Générez 5x plus de candidats qualifiés
Only 20% of job candidates are active in their research, i.e. they go to job boards or job sites to apply. The remaining 80% are so-called passive candidates: they are not actively looking for a job, but are open to new opportunities. It is therefore possible to reach them on the channels he visits every day, and therefore to broadcast HR programming on Spotify, TikTok or L'Équipe.
Where do you get the attention of candidates?
The main challenge for recruiters today is therefore to know how to capture the attention of all these passive candidates. And the answer is...
Determine what types of websites, applications and social networks your potential candidates spend their time on, Target them with your job offers.
It may as well be Job boards Niche (e.g. ClubOfficine for jobs in retail pharmacies), only social networks (ex. instagram, facebook), and even apps and websites (ex. Tinder, Spotify).
Online, mobile, offline... the lines separating these different media segments were very clear before, but recently, they have simply disappeared. Print (or offline) newspapers started publishing their articles online and at the same time apps and other connected media started to be printed. We are therefore witnessing a new era opening up endless possibilities for cross-media advertising, although the trend remains mainly in favor of online advertising and the strategies of HR marketing.
The candidate is online all the time
When it comes to online recruitment, we can clearly see the dominance of Facebook, LinkedIn and Google in the market. But at a local and more focused level, the rules of the game are completely different. It's about addressing specific audiences, based on their interests and characteristics, a difficult task for online advertising wholesalers. And all the more so since at the same time, the professionalism of online magazines and niche news sites is constantly increasing.
Also to read: Candidate Experience: The 5 Scariest Stages of Recruiting
Don't try to be disruptive. Instead, be strategic.
Each target group has its own personal and professional interests. It is therefore important to put in place a strategy of Multicast of job offers. A marketer will focus on Twitter or Medium, while a technical engineer will prefer GitHub. A sales representative in the sports sector will use the Team application while a cultural manager will consult the Orsay Museum website. So the lesson is clear:
You should post your job offers on the channels where your audience spends most of their time online in order to maximize qualified applications.
Seeqle has all the broadcast channels you need.
With Seeqle, you can set up advertising campaigns targeting qualified candidates of your choice. You can choose the channels on which you want to broadcast these ads: opt for social networks (like Meta or LinkedIn), or for the thousands of partner websites and mobile applications.
Thus, your job opportunity can be found on instagram, twitter, on the Team's website, or on applications such as Spotify or Tinder according to the targeting criteria you defined beforehand. We cover more than 90% of sites and mobile applications on the web thanks to our HR programmatic technology, so it's impossible to miss out on the perfect candidate.
To go further on the subject of candidate acquisition, consult our Free guides.
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