Recruitment Advertising

Match with the perfect candidate for your open vacancy within 1 to 2 months

  • With our approach you will receive an average of 50 to 120 applications per month for your vacancy

  • Decide for yourself who you invite for an interview on a clear basis qualification criteria.

  • Can be canceled monthly, fixed rate per month, no extra costs for a match.

Where traditional recruitment methods fail, our inbound approach ensures fast and sustainable results.

Method

1. The grass is greener

We make the vacancy more attractive than other vacancies and even the current job. We rewrite using 17 essential factors and 14 secondary difference makers.

2. Digital marketing

We advertise the vacancy specifically through the major online channels. As a result, both active job seekers and talents who are looking for greener grass apply.

3. Matching

Our in-house tools* help you find the perfect match from all applications and keep them involved within the company for a longer period of time.

What don't we do?

The concept of recruitment marketing includes many activities.

What we don't do:

  • Employer branding campaigns: We do not allocate a budget to employer branding, we focus on campaigns with directly measurable applications.

  • Content marketing: No long-term content strategies that only generate applications after 6 to 12 months.

  • 'Work at' websites: We do not create extensive 'careers' sites. The visibility of the vacancy is crucial, not the platform. A 'work at' site is nice and professional, but does not immediately lead to applications.

In our vision we only focus on activities that generate direct applications.

Our approach reduces recruitment time to 1-2 months, reduces workload, drives business growth and ensures higher staff retention.

Benchmark results

Required specialization / level for position Expected number of applicants per month
Low / Junior ±120 applications per month
Middle / Medior ±75 applications per month
High / Senior ±60 applications per month

Time to success:
The time required to fill a vacancy depends on the vacancy / candidate sought. In practice we see:

  • 71% of the vacancies will be filled within 1 month,
  • 17% of the vacancies will be filled within 2 months,

  • 12% of the vacancies will be filled within 3 months or more.

Experiences

  • Electro Zwijsen

    Vacancies: Electrician, Engineer & More

    1 to 3 months

    Suitable candidates

  • TOP Marketing

    Vacancy(s): Sales Professionals

    In 1 month

    Suitable candidates

  • IWKA Amsterdam

    Vacancy(s): Counter clerks

    In 2 months

    Suitable candidates

Guarantees

Flexible agreement

If you fill the vacancy early, you only pay for work completed.

Immediate Revision

No applications in the 1st week? We review everything for free.

Results Guaranteed

No candidates within 1 month? We work for free until you see results.

Start

Our collaboration is structured and agreed upon. Based on an introduction and the needs of the project, we determine:

1.

Introduction

We determine whether your vacancy is a good fit for the Recruitment marketing method.

2.

Audit

We analyze the current vacancy and optimize where necessary to increase connection with the target group.

3.

Working together

We launch the campaigns and help you find and keep the right match.

Time for (inter)action?

Let's get acquainted.

Exclusive Extras

 Tools for Efficient Recruitment

  • Application Follow-up Module
    Manage all applications centrally and receive email notifications of new registrations.

 Insights for Better Matches

  • Psychographic Candidate Profile
    Find out who your ideal candidate is and how to best approach them.
  • Vacancy Quality Checklist
    Evaluate and improve the attractiveness of your vacancy for both active and latent job seekers.
  • Ace Personality Screening Tool
    Based on scientific research* for the most accurate matching.

Communication and Follow-up

  • Job Application Follow-up Templates
    Sample messages and pre-selection questions to speed up the follow-up process.

  • Employee Onboarding Optimization
    Guidelines for smooth and effective onboarding of new employees.

 Planning and Organization

  • Job Interview Appointment Scheduler
    Easily schedule calls without back-and-forth communication.
  • Show-up Step-by-step plan
    Make sure that interested candidates actually show up for the job interview.

 Retention of new employees

  • Career Path Template
    Offer a clear future perspective to increase employee engagement.

  • Employer Branding Kit
    A complete guide including step-by-step plan and diagnostic tool for effective employer branding.

Premium Features

  • Automatic Screening
    Pre-qualify applications automatically, without manual intervention.
  • Automatic Follow-up
    An automated module that follows up 60+ applications every month via WhatsApp.

Time for (inter)action?

Let's get acquainted.

FAQ

Scientific substantiation

Our methods are grounded in practice and scientific research:

  • Daniel, K. (2017). Thinking, fast and slow.
  • Deci, E. L., & Ryan, R. M. (2012). Self-determination theory. Handbook of theories of social psychology, 1(20), 416-436.
  • Fried, Y., & Ferris, G. R. (1987). The validity of the job characteristics model: A review and meta‐analysis. Personnel Psychology, 40(2), 287-322.
  • R. Paul Battaglio, Nicola Belle & Paola Cantarelli (2022) Self-determination theory goes public: experimental evidence on the causal relationship between psychological needs and job satisfaction, Public Management Review, 24:9, 1411-1428, DOI: 10.1080/14719037.2021 .1900351
  • Kim, T.-Y., Schuh, SC and Cai, Y. (2020), Person or Job? Change in Person-Job Fit and Its Impact on Employee Work Attitudes over Time. J.Manage. Stud., 57: 287-313. https://doi.org/10.1111/joms.12433
  • Tarigan, J., Susanto, ARS, Hatane, SE, Jie, F. and Foedjiawati, F. (2021), “Corporate social responsibility, job pursuit intention, quality of work life and employee performance: case study from Indonesia controversial industry” , Asia-Pacific Journal of Business Administration, Vol. 13 No. 2, pp. 141-158. https://doi.org/10.1108/APJBA-09-2019-0189
  • Semeijn, JH, van der Heijden, BIJM and De Beuckelaer, A. (2020), Personality Traits and Types in Relation to Career Success: An Empirical Comparison Using the Big Five. Applied Psychology, 69: 538-556. https://doi.org/10.1111/apps.12174
  • University of Arkansas. (2021, December 13). Personality traits predict performance differently across different jobs. ScienceDaily. Retrieved September 13, 2023 from www.sciencedaily.com/releases/2021/12/211213181545.htm

Questions about our methods?

Mitchel van Luit, Behavioral Psychologist & Digital Strategist

To recap

Have vacancies been open for weeks and is the staff and recruitment mailbox eerily quiet?

  • Let us optimize your job offer.

  • These advertise active and passive job seekers.

  • Give you the tools to select the right candidate.

  • And fill the vacancy within an average of 1 month.