Case Study · Social Recruiting
43 applications in 24 hours.
For the recruitment drive of Obacht Service in Dresden we ran a social recruiting campaign with pre-qualification. The result surprised us too: the first hire happened within the very first week.
within 24 hours
for this campaign
net advertising cost
The starting point
An additional route to new employees.
Obacht Service maintains properties in and around Dresden. For recruitment the company already used job ads on its own website and had tried various recruiting portals.
With our campaign we wanted to reach additional interested candidates in the region and ask about key requirements right within the application process. That way Obacht could quickly get an overview of incoming applications and prepare the next interviews.
Our approach
From the first message to a clear view of every applicant.
We developed the campaign for recruitment in facility management and ran it across social media. Four questions in the application process give an initial indication of which applications match the requirements.
- 1
Develop the messaging
Align the ad concept and audience messaging with Obacht's staffing needs.
- 2
Ask about requirements
Four pre-qualification questions provide an initial orientation before the in-person interview.
- 3
Hand over applications
Automatically gather new applications in the portal and make their processing status visible.
The pre-qualification is based on the applicants' own information and supports the shortlisting. The personal review and the hiring decision rest with Obacht.
The campaign launch
22 applications overnight. The first hire in week one.
First night
22 applications
The first responses came in overnight.
Within 24 hours
43 applications in total
Another 21 applications followed. At the client's request the campaign was paused so that Obacht could work through the responses and hold interviews.
First week
First hire
A person was hired within the very first week.
Total ad budget for this campaign: €30.
Context
An exceptional start. A clear process.
The response at Obacht surprised us too. How many applications a campaign brings in, and at what cost, depends among other things on the role profile, the region, the employer offer and the level of competition.
Our approach can be adapted to different recruitment needs: address the target group precisely, ask about key requirements early and hand over applications in an orderly way for further processing. We assess which results are realistic for your company based on your specific situation.
Applications at a glance
Every application in one place. Every next step visible.
Applications are transferred automatically into the Entreprenerds portal. There, Obacht sees the processing status and the pre-qualification answers at a glance. That makes screening easier and helps organise the next interviews.
In this example, 4/4 shows that all four requested criteria are met according to the applicant's own information.
Schematic portal view with sample data. No real applicant data or actual status figures.
What Obacht says
I have only been working with Entreprenerds for a short time. Even now I can give an absolute recommendation. From the very start the collaboration was straightforward, fast and carried out with an inspiring team. Our first joint recruiting campaign impressed me in particular. After 24 hours I had to stop the campaign because the number of applicants far exceeded my expectations. Thank you for this project.
Contact
Which roles do you want to fill?
Let's talk about your open roles, your region and your experience so far. Together we'll check whether social recruiting fits your hiring needs and what a campaign for your company could look like.