Which channels should be used for social recruiting?

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The choice of the right channels for social recruiting naturally depends very much on the target group. In general, it can be said that displaying on several channels is always more promising. Of course, the professional networks LinkedIn and (less so) XING are ideal for displaying recruiting ads. However, we can say from the experience of many recruiting campaigns that the performance on XING is not good. Many recruiters, on the other hand, miss the opportunity to focus on other channels that are not necessarily directly associated with social recruiting. We are of course talking about Facebook, Instagram and TikTok here - classic channels for private users. When choosing the right channels for an advertising campaign, you have to put yourself in the shoes of your target group. Potentially dissatisfied employees are not actively looking for job offers, which means that they also have to be addressed in their private lives. And where do employees hang out in the evenings after work or on the weekend? That's right, on the well-known Meta and TikTok platforms. Meta should play a decisive role in every recruiting campaign. TikTok can work very well as a channel if you want to address a younger target group (< 30 years).


How long should recruiting campaigns run?
There is no single answer to the question of the optimal campaign duration. This can vary depending on the target group and the advertised position. In general, however, a campaign should ecuador whatsapp phone number run for at least 3 months so that optimizations can be made to ads, click funnels and online tracking over the course of the campaign. The ads are usually updated every week when a campaign is run through an agency. In order to be able to assess the development of performance, sufficient time should be planned between changes.

What makes good recruiting ads?
Good recruiting ads are closely aligned with the needs and interests of the target group. This means that the target group should always be shown in the ads. As a rule, it makes sense to see representatives of the target group in the ads. Depending on whether video or image ads are placed, the target group can be represented differently. The old saying applies here: "The worm doesn't have to appeal to the fisherman, but to the fish." Just because an HR manager likes an ad doesn't mean that it will achieve good results with the target group. The motto here, as is so often the case, is: test, learn, adapt! There should be no detailed text in the ads. This is better placed in the classic job advertisement. The benefits of the position should be presented visually and compactly. If necessary, it makes sense to work with emojis or lists here.

Our impression from many successful campaigns is that you don't need high-quality studio-quality videos to be successful with social recruiting. Quite the opposite: particularly embellished videos with models that don't match the target group are more likely to put people off. The topic of "user generated content", i.e. native, authentic content that is not immediately recognizable as an advertisement, is currently experiencing a new hype. With user generated content, it is of course all the more important that the creators shown fit the target group, the campaign message and the company. As a social recruiting agency, we would be happy to advise you on selecting the perfect creators for your campaign.