St. Patrick’s Festival Hire a Festival Administrator

The Results

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The role went live on 22 July and closed on 28 July. Shortlisted was produced on July 29th of 4 candidates who were all qualified, interested and assessed against the role.

Total interested candidates: 200

• 130 via job boards

• 33 via targeted outreach campaign

• 37 via the Talent Choice website

• Longlist screened: 13

• Shortlist submitted: 4

• First-round interviews: 4 candidates (6 August, virtual)

• Second-round interviews: 3 candidates (13 August, face-to-face)

• Offered & accepted: 13 August — on the same day as final interviews

• Start date: 3 September

From brief to placement, the process took just 27 days calendar days.

 

Ellen Grace – New Hire – Feedback

“Vanessa helped land me my dream Job ! From the initial interview I felt supported and in control of my experience. Vanessa made sure I understood the role fully, what was expected and what I was taking on. The interview process was tough but I felt confident and prepared with Vanessa’s guidance and knowledge. Would recommend to anyone looking for a job or any company hiring''

 

Candidate & Brand Management

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Candidate experience was as important as speed. All 200 applicants were acknowledged and informed of their status. This ensured:

• Every candidate felt respected, even if they weren’t shortlisted

• The Festival’s reputation was enhanced in the market

• Messaging stayed professional and consistent with their brand values

The campaign not only secured the right hire but also strengthened the Festival’s presence among professionals who may engage with them in the future.

 

Julia Dalton – Operations Director, St Patricks Festival – Feedback

“We recently contracted Vanessa to support us with our recruitment. From the outset, Vanessa was professional and efficient. What stood out most was Vanessa’s ability to understand what we needed and quickly identify high-quality candidates who were not only well-qualified but also an excellent fit for our company culture. Vanessa’s communication throughout the process was transparent and proactive, ensuring that we were informed and supported at every stage.

Thanks to Vanessa’s efforts, we were able to fill a key position swiftly with exceptional talent. The entire process felt seamless, and Vanessa exceeded our expectations in terms of both speed and quality. I would not hesitate to recommend Vanessa to any organisation seeking a reliable and effective recruitment partner.”

 

Why It Worked

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This project highlights the impact of working in an exclusive, consultative partnership and demonstrates exactly what a risk-reduced hiring model looks like in practice. By trusting Talent Choice to lead the recruitment process, the Office of St. Patricks Festival benefited from a campaign that was swift, seamless  and strategically aligned with their brand.

An approach like this does more than fill a role. It:

• Attracts high-quality talent by amplifying the employer’s value proposition

• Moves the process forward with confidence, clarity, and speed

• Highlights brand awareness in the talent market through co-branded, professional messaging

• Creates a future talent pipeline, ensuring the organisation has visibility of strong candidates for upcoming opportunities

 

 

This is the essence of a risk-reduced hiring model: strengthening employer branding, securing top talent with confidence and creating a future pipeline while leaving a lasting positive impression on every candidate who engages with the process

 

If you’d like this kind of risk-reduced recruitment partnership for your business, whether it’s for one key hire or to build a wider team, get in touch!