Recruitment content that connects
Candidates see straight through stock photos and woolly job ads. We create content with your real people, on your real work floor. That's what makes a target audience stop scrolling.
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What is recruitment content?
Recruitment content is all content that shows candidates what it's really like to work somewhere: videos, photos and stories from colleagues, job ads and campaign material. At SocialFind, content is part of the RPO approach: we create it when the target audience calls for it, under your name.
How we determine what your vacancies needContent that works, not just content that looks good
No stock images and no polished culture copy, but real people and real work. On broad platforms the selection sits in the visuals themselves. That is why we make the content and also run the campaigns and the follow-up that turn it into a hire.
Recruitment content is one of the tools within our RPO approach. We use it when the vacancy, target audience and labor market give us reason to, and always in combination with recruitment marketing and the rest of the funnel.
Why content makes the difference
Your target audience doesn't choose based on a job description. People choose colleagues, atmosphere and work they can picture themselves doing. Good recruitment content shows that instead of claiming it. A mechanic explaining why he starts every day with a smile says more than ten core values on a wall.
Under your name, with your people
We create all content white-label: your brand, your colleagues, your story. The candidate gets to know you, not us. That way every campaign also builds your employer brand, including among people who aren't applying yet.
A LinkedIn post is the form in which that content most often reaches the reader, and its opening decides whether they read on. How we build such a post and which opening lines do the work is set out in How do you write a LinkedIn post that gets replies?
Anyone who clicks through from such a post lands on the job advert, and there the same order decides whether they keep reading: the ordinary working day first, then what the job pays. How to build that text and what to judge it on is set out in How do you write a job advert that works?
Stories from your own colleagues
REAL PEOPLE, REAL WORK
We come to your work floor and capture what makes your organization distinct. No script, no actors. The colleague telling the story is the same one who will soon be onboarding the new hire. The target audience can feel that, and it converts.
See how we define target audiencesContent formats we use
Which format we choose depends on your target audience and the channel. This is the palette we draw from.
- Short-form video
- Short videos for social: a day on the job, a colleague talking, the work floor as it really is.
- On-location photography
- Images of your people and your work, usable in campaigns, on your careers page and in vacancies.
- Vacancy and campaign copy
- Copy that speaks the target audience's own language, with a message per role type instead of a standard template.
- Employer brand content
- Content that builds your employer brand among people who aren't looking yet, so you're recognizable the moment they are.
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Content follows the channel
MADE FOR THE SCROLL
A video that works on TikTok doesn't automatically work on LinkedIn. We create content to fit the channel where your target audience is, and measure what lands per piece. What doesn't perform, we adjust. That way content isn't a cost item but a measurable part of the funnel.
Read how we steer by dataCurious what content can do for your vacancies?
We'd be happy to work out with you whether content is the missing link in your recruitment. Analyze first, then create.
Frequently asked questions about recruitment content
For us, content doesn't work as a standalone service but as part of the recruitment mix. It's precisely the combination with targeting, funnel and follow-up that makes content effective. Want to know whether content belongs in your approach? Start with the recruitment diagnosis.
It works best, because candidates want to see their future colleagues. We keep it low-key: short recordings, no scripts, and colleagues decide for themselves how far they want to go. In practice, it often turns out to be more fun than people expect.
We create the content under your name and for your brand. Exactly how ownership and usage are arranged is set out in the agreements for each collaboration. That way you know where you stand from the start.
As often as the results call for it. Campaign content wears out: what performs well this month may get ignored next month. We monitor performance and refresh content the moment the numbers start to slip.
Especially then. A big brand has name recognition; a smaller company has to rely on authenticity and a personal touch. Good content shows what's on offer at an employer the target audience doesn't know yet, and that's exactly where recruitment often gets stuck.