Client case · Recruitment & selection
GJ Dé HR-partner
50% more job applicants through online campaigns
Targeted online campaigns extend the reach of the Talentenbus and make the journey from first contact to application easier.
See the results- Sector
- Recruitment & selection
- Offline activation
- The company's own Talentenbus
- Expertise in this case
- Online strategy, SEA, remarketing & social media
- Focus
- More leads and applicants
About the company
Reaching talent, online and offline.
GJ Dé HR-partner is a recruitment and selection company. Its own Talentenbus, or talent bus, takes offline activation directly to its audience. Alona Marketing handled the online side of the campaign.
This combination connects a personal presence with the possibilities of search advertising, remarketing and social media. It gives potential applicants several opportunities to discover the company and get in touch.
The challenge
Talent is scarce. So is attention.
In a tight labour market, talent was difficult to reach through offline activity alone. Online platforms were not yet being used effectively, while GJ Dé HR-partner wanted to become more visible to its target audience and attract more applicants.
The challenge was not just to build reach, but to make first contact easier. A full job application can be a significant barrier for someone who is only beginning to explore their options.
Our approach
The right audience.
An easier first step.
An online strategy connected a SEA search campaign with display remarketing and recruitment-focused social media campaigns. Mapping audiences carefully, matching ads to them and following up leads closely were central to the approach.
Focus informed by conversion data
Once the search campaigns had enough conversion data, the team focused on one relevant segment: payroll administration. Remarketing brought previous website visitors back.
Broad reach, relevant follow-up
Social campaigns were deliberately broad, partly to avoid discrimination in the labour market. This created large retargeting lists for subsequent follow-up.
Fewer barriers to applying
A low-threshold lead campaign asked only for a name, phone number and email address, rather than a full application. Simple follow-up removed barriers, turning a large share of leads into applicants.
The results
More leads. More applicants.
The online campaigns generated 400% more leads and 50% more applicants, with a 77% lower cost per acquisition (CPA). Success came from mapping audiences well, matching ads to them and following up leads closely.
- +400%
- more leads
- +50%
- more applicants
- −77%
- lower cost per acquisition (CPA)
Reach the talent
that fits your business.
Marc Voois of GJ Dé HR-partner describes flexibility as central to the Talentenbus concept. In his view, the campaign increased visibility and laid a foundation for the future.
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