Within the recruitment industry, it is an increasing struggle to find new talent. In order to recruit more applicants, it is important to reach and convince the right people. In practice, this means that a strong online and offline strategy is needed that fits together perfectly.
It was an issue relevant to GJ Dé HR partner. At the heart of it was this question: how do we become more visible among our target group and get more applicants? GJ Dé HR-partner physically drove to candidates with their 'Talent Bus' to activate people offline. Team Alona Marketing focused on the online aspect with SEA and social media campaigns.
To increase online visibility and collect leads, we set up a search campaign, a remarketing display campaign and several social media campaigns aimed at recruiting people. This broad approach yielded 400% more leads and this resulted in 50% more applicants. Also thanks to the tight follow-up from GJ Dé HR-partner. By fine-tuning and optimising the campaigns, the Cost Per Acquisition (CPA) decreased by 77%.
To increase online visibility and collect leads, we set up a search campaign, a remarketing display campaign and several social media campaigns aimed at recruiting people. This broad approach yielded 400% more leads and this resulted in 50% more applicants. Also thanks to the tight follow-up from GJ Dé HR-partner. By fine-tuning and optimising the campaigns, the Cost Per Acquisition (CPA) decreased by 77%.
The search for new talent was difficult for GJ Dé HR partner. Partly due to the current shortage in the labour market, the suboptimal use of online platforms and the fact that talents are not visible offline. After collecting sufficient conversion data in the search campaigns, we fully focused on one relevant segment (payroll). This increased conversion rates and lowered CPA. Through remarketing, we redirected website visitors back to the website.
Within our social campaigns, we deliberately kept a broad approach. We appealed to different target groups in our ads, partly to prevent discrimination in the job market (something that is highly valued at Meta). This led to large retargeting lists (traffic RT website). We then approached these people with a low-threshold lead campaign to increase conversion. People only had to leave their name, phone number and e-mail address - instead of going through the traditional application process.
Decisive for the success was clearly mapping the target groups and targeting the ads accordingly. A simple follow-up action removed all barriers for potential leads. The tight follow-up ultimately ensured that a large proportion of the leads were converted into applicants.
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