// Filling vacancies

Always a full one candidate funnel.

For ongoing or multi-hire vacancies, with no fee per hire. An average of 30 to 100 applicants per month, depending on the required job level.

Schedule a no-obligation introductory meeting

View the approach

This page uses psychology. Show where.

// The problem

A continuous shortage of good people?

Continuous and multi-hire vacancies require a steady influx of applicants every month. If that influx falters, you immediately lose productivity and growth capacity.

In practice, the influx still stammers too often:

Job boards yield only a few modest responses: in the case of bulk positions, there is simply too little volume to continuously select good people.
Recruiters Expect a fee of 20 to 30% per hire: do you need 2, 5 or 10 new staff members? If so, the costs will skyrocket and your recruitment budget will quickly prove insufficient.
It build it yourself of a candidate funnel and keeping it running is quite a job. As an HR department dealing with absence, administrative tasks and other projects, this often falls by the wayside.

Even the most experienced HR teams get stuck because of this: vacancies remain open, teams become understaffed and business growth slows down.

Panic hires are something you want to avoid at all costs. You want to achieve your company goals; the influx of new personnel must not be a bottleneck.

So: how do you create a predictable flow of applicants?

marketing psychology
Identification: job boards, recruiters and doing it yourself are first described in a recognisable way, including why they are a bottleneck. Recognition opens the door to the solution.

Line art drawing in which one of many circles is highlighted in yellow

// Our solution

Full-service recruitment advertising.

We offer full-service recruitment advertising:

We are making a psychographic profile of the ideal candidate.
We analyze and score the vacancy based on 31 factors for vacancy attractiveness.
We rewrite the vacancy with “Green Grass” copywriting, tailored to the ideal candidate profile.
We target via multi-channel advertising campaigns to make the reposted vacancy visible on a scale to potential candidates.
Depending on the required job level (junior/mid-level/senior), we achieve an average 100 / 60 / 30 applicants within 30 days.
You will receive selection tools to select from this influx quickly cherry-pick the best candidates.

Everything for one fixed monthly fee, with no extra costs per hire. Whether you hire 5 or 10 people in a single month, it makes no difference: the price remains the same.

With 30 to 100 applicants a month, you have sufficient choice to continuously hire new people.

marketing psychology
Anchoring: compared with a fee of 20 to 30% per hire, a single fixed monthly rate feels like a safe bet. This anchor makes the flat fee the logical choice.

// This is what you can expect

You are allowed to do this expect.

marketing psychology
Authority: precise figures (71%, hire ratio 3 to 7%) are more credible than round figures. Precision comes across as evidence.

Junior

applications per month

intermediate

applications per month

Senior

applications per month

The benchmark hire ratio is 3 to 7%: 3 to 7% of all applications meet the candidate profile and are accepted.

When does the first assumption occur? The first hire often takes place in month 1. In the case of a rigorous and/or extensive selection process, senior roles, or a hire ratio closer to 3%, months 2 to 3 is a realistic timeframe. In practice, we see:

of the vacancies: first hire within 1 month

of the vacancies: first hire within 2 months

of the vacancies: first hire within 3 months

Schedule a no-obligation introductory meeting →

// The approach

This is what we done.

Making the grass greener

We analyse and rewrite the job advertisement using 17 essential factors and 14 secondary differentiators, making the vacancy more appealing than competing jobs and the candidate's current role.

Using digital marketing

We advertise the vacancy in a targeted manner through the most relevant digital channels. This way, both active jobseekers and talents “open to greener grass” apply.

Apply matching

Custom selection questions and automation filter mismatches and provide an overview of the top candidates.

// Result

Tangible Results.

Consistent influx

Always enough applicants, plenty of suitable candidates to choose from, never any more panic-hire moments.

40 to 90% lower cost per hire

Compared to traditional recruitment agencies, based on a hire ratio of 3 to 7% versus a hire fee of 15 to 25%.

Time-to-hire back down to 25 to 45 days

From junior to senior, thanks to a predictable candidate funnel.

Selection at a glance

Filter out mismatches using custom knockout questions and automation; instantly shortlist the best 10 to 20% candidates from the profiles.

// Guarantee

Double guaranteed result: volume and quality.

marketing psychology
Risk reversal: two concrete promises place the risk on us. The barrier to getting started disappears.

Week 1

No applicants found?

We reimburse the entire media budget.

Month 1

No suitable candidates found?

Our management fee is waived until you receive suitable candidates.

// Real-world evidence

Proof by practice.

View specific cases →

Electro Zwijsen
Vacancies: Electrician, Engineer & More

30 to 55

Job applications per month
TOP Marketing
Vacancy(s): Sales Professionals

1 month

Until suitable candidates
IWKA Amsterdam
Vacancy(s): Gym employees

2 months

Until suitable candidates

// Why AceDigital

Why AceDigital?

Full candidate funnel: an average of 100 to 30 applicants per month, tailored to junior, medior and senior levels.
Smart selection: Custom knockout questions and automation filter mismatches.
Flat fee: fixed rate per vacancy, no extra fee per hire, unlimited number of hires.
Flexible deployment: easily pause and resume job vacancies, advertising budget scalable up and down per month.
Live within 30 days: In 21 to 30 days, we implement our Recruitment Advertising methodology so that potential candidates apply as soon as possible.

// Who you get

Mitchel van Luit

Behavioral psychologist & digital strategist

Mitchel sets up the recruitment campaigns. He translates behavioural psychology into job postings and advertisements that persuade people who already have a job to switch, and oversees the flow from initial impression to application.

Direct contact with the person who is in the account.

More about Mitchel

marketing psychology
Knowing who is doing the work reduces the risk you feel. A name and a face make a promise more concrete than a company name.

// That is how we start

Starting in 3 steps.

Introductory call

15 to 30 minute call, we determine the goals and feasibility.

“Green Grass” copywriting

Job listing made more appealing using 17 essentials and 14 differentiators.

Targeted Advertising

Vacancy(s) advertised on the right channels, applicants will come to you.

// Introductory call

Time for (inter)action?

Book a free 15-minute introductory call now and discover how many candidates you can speak to as early as next month.

marketing psychology
Commitment: a free 15-minute introductory session is a small, safe first step. Small steps make the next ones feel more natural.

// Scientific substantiation

Why it works.

Our Recruitment Advertising method is based, among other things, on the following scientific research:

Deci, E. L., & Ryan, R. M. (2012). Self-determination theory. Handbook of theories of social psychology, 1(20), 416-436.
Battaglio, R. P., Belle, N. & Cantarelli, P. (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.
Fried, Y., & Ferris, G. R. (1987). The validity of the job characteristics model: a review and meta-analysis. Personnel Psychology, 40(2), 287-322.
University of Arkansas (2021). Personality traits predict performance differently across different jobs. ScienceDaily.
Kim, T.-Y., Schuh, S.C. and Cai, Y. (2020). Person or Job? Change in Person-Job Fit and Its Impact on Employee Work Attitudes over Time. Journal of Management Studies, 57: 287-313.
Tarigan, J. et al. (2021). Corporate social responsibility, job pursuit intention, quality of work life and employee performance. Asia-Pacific Journal of Business Administration, 13(2), 141-158.
Semeijn, J.H., van der Heijden, B.I.J.M. and De Beuckelaer, A. (2020). Personality Traits and Types in Relation to Career Success. Applied Psychology, 69: 538-556.
Kahneman, D. (2011). Thinking, Fast and Slow.

Questions about our methods?

Mitchel van Luit

Behavioral psychologist & digital strategist

Get in touch →

// FAQ

Frequently asked Questions.

Does recruitment marketing work for my type of vacancy?Jacco van Lith2023-09-19T14:49:18+02:00

Does recruitment marketing work for my type of vacancy?

Recruitment marketing can in principle be applied to any type of vacancy, but its effectiveness can vary depending on the specific role, industry, target group and other factors. That is why we always plan an introduction before we get started. During the introduction, we determine whether your vacancy and organization meet the requirements for successful recruitment marketing.

Can I be sure of serious applicants?Jacco van Lith2023-09-19T14:49:35+02:00

Can I be sure of serious applicants?

Yes, if you have not had any serious candidates within 2 months after the start of the campaign, we will work for free until you do find them. And no, we do not consider someone who applies because the UWV requires it to be a serious candidate.

Is recruitment marketing the same as employer branding?Jacco van Lith2023-09-19T14:49:59+02:00

Is recruitment marketing the same as employer branding?

No, recruitment marketing and employer branding are not the same, although they are closely linked and often go hand in hand.

While recruitment marketing focuses on attracting and recruiting candidates through marketing techniques, employer branding focuses on the overall image of the company as an employer. A strong employer brand can make recruitment marketing efforts more effective, as candidates are more likely to apply to companies known as great places to work.

Employer branding is the process of building and maintaining an organization's image and reputation as an employer. It's about creating a positive image of the company in the eyes of current and potential employees, as well as external stakeholders.

Recruitment marketing refers to the strategies and tactics an organization uses to attract and recruit talent. It involves promoting the organization as an ideal place to work and using marketing methods to reach and engage potential candidates.

Does the size of my organization matter?Jacco van Lith2023-09-19T14:50:16+02:00

Does the size of my organization matter?

Recruitment marketing can help organizations of different sizes find new employees. We can adjust the use of resources based on the number of vacancies and the number of employees sought per vacancy. It is important to have an employee available who can spare a few hours to answer applications.

Isn't digital marketing only for products and not for recruitment?Jacco van Lith2023-09-19T14:50:33+02:00

Isn't digital marketing only for products and not for recruitment?

No, digital marketing isn't just for products (although it's great for that). Digital marketing is very effective for recruitment. We have plenty of success stories where digital marketing was crucial to successful recruitment. Are you the next success story?

Isn't our vacancy offer competitive enough?Jacco van Lith2023-09-19T14:50:48+02:00

Isn't our vacancy offer competitive enough?

Maybe, but even if the vacancy offer is already top, there are often still opportunities for improvement. We optimize the vacancy so that it perfectly meets the needs of the ideal candidate.

Aren't recruitment agencies the best solution for recruitment?Jacco van Lith2023-09-19T14:51:04+02:00

Aren't recruitment agencies the best solution for recruitment?

While recruitment agencies have their advantages, such as networking and expertise, they also have their limitations. Our digital marketing strategies provide a broader scope and targeted approach that traditional agencies often miss. These qualities ensure that we are able to fill vacancies quickly, especially in the current tight labor market.

What are active job seekers and what are latent job seekers?Jacco van Lith2023-09-19T14:51:21+02:00

What are active job seekers and what are latent job seekers?

Active job seekers are people who are actively looking for a new job. They may be currently unemployed or may have a job but are actively looking for another position. Active job seekers are often active on job boards, send their resumes to companies and respond to vacancies. They take the initiative themselves in their search for a new job.

Latent job seekers are people who currently have a job and are not actively looking for a new position. However, they are open to new opportunities as they arise. They are usually not actively looking for vacancies or are not actively sending out their CV, but they may become interested if they are approached with an attractive offer. Latent job seekers can also show interest if they hear about an interesting vacancy through the grapevine.

For recruitment it is important to approach both groups. While active job seekers are already looking and are likely to respond more quickly, latent job seekers can be valuable candidates who might not be reached through traditional recruitment methods.

Research shows that on average 79% of all job seekers are latent, while only 21% are actively looking for work.

People who already work somewhere are not interested in a new vacancy, are they?Jacco van Lith2023-09-19T14:51:36+02:00

People who already work somewhere are not interested in a new vacancy, are they?

That is a misconception, latent job seekers are indeed interested in attractive opportunities when they come along.
The grass is always greener on the other side. We help you make your grass greener and make it visible on the other side.

Isn't it just a matter of time before the right candidate presents itself?Jacco van Lith2023-09-19T14:51:51+02:00

Isn't it just a matter of time before the right candidate presents itself?

Waiting for the right candidate can lead to lost productivity and increased workload for current staff. Our proactive approach ensures that companies do not just wait, but actively look for the right candidates.

// CV

Always a full candidate pipeline, for a fixed monthly fee.

What for? For ongoing or multi-hire vacancies.
What? Flat-fee recruitment advertising, cancelable monthly.
Costs: No additional fee per hire; a cost-per-hire that is 40 to 90% lower than that of traditional agencies.
Result: a predictable candidate pipeline and an HR team that can focus on the best 10% applicants.
Warranty: double promise on both volume and quality.

Schedule a no-obligation introductory meeting