What are the success factors for social recruiting?

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How much does social recruiting cost?
Social recruiting does not necessarily have to be expensive. A significant budget is often invested in traditional job portals without the ads even reaching the intended target group. We observe that many companies are opening up parts of the HR budget from long-standing job portals to social media. With an advertising budget of just EUR 25 a day, job ads can be posted on Instagram, Facebook, etc. In general, the more advertising budget is available, the more applications can be generated through advertising campaigns.

Now, of course, one could assume that social recruiting only consists of familiar measures on a different channel. But that is too simplistic. It is not without reason that there are special service providers for social recruiting who combine the entire process. On the one hand, an important success factor is the targeted approach to potential interested parties via precise online advertising. The ads must be geared to the interests and needs of the target group. Whether the right egypt whatsapp phone number target group is reached via the ads should be checked daily in the form of online monitoring and reporting and adjusted if necessary. Another success criterion in 2024 is the application page, i.e. the website to which potential applicants are directed. A common mistake in social recruiting is that the website on which applications are collected is user-friendly and slow. Filling out the online application quickly becomes a pain, especially on a smartphone. Many companies therefore resort to so-called click funnels. Click funnels are small, fast-responding websites that were created solely for the purpose of lead generation. A compact online form can be used to request necessary information such as the applicant's professional experience and educational qualifications. If the online form shows that the candidate is not suitable, an automatic rejection is sent. This way, only pre-qualified applications reach the recruiter's desk.

Another criterion that distinguishes good recruiting campaigns from bad ones is online tracking. Online tracking can be used to track exactly how far people have progressed in the application process. So imagine that an attractive click funnel has been designed for the recruiting campaign and the first interested parties go through the process. Online tracking can be used to track at which point interested parties drop out, for example because an input field was not clearly described or information in the process is redundant. Uniform tracking can also be used to determine the origin of people, and by that we don't mean their home countries, but which ads and channels the interested parties used to enter the click funnel. This helps with the optimal distribution of the budget and the gradual improvement of the click funnel.