High investments in recruiting, but no successes

There is no one-size-fits-all solution in recruiting - no matter what different providers on the market tell you. The key to success for the best possible recruiting results is a target group-specific and cross-segment recruiting channel mix. It is therefore about a differentiated understanding, so-called strategic recruiting, and we are happy to give you more context in the following video.

It is also not uncommon for far too much budget to be spent on ad extensions due to a lack of tracking, without knowing whether the specific channel can lead to success at all (e.g. the volume of comparable job ads is too high, the platform is the wrong one for your target group or your employer brand needs to be better positioned beforehand). 

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In addition, job ads are often not textually optimized or no platform-specific titles or keyword optimizations are ensured. It can therefore be worthwhile to optimize the ads textually and technically, redistribute the budget to other niche job boards or generally invest in other, better converting channels such as performance recruiting campaigns.

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It is not uncommon for a lot of money to be spent on hiring expensive recruitment agencies because there is no time for active sourcing. In addition, in-house active sourcing is often too transactional and does not address the talent individually enough; the successes do not materialize and the channel is written off too early. In the first case in particular, it can be very worthwhile to reallocate your headhunting budget to an active sourcing as a service provider.

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Modern performance recruiting campaigns are often not yet used or not used enough - these can be worthwhile not only for industrial specialists, but also for talent in the academically qualified talent segment that is already highly sought after elsewhere. Exciting facts: More than 50% of all job searches start on Google and 32 million people are active on Facebook and Instagram and 26 million on Linkedin every month in Germany alone.

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Performance recruiting can be a great complementary channel, especially because there are no limits to creativity when it comes to ad design and employer branding. However, there are often no internal departmental structures here and the colleagues in the Design, Performance Marketing and Tech departments do not have the capacity to design and continuously optimize the campaigns.

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