Online Marketing Amsterdam

Recruitment marketing ensures smart recruitment with campaigns that do reach the right candidates

About recruitment marketing

Recruitment marketing is the smart and effective way to help your organization attract the right talent. With a data-driven approach and creative concepts, we ensure that your vacancies are visible on the right channels, at exactly the right time. This way you reach potential candidates who really fit your organization and culture – the ideal candidate who really strengthens your team. Moreover, recruitment marketing reduces the cost per hire and shortens time-to-hire, making the recruitment process more efficient. Recruiting via online channels is not a luxury but an accelerator, allowing you to quickly and effectively reach the right target group.

Recruitment marketing helps not only to generate more job applications, but also to recruit better candidates. Through a strong combination of employer branding and targeted campaigns, we build a powerful employer brand that creates trust and commitment. This strengthens your position in the labor market and speeds up the recruitment process. In addition, recruitment marketing gives you a grip on your funnel and insight into what works and what doesn’t, so that you can continuously optimize.

Description of recruitment marketing

Recruitment marketing is not an isolated job posting, but an integrated approach in which branding, content and performance come together. We connect your employer brand with labor market communication and conversion optimization. We ensure maximum visibility and interaction with the right target group, from job boards to social media such as LinkedIn. Your vacancies deserve more than just a post on LinkedIn; a strategic approach is essential to reach the right candidates.

Our smart recruitment marketing focuses on the right profiles within your industry and target audience. With targeted campaigns and persona research, we appeal to the right people with the right message. This makes the recruitment process more efficient and effective, allowing you to select and hire the right candidates faster. It is also important to entice latent candidates with relevant content on the right channels, so that they too become interested in your organization. Latent candidates are the most important target group in a tight labor market because they often have the desired skills but are not actively looking for a new job.

What to expect

Positioning as an attractive employer that communicates the right culture and shows candidates that they belong
Target group research and personas to define your ideal candidate
Creative content formats, from testimonials to videos, that reinforce your employer brand
Campaigns through social media, job boards, search engines and email flows
Job marketing posts jobs within 24 hours on trade media, job boards, search engines and social media
Marketing automation and nurturing to smoothly guide candidates through the application journey
Dashboarding and continuous optimization based on clear objectives

Our working method

Analysis and strategy
We start with a thorough analysis of your organization, competition and labor market. This provides insight into the right people, profiles and channels.
Concept and Content
Together with the marketing team, we develop creative concepts and content that align with your employer brand and the culture within your organization.
Targeted media engagement
We deploy smart recruitment marketing through the channels where your target audience is active, such as LinkedIn, job boards and other relevant platforms.
Conversion and nurturing
With landing pages, talent pools and automation, we guide potential candidates through the hiring process so they apply faster.
Measure and optimize
Through continuous monitoring and analysis, we optimize campaigns aimed at achieving your recruitment goals. Measuring = knowing and reliable measurement data are necessary to gain insight into the success of your efforts, so you can make targeted adjustments and improvements.

Recruitment marketing is key to attracting the right candidates

In a competitive job market, recruitment marketing is essential to help your organization reach the ideal candidate. With a smart recruitment marketing approach, like Eastmen’s, we combine a data-driven strategy with creative content and targeted campaigns on LinkedIn and job boards. This ensures that technical profiles are not only reached, but actually become interested, leading to an influx of better candidates who truly fit your organization. Latent candidates are often more active on social media than on job boards, making a targeted approach through these channels essential.

With employer branding, you build a strong employer brand

Employer branding strengthens your organization’s image and ensures that potential candidates recognize themselves in your company’s culture and values. We saw this for example at Zorg voor Amsterdam, where local targeting and inspiring content resulted in a higher influx of healthcare employees who feel connected to the organization. This is how you build an authentic employer brand that attracts and engages talent.

Smart recruitment marketing as a growth engine for your organization

Recruitment marketing helps your organization recruit efficiently and effectively through the use of targeted campaigns and persona research. Brandwachthuren.nl (BWH) shows how regional focus and performance-driven campaigns strengthen the employer brand and reach relevant professionals through targeted communications and landing pages. This smart recruitment marketing approach accelerates the recruitment process and increases the quality of applications.

Your organization and the search for the ideal candidate

The success of recruitment marketing and employer branding starts with knowing your organization well and defining the ideal candidate. By using audience research and personas, you ensure that the right message reaches the right people at the right time. This makes the recruitment process more effective and ensures a better match between candidate and organization. Latent candidates are not actively looking for a new job, but may want to work within your company, providing a unique opportunity to approach them with a targeted strategy.

Better candidates through targeted campaigns and content

By engaging in targeted campaigns and creative content formats, such as testimonials and videos, you not only attract more applicants, but also better candidates. This approach increases engagement and trust in your employer brand, which ultimately leads to a higher quality influx. Sharing content with stories about employees and culture, and a focus on a welcoming candidate experience, are essential to attracting talent. Sharing such stories plays a crucial role in inspiring potential candidates and strengthening the connection with your organization. Targeting latent candidates requires a different approach than usual, where it is important to approach them subtly and inspire them with relevant and engaging content.

Personalized advice to optimize your recruitment marketing

Every organization is unique and deserves a customized approach. That is why we offer personal advice to determine the best strategy together with you. This way, we ensure that your recruitment marketing and employer branding seamlessly match your needs and goals, and that you attract the right people to strengthen your organization.

Frequently asked questions about recruitment marketing

What is the difference between recruitment marketing and employer branding?
Employer branding builds your organization’s image and reputation as an employer. Recruitment marketing actively uses this brand with campaigns to recruit the right candidates and stimulate applications. Here, recruitment marketing plays a crucial role in translating the employer brand into concrete actions that appeal to and attract potential candidates. It is therefore not only about creating a strong employer brand, but also about effectively communicating your organization’s assets and stimulating interaction with potential employees.

Which channels are most effective?
It depends on your ideal candidate and industry. Often a mix of LinkedIn, job boards, Google, social media and email is most effective. It is also important to keep looking for new and emerging channels where your target audience is present, such as TikTok or podcasts, to also reach latent candidates who are not actively looking. By communicating on various channels, you increase visibility and attract a broader group of professionals. Using new channels such as podcasts and TikTok can also help you appeal to new generations of talent.

How quickly will I see results?
Reach and website traffic are often visible within a few weeks. Structural growth in quality applications requires continuous optimization over several months. It is important to map and optimize the entire application journey to smoothly guide candidates through the process and increase the likelihood of successful recruitment.

Can recruitment marketing help even with difficult jobs?
Yes. By targeting the right profiles with a strong employer brand, you increase the chances of successful selection, even with scarce target groups. Recruitment marketing offers the expertise to identify the right competencies and qualities of candidates and to link these to the specific challenges within your organization. Moreover, maintaining a talent pool and organizing events helps to engage staff and attract new professionals, thus creating a sustainable influx of talent.

Reviews

Jona Bronkhorst

OMA is scherp en resultaatgericht. Ze combineren strategie, technologie en creativiteit op een no-nonsense manier, waardoor merken écht impact maken. Als freelance creatief heb ik meerdere keren met hen gewerkt aan naamontwikkeling, design, themacampagnes en employer branding. Soepel in de samenwerking en fijne club. Aanrader!

Becky's Bootcamp

Ontzettend blij met Michael en Jasper. Ze zijn ontzettend vriendelijk, meedenkend, enthousiast en willen je ook echt helpen groeien. Wat ik persoonlijk heel fijn vind is dat ze bij een ''startende onderneming'' budgetwijs meedenken. Michael en Jasper voelen heel vertrouwd, en dat is heel fijn samenwerken. (Ow en.. wij zijn pas een maand of 3 bezig, en ik ben al zo hard gegroeid! Op naar meeeeer!!)