ALC - CareerArc blog

ULTA Beauty has emerged as an industry outlier. In a time when many retail companies struggle to keep shop doors open, ULTA Beauty has been growing at a record pace.

On an impressive course to open 500 new stores in five years, ULTA Beauty is set to grow its physical locations by over 70% and add at least 2,500 associates to its existing workforce of nearly 20k in-store employees.
With 100 new stores to staff annually, in addition to staffing existing stores across 47 states, Sean Taylor, Director of Talent Acquisition at ULTA Beauty, looked to ramp up his strategy and technology to meet unprecedented hiring demands, especially during retail’s busiest season of the year—the holidays.

For organizations in highly competitive talent markets—like defense contracting—employer brand loyalty provides a powerful advantage in the daily fight for qualified candidates. 

DRS Global Enterprise Solutions (GES), Inc. is one of the nation’s leading defense contractors providing the U.S. government with satellite communications services, as well as the mission support experts to execute those services. Partnering closely with agencies and military groups—like the U.S. Department of Defense, the U.S. Air Force, Navy and Coast Guard—DRS GES, Inc. helps employ and deploy hundreds of satellite communications and technical experts annually.
Operating in a highly regulated and competitive industry, DRS GES, Inc. faced a particular set of hiring challenges.

It may be easy to assume that the bigger the brand, the bigger the budget and bandwidth. For talent acquisition, this means more resources to experiment with new tech and new approaches in hiring and employer branding.

Employee turnover is one of the costliest hiring challenges today, which is why companies are focusing on more ways to recruit and retain talent—from investing in workplace benefits programs to making headline-worthy pay increases.

In this post, TweetMyJobs, a division of CareerArc, profiles a customer, International Cruise & Excursions, Inc. (ICE)–a B2B provider of travel-based rewards and loyalty programs. Their main recruiting challenge? Hiring high-demand telesales talent in the competitive call center capital of Scottsdale, AZ. Through their example, learn how to decrease employee turnover through social recruiting. (Download the full case study now.)

We aim to educate our clients on all-things social recruiting. However, sometimes our clients teach us about the tenacity it takes to push social recruiting campaigns to the next level. Looking over our customer case studies, we’ve identified the three fundamental qualities of our most successful social recruiters.