Process of a performance recruiting campaign

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Advertising campaign

With a recruiting campaign on social media, we can target your desired audience precisely, all with the help of precise data and algorithms.

This means that only those people who fit your search profile and are suitable for your vacancy will see your ad.

These campaigns also draw the attention of passive candidates in particular to your vacancy, who you do not reach via standard job boards.

We do not forward the applicants from the advertisement to you, but to the applicant quiz specially created for your company, on which your company and the vacancy are attractively marketed

With a recruiting campaign on social media, we can target your desired audience precisely, all with the help of precise data and algorithms.



This means that only those people who fit your search profile and are suitable for your vacancy will see your ad.



These campaigns also draw the attention of passive candidates in particular to your vacancy, who you do not reach via standard job boards.



We do not forward the applicants from the advertisement to you, but to the applicant quiz specially created for your company, on which your company and the vacancy are attractively marketed
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Applicant quiz

The applicant quiz enables us to pre-qualify candidates.


Through the quiz, we can specifically query your individual requirements ("must have" + "nice to have") & only those who meet the requirement criteria can finally apply within a few seconds via the contact form.

Subsequently, we also take over the first telephone contact and obtain information on the qualifications and experience corresponding to the vacancy as well as change motivation and availability.

Then you will receive the contact details and, if necessary, specially prepared applicant profiles of the pre-selected candidates in order to continue the application process.

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Contact form

The contact form will only be seen by candidates who have successfully clicked through the quiz, i.e. who meet all the requirements.

By asking for name and contact details, we make it easy to apply.

Passive candidates in particular shy away from having to spontaneously gather documents and then simply do not apply at all.

With this recruiting method, we convert passive candidates into active candidates and strengthen your employer branding at the same time.

Performance Recruiting - Origin and Systematics

The basis of this new digital recruiting method is the combination of proven online marketing methods (Performance Marketing), which are successfully used for customer acquisition for e.g. online stores, with the reverse recruiting method, in which companies apply to suitable candidates.
With the help of very specific questions
   a) about the vacant position (must have + nice to have, professional challenges)
   b) about the target candidate (demographic information, psychological needs and desires,
interests, and hobbies), and
   c) about the company (data, facts, and company’s added value in particular)
on the one hand, a precise target candidate profile is defined and, on the other, the basis for a targeted performance recruiting campaign (PRC) is created by determining the needs and pain points of the target candidates and the company’s added values.

The social media platforms to attract employees (m/f/gn)

The Performance Recruiting Campaigns are placed on the strongest online channels in terms of reach, which are:

logo fb

Facebook -> with 43 million registered users between 18 and 65 in Germany, it currently has the widest reach and is well suited for addressing senior candidates

logo insta

Instagram -> an estimated 30 million users in Germany, more of a young average user age and thus good for addressing junior candidates

logo FacebookAudienceNetzwerk

Facebook Audience Netzwerk -> Extend reach by placing ads outside of Facebook & Instagram, e.g. on other apps (e.g. Spotify) in Instant Articles (online pages of magazines like Spiegel Online, Welt, die Zeit, etc.), or many other websites that have joined the Audience Network.

logo FacebookAudienceNetzwerk

LinkedIn -> the world's largest business network with about 16 million users in the DACH region. Since it is a business network, targeting is much more precise compared to Facebook and Instagram.

logo FacebookAudienceNetzwerk

Soon to include WhatsApp? -> largest messenger service with around 60 million daily active users in Germany. If you consider that there are around 83 million people living in Germany, 63 million of whom are online, that has tremendous potential.

A live example from us:

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From passive candidate to active applicant with Big Data analysis and artificial intelligence

Thanks to Big Data Analysis on Facebook (including Instagram and Facebook Audience Network), the precisely defined target group can be targeted very accurately, minimizing wasted coverage.


With the social media ads, we reach several thousand potentially suitable candidates (no gender preference) and attract the attention of the target group at the first step with appealing, target group-savvy images (visuals) and short video clips.

When the target candidate clicks on the ad, they will be taken to the Applicant Quiz. In the psychologically cleverly thought-out quiz, which features the right emotional levers, the aim is to filter out from the large number of potentially suitable candidates (no gender preference) those who meet the requirement criteria for the vacancy.

Thanks to the reverse recruiting method combined with proven online marketing craft, active candidates (i.e. applicants) are converted from the large number of passive candidates, which represent about 80% of the target group considered for the vacancy.


Once the performance recruiting campaign is set up and activated, we continuously monitor the KPIs we have defined in order to make any necessary optimizations to the campaign. This is facilitated by the fact that user behavior is tracked and learning algorithms (AI) recognize the preferred images/visuals and ad text. As a result, after a few days only these will be shown, thus significantly increasing the probability of success of the campaign.

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Your input has a decisive influence on success

The success of a performance recruiting campaign also depends on your or the searching department's input. Well-developed employer added values and promotional images (photos of happy teams and happy colleagues, but also the company logo) have a very positive influence on the probability of success and also strengthen the employer branding.

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These are your contact persons:

Markus Bock

Managing Director / Senior Consultant / Markus.Bock@facts-skills.com

2021 start working with Performance Recruiting at Facts & Skills 2020 Co-founding of the branch office in Zhengzhou 2018 Co-founding of the branch office in Beijing 2015 Founding of the branch office in Shanghai 2007 Founding of Facts & Skills Since 2003 in the HR consultancy and recruiting industry 8 years of professional experience in the logistics industry Studies in media technology and marketing
These are your contact persons:

Silvan Siegmund

 

Co-Founder Facts & Skills Performance Recruiting GmbH & Co. KG / Senior Consultant / Silvan.Siegmund@facts-skills.com

More than 20 years of professional experience in the HR consultancy and recruiting industry thereof more than 15 years in responsible positions at internationally operating recruitment agencies up to division manager and executive level commercial education with focus on human resources management
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The arguments for Performance Recruiting speak for themselves, but why Facts & Skills?

  1. Take advantage of our experience with a large number of Performance Recruiting Campaigns in Germany and other European countries in various economic sectors and occupational groups (care, crafts, engineering, construction, logistics & SCM, eCommerce
  2. Benefit from our know-how based on many years of experience in recruiting and knowledge about the needs of the departments and HR departments
  3. One face to the customer -> you have one contact person throughout the entire process
  4. You pay for what you use -> let us make you an individual offer
  5. You are not tied to a fixed term, as is the case with many other competitors in the marketing environment.
The arguments for Performance Recruiting speak for themselves, but why Facts & Skills?