digital was also starting to come to the fore. It was a fast paced, hectic environment and a steep learning curve. The company gave me a great understanding of recruitment and a strong work ethic. I then moved on to the SR Group before leaving the recruitment sector to work in commercial property marketing for 6 years for a Morgan Stanley Real Estate company. I was tempted back to recruitment marketing by the role at Guidant, a Global MSP / RPO which is also part of Impellam.
What did you want to be when you were growing up?
I think like most kids, I didn’t really know! I enjoyed English and Politics at school and had notions of being a journalist. Things only became clearer when I went to uni to study business and chose marketing as part of my first year course. I loved it and went on to do a marketing degree. As for recruitment – like most people I had never even considered it. That changed when I was invited for an interview at Michael Page and they offered me an internal marketing position.
Who inspires you (both in recruitment and outside)?
I am inspired by anyone that’s overcome adversity to achieve great things and those that focus not on just on themselves but on influencing and leading others. I am very lucky to have worked with many inspirational leaders, mentors and colleagues in my career. Also to be involved with RIDI, the recruitment industry disability initiative and to have met so many inspirational people through that is a real privilege.
What are the biggest challenges you face in your recruitment marketing job?
Historically, talent acquisition, employer branding and recruitment marketing have struggled to get senior stakeholder attention and buy-in for appropriate budgets to drive quality talent pipelines. However, in such a candidate driven market, that is changing and employers are more open to new strategies instead of relying on reactive, tactical approaches to their recruitment. Our MSP and RPO clients are now very open to discussing their long term workforce planning strategies with us and enabling us to help drive their strategic employer branding and recruitment marketing activities. This applies not just to attracting and engaging permanent workforces but to the recruitment of contractors and consultants as well. I think we’ll see that proactive approach continue to grow as employers and recruiters combine great marketing, technology and people to attract and engage top talent, whatever form it takes.
What is your proudest recruitment marketing achievement?
Last year my team won Recruitment Marketing Campaign of the year at the 2018 recruiter awards for a campaign we produced on behalf of our client Shop Direct. It was a real coup as we were up against some seriously strong competition from employer brand agencies who have much bigger budgets and resources compared to our small internal team. So it felt a bit David vs Goliath.
What do you think the future holds for recruitment marketing?
It’s continually evolving and as candidates and consumers become ever more discerning, recruitment is moving from a sales led industry to a sales and marketing led industry. Marketing already has a huge role to play in delivering the talent pipelines our clients rely on. That means our marketing teams are becoming ever more client facing. We are also working closely with our tech colleagues to implement the latest disruptive and emerging tech into our client programs. It’s an exiting time to work in recruitment marketing!