1-800-GOT-JUNK? Finds Culture Fits For Their Seasonal Hiring

Retail

Client Challenge

Like many franchisors, 1-800-GOT-JUNK? was challenged to share their employer story and attract the right types of candidates to join their teams. Starting with 1- 800-GOT-JUNK? in university, Ashton Lubman now has ownership in multiple locations across North America including the Greater Toronto area, Nashville, Winnipeg, Sasktoon/Regina, and Charolette/Raleigh. Working earlier as an Operations Manager for 1-800-GOT-JUNK?, Ashton quickly learned the importance of hiring the right types of people into your business for sustainable growth.

1-800-GOT-JUNK?, the world’s largest junk removal service, differentiates itself based on the people they hire and exceptional experiences they create. Ashton felt he was compromising those values by bringing on the wrong people to solely fill his open positions. Ashton needed to understand which advertising activities were driving in the right candidates as he felt he was spending his recruitment dollars in the wrong places. With an upcoming seasonal hiring need on the horizon, Ashton needed to tailor his strategy if he was going to hire the right types of people into his operations and reduce his turnover.

With an employer brand that needed better communicating and a lack of resume flow, Ashton reached out to Mindfield with a pressing need to fill his seasonal hiring openings. He knew hiring the right people would be critical for his franchises to achieve their revenue goals.

Solution

Mindfield implemented their Candidate Sourcing solution to help:

  • Articulate a stronger employer brand message
  • Create the right advertising mix to attract candidates that fit their ideal profile
  • Create consistency in their monthly recruitment budget
  • Fulfill their seasonal hiring needs

Results

By leveraging the Candidate Sourcing solution, Ashton’s team was able to make a total of 24 hires within the project timeline. The 1-800-GOT-JUNK? redesigned careers site created a consistent employer brand to strongly articulate who they were looking to hire.

  • Within the first 30 days, they were able to make 20 hires
  • Drove an average of 80 candidates per open role
  • Saw immense time and cost savings in not having to manage their advertising and refresh their job postings
  • Monthly costing allowed them to manage and distribute recruitment spend more effectively

Customer Comments

“We were struggling to put our ads in front of the right people and tell our story. Our resume flow lacked quantity and quality and we couldn’t meet our seasonal hiring demands. The redesigned careers site lifted our profile in the eyes of our ideal candidate and built our employer brand. For a monthly price, we are able to take the guessing game out of how to properly distribute our recruiting dollars. It’s much easier for us to budget.”
Ashton Lubman, Owner & Operator