Recruitment Marketing

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.

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.

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.

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.

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?

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.

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.

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.

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.

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.