Virginia Department of Juvenile Justice

Campaign Summary

The VA DJJ campaign combined high-volume digital advertising, personalized candidate outreach, and automated messaging to attract and engage qualified Juvenile Correctional Officer candidates. In just four months, the initiative generated nearly 7,000 candidates, 1,500 applications, and successfully moved 27 hires through the pipeline, helping sustain staffing levels despite high turnover.

Challenge

The Virginia Department of Juvenile Justice (VA DJJ) faced high turnover among Juvenile Correctional Officers, making recruitment a persistent challenge. While the agency attracted a steady flow of applicants, retaining quality employees was difficult. Their rapid hiring process—moving candidates from application to start in as little as one month—helped fill vacancies quickly but contributed to short tenures and recurring staffing shortages. Recruitment needed to balance speed with candidate quality while keeping applicants engaged throughout the process.

Our Approach

AST partnered with Bateh Group to manage candidate follow-up and interview scheduling while AST led digital recruitment across Facebook, Google, and Indeed. This collaboration combined high-volume advertising with personalized outreach and expanded automation.

Targeted Digital Advertising

A dedicated, high-budget advertising campaign across major digital platforms attracted thousands of candidates, ensuring VA DJJ had a large pool to draw from despite ongoing turnover challenges.

Candidate Engagement Partnership

The Bateh Group provided continuous candidate outreach via phone calls, texts, and interview scheduling support, maintaining engagement and reducing drop-off rates.

Automated Communication System

Customized automated messaging campaigns delivered reminders, pre-screen follow-ups, and event invitations, keeping candidates engaged at every stage of the hiring journey.

Digital Ads

RESULTS

Since launching in April, the campaign has generated nearly 7,000 candidates and 1,500 applications in just four months. Of these, 27 candidates have advanced through the pipeline to offer acceptance, orientation, or hired status, with numbers continuing to increase.

The approach ensured a steady stream of qualified candidates, maintained interview attendance despite historically high drop-off rates, and helped VA DJJ sustain staffing levels despite systemic turnover challenges. The campaign continues to provide measurable ROI through consistent applicant flow and successful hires.

17.5% conversion rate.
Almost 10% higher than the national average.

We are All-Star Talent

We are All-Star Talent, the go-to firm for public sector recruitment. With decades of combined experience, we craft tailored solutions to address our clients' recruitment challenges. From research to recruitment events, marketing to website creation, we bring innovation and data-driven tactics to drive tangible results.

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