Recruiting operational staff
Technicians, operators, production workers, logistics and field staff. Audiences that don't search job sites, but do move when you reach them in the right place, with the right story and without barriers.
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How do I reach and recruit practical and operational staff?
Practical staff rarely search job sites actively. You reach this audience through the channels they use every day, often social media, with recognizable, local content. After that, a short mobile application and fast telephone follow-up are decisive: wait days and you lose the candidate to an employer that moved faster.
How we determine the right mixThe shop floor as starting point
A technician isn't job hunting, he's scrolling
After his shift he's on his phone, not on a job board and certainly not on LinkedIn. Usually he simply has a job. Only when something comes along that feels close, concrete and attractive does he start moving. That's why we show the real work and the real colleagues, exactly in the places where this audience looks every day.
See how we approach that.jpg&w=1920&q=75)
Why the classic route doesn't work here
Write a vacancy, post it, wait: with operational audiences, that route structurally delivers too little. What does work differs per role and region. That's why SocialFind doesn't start with a channel, but with an analysis of your vacancy, target audience and labor market. Then we build the approach that fits, as part of our integrated RPO partnership, entirely under your own name.
The mix often includes social campaigns on Meta, TikTok or Snapchat with local targeting, short-form video from the real shop floor, a mobile application funnel without a CV requirement, and employer branding that shows why people enjoy working here. These are examples, not fixed promises: the actual combination always follows from the analysis.
Speed wins
With operational audiences, speed decides. A candidate who applies today and hears nothing tomorrow is talking to your competitor the day after. That's why we set up screening and candidate follow-up so applicants get a personal conversation in the shortest possible time, and hiring managers can act fast.
From campaign to hire
What the funnel looks like
- 1
Audience and proposition
We determine where your target audience is, what matters to them and why they would want to work for you.
- 2
Campaigns and content
Targeted campaigns with content the audience recognizes, locally targeted around your location or locations.
- 3
Application without barriers
A short mobile funnel that turns interest into an application. We measure and optimize every step.
- 4
Follow-up and hire
Fast personal follow-up, clear screening and a warm handover to your hiring manager. We focus on hires, not clicks.
Proof
Operational audiences we reached for clients
Willy Naessens
Willy Naessens is long leading giant in the construction sector. As their dedicated recruitment partner, we help find talent across an incredibly broad spectrum of roles.
JWM Metaalservice
JWM is a multidisciplinary metalworking company, focused on machine-, equipment-, and interiormanufacturers.
Methorst
Methorst is the go-to specialist in suction and blowing technology. Whether it’s roof gravel, soil, shells or sand; they are the ultimate alternative to traditional digging and shoveling. We supported Methorst in finding both office staff and field workers (earthmoving specialists), and with great success. The campaign delivered the right people in no time, combining smart targeting with a strong employer brand message.
Frequently asked questions
Further reading
Getting operational vacancies filled ?
Tell us which roles are open and where things are stuck. We'll show you which approach gets your audience moving.
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