01
The vacancy is reaching the same small audience
Job boards mainly reach people who are already looking. That leaves a much larger group of potentially suitable candidates unseen.
Social recruiting
Reach the people job ads miss.
When the right candidates are not looking at job boards, we use focused social media campaigns to put your vacancy in front of people who may be a good fit.
For small businesses, growing companies and established organisations.
The problem
Good candidates are often not looking for you.
Traditional recruitment is good at reaching active job seekers. It is less effective when the people you want are busy working, are not checking job sites or have never heard of your organisation. Social recruiting helps you reach beyond that familiar pool.
02
Applications arrive, but the fit is poor
More applications do not automatically mean better candidates. A campaign needs a clear role profile and a carefully chosen audience.
03
Recruitment is taking too much time and budget
Repeated job listings and agency fees can add up. Social recruiting gives you another route that can be tested and adjusted while it is running.
Why social recruiting?
A more direct way to find and interest potential candidates.
The aim is not to show your vacancy to everyone. It is to give the right people a reason to stop, pay attention and take the next step.
Reach people who are not actively job hunting
A strong candidate may be open to the right opportunity without visiting recruitment websites. Social advertising can put your role in front of them where they already spend time.
Focus the campaign on a relevant audience
Depending on the platform and role, campaigns can be shaped around location, interests and other appropriate audience signals instead of being shown indiscriminately.
Reach a broader and more varied talent pool
Social platforms provide access to large, diverse audiences. This can help you look beyond the candidates reached through your usual recruitment channels.
Keep control of the campaign budget
We agree the audience, campaign length and budget before launch. Performance can then be reviewed and the campaign adjusted rather than simply left to run.
How it works
From vacancy to a focused campaign.
This is a specialist service I deliver with a business partner. You get the combined thinking of a small team and direct contact throughout the work.
- 01
Understand the vacancy
We start with the role, location, requirements and the reasons someone would want to work with you. If social recruiting is not a sensible fit, we will say so.
- 02
Define the people to reach
We turn the job description into a practical candidate profile and identify the audiences and social platforms most likely to be useful.
- 03
Build the campaign
We develop the campaign message, advertising creative and targeting. We also agree where interested people should go and how applications or enquiries will be handled.
- 04
Launch and monitor
Once approved, the campaign goes live. We watch how it performs and adjust targeting, creative or spend when the results point us in that direction.
- 05
Review what happened
We report on the campaign and what it produced, so you can judge the response and decide what should happen next.
A sensible fit
The vacancy still has to give people a reason to respond.
Social recruiting can widen your reach, but it cannot repair an unclear role, an unrealistic offer or a slow application process. We look at the whole route from advert to response before spending your campaign budget.
It can be particularly useful when a role is difficult to fill, local reach matters, active applicants are limited or you want to add another channel to your current recruitment activity.
Questions
What employers usually ask.
Does social recruiting replace job boards or recruitment agencies?
Not necessarily. It can work as a separate route or alongside the recruitment methods you already use. The right mix depends on the vacancy and the audience.
Which social platforms do you use?
That depends on the role and the people you need to reach. We recommend platforms after looking at the vacancy rather than choosing one in advance.
Is it suitable for every vacancy?
No. Location, role type, available audience, budget and the strength of the offer all matter. We assess those points before recommending a campaign.
Can you guarantee that we will hire someone?
No responsible campaign can guarantee a hire. We can build a focused campaign, reach a relevant audience and improve it using response data, but the final outcome also depends on the role, offer and recruitment process.
Start with the vacancy
Not reaching the candidates you need?
Tell us about the role, where it is based and what has made it difficult to fill. We will tell you whether a social recruiting campaign is worth considering.
Tell us about the vacancy