How we determine what works
Meta Ads, LinkedIn, job boards, sourcing or employer branding: they are tools, not solutions. The right combination differs per role. On this page you can see exactly how we determine, vacancy by vacancy, which approach leads to hires.
.jpg&w=1920&q=75)
How does SocialFind determine which recruitment approach works?
For every vacancy, SocialFind analyzes the role, the target audience, the labor market and the employer's situation. Based on that, we put together a recruitment mix of employer branding, content, media, sourcing, Thought Leader Recruitment, screening and recruitment operations. We then run the full funnel, all the way through to the hire.
See the full processYou don't need to know which recruitment solution you need
Meta Ads, LinkedIn, job boards, sourcing, employer branding, an interim recruiter or no cure no pay are tools and models. The right choice differs per role. SocialFind investigates where your candidates are, what makes them move and where the funnel gets stuck. Then we build and run the approach that's needed.
That sounds obvious, but it's exactly where a lot of recruitment goes wrong. Start with a channel ("let's advertise on Meta") instead of with the vacancy, and you pay for reach that doesn't convert. Approach every role the same way, and you lose precisely the scarce profiles. That's why every partnership starts with an analysis of your vacancies, not with a media budget.
Actively or latently available?
The biggest difference lies in candidate behavior. Active job seekers can be found on job boards and through job marketing: they compare vacancies and apply on their own. Latent talent isn't searching, but is open to the right story. That's often the target audience for specialist roles. You reach that group with active sourcing, Thought Leader Recruitment and content that shows expertise instead of a job ad.
Inbound and outbound
Inbound recruitment (candidates come to you through visibility and recruitment marketing) and outbound recruitment (we approach candidates personally) aren't rival camps. Virtually every good recruitment mix combines both. The ratio follows from the target audience, not from preference.
The decision logic
From vacancy to hire
Every vacancy goes through the same decision logic. The outcome is different every time.
- 1
Vacancy
We start with the role itself: requirements, level, salary and the part the role plays in your organization.
- 2
Target audience
Who can do this work, where do those people work now and how scarce are they really?
- 3
Labor market
Region, competition and employment conditions determine how much force the approach needs.
- 4
Employer proposition
Why would this particular audience want to work for you? We make that story sharp and honest.
- 5
Candidate behavior
Is the target audience actively searching, or do we need to get latent talent moving?
- 6
Recruitment mix
Only now do we choose channels and tools: media, content, sourcing, Thought Leader Recruitment or a combination.
- 7
Full funnel
We build the application route, screen candidates and follow up quickly and personally.
- 8
Hire
We steer on hired candidates, not clicks. Data from every step sharpens the approach further.
Examples
Same question, different approach
Seven situations, seven different recruitment mixes.
| Situation | Likely approach | |
|---|---|---|
| Twenty production workers, local | Volume inflow in one region | Meta, TikTok, local video, short funnel, fast phone follow-up |
| Five engineers | Scarce technical talent | LinkedIn, Thought Leader Recruitment, sourcing, technical proposition, substantive outreach |
| Commercial director | Senior leadership role | Market mapping, personal outreach, leadership proposition, discreet screening |
| Multiple diverse vacancies | Different target audiences at once | Different playbooks under one central RPO approach |
| Internal team with little creative capacity | Knowledge in place, execution is the bottleneck | SocialFind delivers content, media, funnels and sourcing if needed |
| Strong brand with too little reach | Awareness without inflow | Distribution, targeting, retargeting and sourcing |
| Many low-quality applicants | Volume without results | Adjust proposition, targeting, qualification questions and screening |
These are examples of possible recruitment mixes, not fixed rules. The actual approach always follows from the analysis of your role, target audience and labor market.
What we weigh
The analysis behind every mix
Role type and scarcity, region and labor market, salary and benefits, employer awareness, the number of hires and the desired speed, and the capacity of your own team: we weigh those factors before choosing even a single channel. You recruit an operator differently than a commercial director, and a strong brand mainly needs distribution where an unknown brand first needs a credible story. And if an offer isn't in line with the market, we say so honestly before we start.
Start with the analysis of your vacancies.jpg&w=1920&q=75)
Part of RPO
One partner for the entire funnel
This approach is the core of our Recruitment Process Outsourcing: we determine what works per role and run the full funnel under your name.
Frequently asked questions about our approach
Dive deeper into the approach
Let us determine what your vacancies need .
Tell us who you need. We determine how to find, convince and hire them.
or