Candidates tell us it’s hard to spot the difference between the ‘Big Four’. It’s even harder to express that small difference in a recruitment proposition or advertisement. The original challenge for SAS was to articulate an employment proposition that would appeal to audiences from Generation Y go-getters to high-performing Baby Boomers. Over the last five years the challenge has been to keep the proposition fresh, interesting and relevant.
At a time when employees are so cynical about corporate spin, Ernst & Young’s graduate and experienced hire recruitment strategy focuses on personal accounts from employees – giving the communications an authentic voice.
We have always wanted more from an agency than pretty pictures; the value that SAS have brought has been much greater. Yes, there has been great innovative design but this has always been tied to a clear strategy.”
