Social Recruiting: How to Gain Competitive Advantage in the War for Talent

84 Lumber is one of the largest privately-owned building materials suppliers in the country hiring about 2,000 employees a year. With the U.S. economy and housing market showing signs of improvement, 84 Lumber has had to increase that hire count each year. However, the company competes with large, nationwide retail brands for talent everyday with challenges common for any mid-sized company:

• Limited budget
• Limited hiring staff
• Limited sources of talent

So what do you do if you’re a medium-sized business facing industry goliaths?

You use a slingshot.

 
“Once CareerArc showed us what was possible through social recruiting, we sensed it would be the slingshot approach we needed to beat the big-box giants at acquiring top talent.”

– AnnaMarie Korach, Recruiting Manager, 84 Lumber

Related: Read the 84 Lumber Case Study.

To maximize their attack strategy, 84 Lumber needed a solution that could provide three crucial elements:

• Competitive Advantage
• Automation and Efficiency tools to maximize limited resources
• Expert Counsel and Support

Related: 3 Ways Social Recruiting Helps You Survive Your Own Growth
84 Lumber partnered with CareerArc and generated amazing results, such as:

• Decreased Cost-per-Hire

“Our measured cost-per-hire for CareerArc-sourced recruits is now tracking at 89% less than the national average CPH.”

• New Sources-of-Hire

“Prior to CareerArc, most of our yard associate hires were walk-in applicants, in-person inquiries made at an 84 Lumber location. Now, we recruit most of our yard associates through social media.”

• Increased Employer Brand Awareness

“We made four hires through Facebook alone within the first few weeks of tracking performance…We knew then that CareerArc was giving us the competitive edge we needed to attract the right hires.” 

Read the case study to get the full story behind 84 Lumber’s strategy, solution, and success using CareerArc.
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