Have you considered getting assistance to promote your positions or your Employer Brand on social and digital media?
In all industries, you have to ask the right questions on the way to choosing the right supplier for your company and your needs. The media industry and social recruitment (use of social and digital media in the recruitment process) are no exception. Here we will address some points which we believe are fundamental and which we see companies are often not aware of / think about, or forget to uncover, before making the choice.
In order to reach out to, as well as influence the right target group to action, it is first and foremost important to be proven that there are significant differences in how one proceeds and lays out the strategy when promoting one’s products / services / brand vs. their positions or their Employer Brand, the same whether one uses internal or external resources. We have also written something more in-depth about this previously. You can read more by clicking here.
- A recruiter’s expertise
Point one will therefore be to ensure that your next supplier not only has expertise in the media and their targeting tools, but that they have expertise in recruitment and assist you in building campaigns from your, the candidate’s and a recruiter’s perspective and understanding. The adviser must also be able to easily explain and show the basic principles that make the difference big. The supplier must also have market understanding and be able to be a sparring partner who gets to know and understand your unique recruitment needs. Feel free to find out if there are lessons learned from the supplier’s previous campaigns, which can assist in solving your needs.
- Spending
How much is spent is an important question to ask and something the supplier should mention unprompted. The price for a campaign can be split in two. The part that the supplier must have to do the described work and the expenditure. Spending is therefore how large a proportion of the price the supplier does not keep themselves, but which goes directly to running the campaign in the respective media (Facebook, LinkedIn, Instagram, Twitter, etc.). What constitutes a reasonable campaign may be a question of definition, but it goes without saying that if the campaign becomes so reasonable that the supplier cannot possibly put enough into the media, then the warning lights should flash. It doesn’t matter how well the provider builds and targets your campaigns (and how nice and great it looks), if not enough money is put directly into the media from the budget.
- Strategy and understanding of needs
Before a campaign run, make sure you get an overall description of how they intend to lay out the strategy – how and who they intend to target. In that way, the supplier will have to show their competence and that they have understood who you (in a job advertisement, for example) are looking to reach and how they will use the media’s tools to reach them. Unfortunately, we see far too many examples of campaigns where the selection of targeting criteria (one of the most important tasks at work) is largely omitted (not done thoroughly) and where the publisher leaves most of it up to the algorithm. Less work and perhaps a lower price, but will most likely give a worse result. Especially if, in addition, not enough has been put into the expenditure (point 2).
- Are you paying for other people’s traffic and branding?
Make sure you don’t end up paying for the vendor’s branding and traffic. As far as possible, campaigns should be placed under your profile and promote your Employer Brand. If you have good company pages on, for example, Facebook and LinkedIn, make sure that the agency has good procedures for administrative access and that they are only concerned with promoting you and making the candidate journey as efficient as possible.
It is a basic understanding when it comes to the candidate journey, that the more “clicks” that a potential employee has to perform, the more people one can lose along the way. For example, if your company has its own job database on the website (which is user-friendly), make sure that you get all the traffic when advertising jobs – if it is to be linked to an external page. Always keep the candidate and their journey in mind. If they come directly to your site, they will land as expected and they will immediately have access to much more information about your particular company. Good for you and good for the candidate.
Experienced and specialized agency
Post Social (postsocial.no) is one of Norway’s most experienced agencies specializing in recruitment via social and digital media. We have over 20 years of experience in recruitment. An experience that extends from recruitment agencies to employment databases and some of Norway’s largest media-based “job markets”. We have seen the perspective from most actors’ point of view. For 10 years now, we have also acquired extensive experience in the use of social and digital media in the recruitment process. An experience that will / can benefit you. The probability is very high that we have run a long series of campaigns that are similar to your needs and challenges in the past. We have run campaigns on everything from hoof trimmers to HR advisors and managing directors. We have also found very successful and creative solutions for entering into a dialogue with the market. Our experience extends both nationally and internationally.
Competence, prices and spending
Our advisers have a very transparent working methodology and are eager to demonstrate their expertise. By using us, you will receive qualified advice and solutions, adapted to your needs, your budget and based on our knowledge and experience. Well aware of what is needed to achieve successful campaigns (spending, research, production, monitoring, etc.), we do not compete on price but on results. Our price structure is the result of experience from thousands of campaign runs over the years and is both transparent and easy to understand. You get to know exactly what your budgets are used for and what is being done. We familiarize ourselves well with your needs and you will receive an overall description of how we intend to run the targeting for each and every assignment. We make use of technology where we can, but many elements of a good campaign run depend on good human craftsmanship and knowledge. This must not be underestimated.
The “engine” that makes your company shine
We do not have our own job base or other technically demanding internal solutions that require resources. Resources you ultimately have to pay for. Therefore, we can also use more of the budget for spending. In the context of recruitment, we have learned to use the tools others have built (such as social media) at our fingertips. We work on your behalf, to promote your positions (or Employer Brand) and aim to make the candidate journey for your next employee as efficient as possible. We tend to say that we will only be the “engine” behind, which makes your company shine in front of potential employees in social and digital media. Precisely for this reason, it is highly likely that you too have seen a great deal of, and perhaps even been recruited yourself because of, our campaign runs over the years – without knowing it.
Does all this correspond with the customer’s experience of using Post Social, you wonder. Judge for yourself and see what some of our customers say by clicking here
Do you want to hear more about this and more. Feel free to contact us on 66 98 00 88 or post@postsocial.no
Good luck with the recruitment!
