Questions about channels

Mainly for hands-on and operational audiences: technicians, operators, manufacturing and logistics staff. These people scroll through their feed daily, but rarely search actively for a job. With recognizable video and local targeting you get in front of them, provided the application route is short and mobile. For scarce specialists, these channels are rarely the main route.

LinkedIn works well for specialist and office roles, management and executives. Not just through ads: it is precisely the combination of substantive content, behavioral signals and personal outreach that makes the channel strong. For operational audiences, LinkedIn is usually too expensive and too thinly populated, and other channels work better. We test that per vacancy against the audience analysis before any budget goes there.

For scarce profiles of which there are simply too few to reach with campaigns, and for roles where a personal approach makes the difference. Advertising buys reach, sourcing buys precision. The combination is often strongest: campaigns for visibility and pipeline, sourcing for the profiles that do not come by themselves. The right balance follows from how scarce the profile is.

Thought Leader Recruitment (TLR) is a method developed by SocialFind to attract talent through the authority and visibility of leaders within an organisation. A leader from your organisation builds visibility with the audience, and we translate behaviour and interest into warm, personal outreach. The TLR pages explain how the method works and which roles it suits.

Yes, and usually that is exactly the intention. A campaign creates visibility and pipeline, sourcing brings in the profiles that do not respond, and retargeting keeps doubters warm. The art is not switching on as many channels as possible, but choosing the combination that fits the audience and the number of hires you need.

Then we see it in the numbers and step in. Every step of the funnel is measured: reach, clicks, applications and quality. If a channel performs below expectations, we first adjust the message and targeting. If it keeps lagging, budget shifts to what does work. You do not pay for channels just because they come in a package.

For common roles with actively searching candidates, job boards can do a fine job. Their limit: they only reach people who are already searching, and for scarce audiences that is a small part of the market. We use job boards where they fit, as part of the mix, not as the foundation. See also the comparison between RPO and job boards.

Through audience analysis and through experience with similar campaigns. We look at the audience's behavior, what comparable recruitment projects have shown and what your own data tells us. Then practice puts it to the test: campaigns quickly signal where the audience really responds, and we adjust accordingly.

The media budget is part of the monthly fee, which starts at EUR 6,500 per month, and for many hiring challenges that is a workable base. More important than the size is how it is used: focused budget on the right audience beats broad budget on everyone. For larger volumes or multiple vacancies, we look together at what fits and set it out in the scope.

Yes. Ads, videos and copy are created for your brand and your audience, because a campaign is only as strong as the content running in it. Simply repurposing generic vacancy texts for social does not work: every audience calls for its own story, tone and format. You approve the content, we make sure it performs. See also recruitment content within our approach.

Because that spreads your budget thin instead of delivering results. Every channel costs money, attention and content. By choosing based on the target audience analysis, the budget goes to the places where your candidates actually are. Casting a wide net feels decisive, but targeted recruitment is what delivers the hires. Fewer channels with a sharp message almost always beat many channels with a vague one.

Then the mix changes with it. A growing company first recruits mechanics, then work planners and later a branch manager: three target audiences, three mixes. Because the partnership is ongoing, we switch per vacancy without you having to run a new tender or onboard a new agency. So the channel mix simply grows along with your organization.