Job boards deliver too little
The ad is on your careers page and several job boards, but hardly any applications come in. People who already have a job do not even look there.
Marketing · Social recruiting
Social recruiting for mid-sized companies: applications instead of empty job ads
Good skilled workers rarely search actively on job boards. We reach them where they already spend their time, with ads on social networks, a short application by smartphone and pre-qualification, so that you only receive applications that fit the role.
What a campaign includes
- Target group and messaging for your role
- Ads on Facebook, Instagram or LinkedIn
- Short application by smartphone
- Pre-qualification with a few questions
- All applications organised in one place
Which channels fit your roles, we clarify in the intro call.
The typical picture
Why job ads alone often no longer work
Open-minded candidates are not reached
Many good people are open to something new but are not actively searching. In the evening they scroll through Facebook or Instagram, not job boards.
Applications without an overview
When applications do come in, they end up scattered across inboxes. Key details for the role are missing, and responding takes too long.
Process
How a recruiting campaign works
Startup speed for established companies: we start quickly with one specific role, measure what lands and expand what works.
01
Clarify the need
Which role, which region, which requirements are decisive? And what makes you attractive as an employer?
02
Develop the messaging
Ad concept, copy and audiences are aligned with your role and the people you want to reach.
03
Simplify applying
A short application by smartphone with a few questions that check key requirements right at the start.
04
Run the campaign
The ads run on the social networks where your target group spends time. We continuously adjust budget and delivery.
05
Hand over applications
All applications land in one place, every next step is visible. You conduct the interviews.
In practice
43 applications in 24 hours
For a facility management company in Dresden we ran a social recruiting campaign with pre-qualification. The first hire happened within the first week. An exceptional campaign launch: how many applications a campaign brings in depends, among other things, on the role profile, the region, the employer offer and the level of competition.
Read the case studyWho it is for
When social recruiting pays off for you
- You are looking for skilled or blue-collar workers in your region and the usual routes bring too few applications.
- You have several open roles or hire regularly, for example in production, trades, service, care or logistics.
- You want to reach people who are open to a change but not actively searching today.
- You want to review applications quickly without having to follow up on each one first.
More from marketing
Recruiting is one channel among several
Social recruiting uses the same tools as our customer acquisition: audiences, ads, landing pages and clean measurement. If you want to win customers as well as employees, we think both through together.
FAQ
Questions about social recruiting
What management and HR usually want to know before getting started.
What is social recruiting?
Social recruiting means showing open roles through paid ads on social networks such as Facebook, Instagram or LinkedIn to the people who fit the role. Instead of waiting for someone to find your ad on a job board, you also reach people who are open to a change but not actively searching.
Which roles is social recruiting suitable for?
Especially for roles where classic job boards deliver little: skilled and blue-collar workers in production, trades, service, care or logistics, but also commercial roles. Whether it fits your role, we check in the intro call.
How quickly do the first applications arrive?
Once the ads are running, first applications often arrive within the first few days. How many depends on the role profile, the region, your employer offer and the competition. We do not guarantee a specific number.
What does a social recruiting campaign cost?
The cost consists of the ad budget and our work on concept, implementation and management. Both depend on how many roles you want to fill and how competitive the market is. In the intro call we propose a suitable framework.
Do we need a new careers page?
No. Applications run through a short mobile application flow with a few questions. You can keep using your existing careers page and job ads in parallel.
How do we handle applicant data?
Applications are handed over to you in an organised way, you conduct the interviews and make the decisions. Which data is requested and how it is processed, we define together with you in line with your data protection requirements.
Intro call
Which roles do you want to
fill?
Tell us which roles are open, in which region you are hiring and what you have tried so far. Together we check whether social recruiting fits and what a campaign could look like.
hello@entreprenerds.de
Nordstraße 13, 01099 Dresden