How McRoberts Recruitment Campaigns Work
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What happens after you enquire?
The setup is deliberately straightforward. We establish what you need, agree the screening criteria and build the campaign around your employer brand, vacancy and hiring process.
1. Tell us what you need to hire
We discuss the role, location, number of hires, urgency, pay, shifts, current recruitment challenges and anything that makes the vacancy difficult to fill.
2. Agree the person you want
Together we define the essential requirements: qualifications, experience, licence or CPC where relevant, commute, working pattern, salary expectations and any role-specific knock-outs.
3. We build the campaign
McRoberts creates the messaging, advertising, role-specific landing page, screening journey and candidate progression process. You approve the important details before launch.
4. Launch within one week or less
Once we have the information and approvals we need, we aim to launch within one week or less after signing. From there, suitable candidates can start moving through the process immediately.
We advertise. We screen. You hire.
McRoberts is a managed recruitment service rather than software that your team is left to run. We do the work that creates and qualifies the candidate pipeline; your team keeps control of the hiring decision.
We advertise
We build and manage targeted campaigns across the channels appropriate to the role, including search engines, social media and job boards. Messaging and creative are developed around your vacancy and employer brand.
Explore recruitment advertisingWe screen
Applicants are checked against the requirements you agreed with us before they reach your hiring team. The screening can combine structured questions, CV information and role-specific checks.
Explore candidate screeningYou hire
Your team reviews suitable candidates, interviews them and decides who to hire. McRoberts does not replace the judgement of your hiring managers.
See an example recruitment campaign video
Help candidates understand the people, workplace and day-to-day role before they apply. These recruitment videos are one way we bring the job to life; clear, accurate information and screening underpin every campaign.
General Manager recruitment
A campaign video for a senior transport management role.
Watch example campaign video on YouTubeHow does candidate screening work?
Screening is designed to rule out applicants who do not meet your agreed essential requirements. Most applicants may not progress, and that is intentional: your team should spend time with suitable people. We review quality with you rather than aiming for a particular rejection rate.
Drivers & operational roles
Screening can cover licence type, CPC, points and endorsements, relevant experience, right to work, shift fit, commute, pay expectations and other role-specific requirements. Where included, driving licence information can be verified against DVLA data.
Explore commute-based filteringManagers & specialists
For management and specialist roles we can assess evidence of the relevant operational, leadership, sector or technical experience against the criteria you set, rather than relying on job titles alone.
AI supports, people decide
Where appropriate, AI can support CV analysis against agreed criteria and explain the evidence it finds. Candidates are not rejected solely because of an AI score, and your team makes the hiring decision.
The aim is simple: your hiring managers spend less time working through obviously unsuitable applicants and more time speaking to people who meet the requirements you actually care about.
What does the candidate experience look like?
We want candidates to make an informed choice. That means explaining the attractive parts of the job and the difficult parts that may put them off. An unsuitable applicant opting out early saves both sides time and helps avoid a hire based on the wrong expectations.
1. They see the full reality of the job
We explain pay, shifts, location, duties and working conditions, including the demands candidates need to be comfortable with. Video and employee content can help show the workplace and day-to-day role.
2. They complete structured screening
Applicants answer the questions needed to establish whether they meet the agreed essentials, rather than simply sending a CV and leaving your team to work everything out.
3. Suitable candidates move forward quickly
Candidates who meet the requirements can be shown to your team, sent into your ATS where integration is included, or moved to the next agreed stage.
4. Interviews can be booked automatically
Where appropriate, suitable candidates can choose from available interview times and receive automated confirmations and reminders, reducing manual follow-up and helping keep momentum.
Explore interview schedulingWhat does your team need to do?
We take on the campaign setup, advertising, screening and ongoing optimisation. Your team still owns the things that should stay with the employer.
Give us the real brief
Tell us what makes somebody suitable, what causes people to fail or leave, and what is genuinely attractive about the role. The better the brief, the better we can build the campaign.
Review and interview suitable people
Your hiring managers review the candidates who reach them and run the interviews or assessments required by your own recruitment process.
Tell us what you are seeing
Candidate-quality feedback is one of the most useful inputs we have. We use it to refine targeting, messaging and screening while the campaign is live.
What happens once the campaign is live?
We do not launch the ads and leave them running untouched. McRoberts actively manages the campaign using advertising data, candidate behaviour and feedback from your hiring team.
Advertising performance
We monitor where candidates are coming from, how the ads and landing page are performing and where budget is most effectively generating suitable applicants.
Explore campaign reportingCandidate quality
We use feedback on interviews, hires and, where available, how new starters settle in to improve the campaign. If unsuitable people are getting through, we revisit the job information, targeting and screening with you.
Regular conversations
We stay close to the hiring team so performance can be discussed and changes made quickly rather than waiting until the end of the campaign to discover what did not work.
Start with one vacancy. Scale when it works.
You can begin with one job title in one location and expand as your needs grow. We recommend the scope, advertising budget and duration around your hiring target, and agree any changes with you before adding roles, locations or spend.
Built around your hiring needs
Your campaign is priced around the roles, locations, number of hires and timescale. Advertising is identified separately in your proposal.
No placement fees
You pay for the agreed campaign, with no additional fee each time you hire. The scope and advertising budget are matched to your hiring target.
Optional extras when you need them
Additional advertising spend, ATS integration, recruitment video and enhanced support can be added where the campaign requires them.
Frequently asked questions
How quickly can we launch?
We aim to launch within one week of signing once we have the role information, screening criteria and approvals needed to build the campaign.
Do we need to change ATS?
No. Candidates can be managed through the McRoberts setup, or suitable candidates can be sent into your existing ATS where an integration is included.
Can you work with our existing recruitment process?
Yes. The candidate journey can be designed around your stages, screening requirements, interviews and approvals rather than forcing your team into one fixed process.
How do you handle candidate data?
McRoberts is Cyber Essentials Plus certified. Candidate data is handled through defined processes, and where AI supports assessment it works against criteria agreed with you rather than making autonomous hiring decisions.
What if the campaign needs more reach?
Additional advertising spend can be added to increase reach where the role, location or hiring volume warrants it. We agree this with you rather than quietly increasing the budget.
Can we pause recruitment?
We agree the campaign duration and any pause, restart or cancellation arrangements in your proposal before work begins. If your hiring needs change, we review the scope and budget with you.
More questions? Read our FAQs or explore all recruitment services.
Want to see if the model fits your vacancy?
Tell us what you are hiring, where the role is based and what is making recruitment difficult. We will come back to you to discuss the requirement and whether a McRoberts campaign makes sense.