SOCIAL AI RECRUITING

IDENTIFY PASSIVE PROFESSIONALS,
ACHIEVE & CONVINCE.

SUCCESSFUL AI RECRUITING

for small and big 🤖🚀

YOUR PROFESSIONALS ARE NOT ACTIVELY LOOKING FOR JOBS AT THE MOMENT, AS THEY CAN FIND JOBS VERY EASILY GIVEN THE CURRENT SURPLUS DEMAND. THE CHALLENGE IS TO CONVINCE THEM TO STAY WHERE THEY ARE EVEN WITHOUT ACTIVELY LOOKING FOR A JOB – ON SOCIAL MEDIA. OUR AI IDENTIFIES AND CONVINCES ACROSS CHANNELS. WE NO MATTER IF YOU ARE NEW OR IN THE MIDDLE OF THE PROCESS – WE DEVELOP OUTSTANDING RECRUITING CAMPAIGNS AND TARGET THEM.

ADVANTAGES SOCIAL AI RECRUITING

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REACHING PEOPLE WHO ARE NOT ACTIVELY SEARCHING

NOWADAYS IT’S VERY EASY TO FIND A NEW JOB. APPLICANTS WHO ARE NOT LOOKING FOR A NEW JOB ARE OFTEN MORE QUALIFIED.
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CONVINCING PEOPLE WHO ARE NOT ACTIVELY SEARCHING

WE RELY ON CONNECTION THAT COUNTS. STRONG CORPORATE BRAND + ATTRACTIVE EMPLOYER = EMPLOYERBRANDING. 👩 👨 🫶

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PEOPLE
BINDERS WHO ARE NOT ACTIVELY SEARCHING

WE ADVISE ALL OUR CUSTOMERS TO BE COMPLETELY TRANSPARENT IN ADVERTISING AND TO PRESENT THE REAL ACTUAL STATE. KEEP IT REAL. ❤️
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white collar job campaigns

WHITE COLLAR WORKERS, KNOWN AS SHIRT AND TIE WEARERS, TYPICALLY INCLUDE SALARIED EMPLOYEES IN OCCUPATIONS SUCH AS CORPORATE EXECUTIVES, LAWYERS, ACCOUNTANTS, FINANCIAL AND INSURANCE PROFESSIONALS, CONSULTANTS, COMPUTER PROGRAMMERS, AND MANY OTHERS. THESE PROFESSIONS OFTEN REQUIRE A MORE DEMANDING
LEVEL OF LANGUAGE AND PERSUASIVE ARGUMENTATION TO BE SUCCESSFUL IN CANVASSING.

SHOW OUTSTANDING RECRUITING

THE MOST IMPORTANT THING FOR SUCCESSFUL AI RECRUITING IS CONVERTING CONTENT – THE RECRUITING ADS. TO ACHIEVE THIS, WE LET OUR AI FIND OUT WHAT YOUR TARGET GROUP’S INTERESTS ARE AND HOW BEST TO ADDRESS THEM. IN THIS WAY, WE GUARANTEE THE ATTENTION OF YOUR TARGET GROUP AND MEASURABLE RESULTS. FOR THIS, WE RELY ON OUR IN-HOUSE CREATIVES AND OUR OWN FILM STUDIO.📸 🎨 🧑🏽‍🎨

Click Funnel that leads to success

WE REVOLUTIONIZE YOUR APPLICATION PROCESS. EACH OF OUR CAMPAIGNS AIMS AT A SO-CALLED CLICK-FUNNEL, SO THAT YOUR APPLICANTS CAN GET AN IDEA OF YOU WITH JUST A FEW CLICKS AND ALREADY SUBMIT A SPECULATIVE APPLICATION TO YOU. AFTER THAT YOU ONLY HAVE TO INVITE THE APPLICANT. THIS PROCEDURE SAVES TIME AND MONEY.💰 👩 👨

APPLICATIONS EVERY WEEK

EXPERIENCE SHOWS THAT EACH CAMPAIGN TAKES BETWEEN 1 AND 2 WEEKS FOR THE ALGORITHM TO SHOW THE ADS TO THE RIGHT TARGET GROUP. AFTER THAT, THE PLAYING FIELD FOR YOUR CAMPAIGN IS OPENED AND THE HOOK FOR PASSIVE APPLICANTS IS THROWN OUT. 🤩 💪 🚀

blue collar CAMPAIGNS

BLUE COLLAR WORKERS, ALSO KNOWN AS “BLUE COLLAR WORKERS,” USE THEIR MANUAL SKILLS AND PHYSICAL LABOR TO PERFORM THEIR JOBS. BC DISPLAYS GENERALLY ACHIEVE FASTER
SUCCESSESAS WHITE COLLAR OCCUPATIONS, AS THESE OCCUPATIONS ARE MORE COMMON.

TAKE THE FIRST STEP FOR YOUR RECRUITING SUCCESS TODAY

WE WILL BE HAPPY TO ADVISE YOU ON YOUR INDIVIDUAL CAMPAIGNS IN A FREE STRATEGY MEETING.

HOW MUCH COSTS
AI RECRUITING?

YOU MUST BE WONDERING WHAT THE COSTS FOR A SUCCESSFUL AI RECRUITING CAMPAIGN WILL BE AND IF AI RECRUITING IS EVEN RIGHT FOR YOU? WE HAVE DIFFERENT MODELS FOR EVERY TYPE AND SIZE OF COMPANY. IT IS BEST TO CONTACT US RIGHT AWAY FOR A FREE CONSULTATION.

FAQ

FREQUENTLY ASKED QUESTIONS ABOUT SOCIAL RECRUITING

SOCIAL RECRUITING AND AI RECRUITING - WHAT'S THE DIFFERENCE?

THE DIFFERENCE BETWEEN AI RECRUITING AND SOCIAL RECRUITING LIES IN HOW CANDIDATES ARE IDENTIFIED AND APPROACHED. WHILE AI RECRUITING RELIES ON AUTOMATED SYSTEMS AND ANALYTICS TOOLS TO MAKE THE RECRUITMENT PROCESS MORE EFFICIENT, SOCIAL RECRUITING FOCUSES ON USING SOCIAL NETWORKS AND COMMUNITIES TO TARGET CANDIDATES AND INCREASE THEIR REACH. AI RECRUITING IS ALSO USED TO MEASURE AND EFFICIENTLY ADJUST METRICS ACROSS CHANNELS. BOTH APPROACHES SHOULD THEREFORE BE USED IN COMBINATION TO TAKE ADVANTAGE OF THE BEST OF BOTH WORLDS AND SUCCESSFULLY ADDRESS POTENTIAL CANDIDATES.

HOW SHOULD THE SOCIAL RECRUITING FUNNEL BE STRUCTURED?

AT CONFORU, WE FOCUS ON THE FOLLOWING POINTS WHEN CREATING OUR FUNNEL:

AWARENESS STAGE: THIS STAGE IS ABOUT MAKING POTENTIAL APPLICANTS AWARE OF THE COMPANY AND ITS VACANCIES. IT IS IMPORTANT TO DEVELOP A STRONG EMPLOYER BRANDING STRATEGY TO POSITION THE COMPANY AS AN ATTRACTIVE EMPLOYER.

INTEREST STAGE: ONCE POTENTIAL APPLICANTS HAVE BECOME AWARE OF THE COMPANY, THEY MUST BE PERSUADED TO TAKE A CLOSER LOOK AT THE CAREER OPPORTUNITIES WITHIN THE COMPANY. THIS CAN BE ACHIEVED THROUGH INFORMATIVE CONTENT SUCH AS BLOG ARTICLES, VIDEOS, EMPLOYEE INTERVIEWS OR VIRTUAL EVENTS. THE AIM IS TO AROUSE THE CANDIDATES’ INTEREST AND MOTIVATE THEM TO LEARN MORE ABOUT THE COMPANY AND THE OPEN POSITIONS.

CONSIDERATION STAGE: IN THIS STAGE, POTENTIAL APPLICANTS EVALUATE THE COMPANY AND COMPARE IT WITH OTHER POTENTIAL EMPLOYERS. IT IS IMPORTANT TO OFFER THEM INFORMATION ABOUT THE COMPANY CULTURE, CAREER OPPORTUNITIES, WORKING ENVIRONMENT AND COMPENSATION.

WHAT DOES SOCIAL RECRUITING MEAN FOR MY COMPANY?

THE CONCEPT OF SOCIAL RECRUITING REFERS TO THE USE OF DIGITAL PLATFORMS AND SOCIAL NETWORKS AS TOOLS TO ATTRACT NEW EMPLOYEES. IT PRIMARILY TARGETS PASSIVE APPLICANTS, MOST OF WHOM DO NOT INITIATE THE TRADITIONAL APPLICATION PROCESS. COMPANIES CAN EFFECTIVELY ENGAGE AND INTERACT WITH POTENTIAL APPLICANTS AND REACH A BROADER AUDIENCE. social recruiting goes beyond simply publishing job ads. IT ENABLES COMPANIES TO STRENGTHEN THEIR EMPLOYER BRAND, BUILD RELATIONSHIPS WITH POTENTIAL CANDIDATES, AND PROMOTE ENGAGEMENT WITH THE COMPANY. SOCIAL RECRUITING HAS NOW BECOME AN INDISPENSABLE PART OF MODERN RECRUITMENT PROCESSES.

A FEW SOCIAL RECRUITING EXAMPLES?

THERE ARE MANY COMPANIES THAT ARE SUCCESSFUL IN SOCIAL RECRUITING. HERE ARE SOME EXAMPLES:

DEUTSCHE BAHN: DEUTSCHE BAHN USES SOCIAL MEDIA SUCH AS LINKEDIN, XING AND FACEBOOK TO REACH POTENTIAL CANDIDATES AND INFORM THEM ABOUT CAREER OPPORTUNITIES AT DEUTSCHE BAHN. VIDEOS AND PICTURES ARE ALSO USED IN SOCIAL MEDIA TO GIVE AN INSIGHT INTO THE COMPANY AND THE WORKING ATMOSPHERE.

ZALANDO: ONLINE FASHION RETAILER ZALANDO RELIES ON SOCIAL RECRUITING TO ATTRACT CANDIDATES FOR A VARIETY OF POSITIONS, PARTICULARLY IN THE TECHNOLOGY SECTOR. FOR THIS PURPOSE, ZALANDO USES LINKEDIN IN PARTICULAR TO IDENTIFY AND TARGET POTENTIAL CANDIDATES.

KPMG: KPMG USES SOCIAL RECRUITING TO ATTRACT POTENTIAL CANDIDATES FOR AN INTERNSHIP OR A JOB AT THE COMPANY. VARIOUS SOCIAL MEDIA, INCLUDING LINKEDIN AND FACEBOOK, AS WELL AS THE COMPANY’S OWN CAREER BLOG ARE USED TO PRESENT THE COMPANY AND REACH POTENTIAL CANDIDATES.

COCA-COLA: COCA-COLA USES SOCIAL RECRUITING TO ATTRACT POTENTIAL CANDIDATES FOR AN INTERNSHIP OR A JOB AT THE COMPANY. TO THIS END, THE COMPANY RELIES IN PARTICULAR ON THE SOCIAL MEDIA PLATFORMS LINKEDIN, FACEBOOK AND TWITTER TO STRENGTHEN THE EMPLOYER BRAND AND REACH POTENTIAL CANDIDATES.

THESE COMPANIES SHOW THAT SOCIAL RECRUITING CAN BE AN EFFECTIVE WAY TO REACH POTENTIAL CANDIDATES AND PROMOTE ENGAGEMENT WITH THE COMPANY.

WHICH TECHNIQUES ARE THE BEST FOR SOCIAL RECRUITING?

THERE ARE VARIOUS APPROACHES AND STRATEGIES THAT CAN BE USED TO ATTRACT CANDIDATES IN THE FIELD OF SOCIAL RECRUITING. THE FOLLOWING ARE SOME EFFECTIVE TECHNIQUES:

targeted social media marketing: companies can use targeted advertising campaigns on platforms such as linkedin, facebook, or instagram to reach a larger target audience and attract potential recruiters to open positions.

CONTENT MARKETING: BY CREATING HIGH-QUALITY CONTENT SUCH AS BLOG ARTICLES OR VIDEOS, COMPANIES CAN AROUSE THE INTEREST OF POTENTIAL CANDIDATES AND PROMOTE THEIR COMMITMENT TO THE COMPANY.

MOBILE RECRUITING: AS MORE AND MORE PEOPLE USE THEIR MOBILE DEVICES TO ACCESS THE INTERNET, IT’S IMPORTANT THAT JOB LISTINGS AND CAREER SITES DISPLAY WELL ON MOBILE DEVICES AND PROVIDE A USER-FRIENDLY EXPERIENCE.

GAMIFICATION: THE INTEGRATION OF PLAYFUL ELEMENTS SUCH AS QUIZZES OR PUZZLES CAN ENCOURAGE POTENTIAL APPLICANTS TO ENGAGE MORE INTENSIVELY WITH THE COMPANY AND INCREASE THEIR COMMITMENT.

EMPLOYEE REFERRAL PROGRAMS: EMPLOYEES CAN BE A VALUABLE SOURCE OF NEW CANDIDATES. THROUGH TARGETED INCENTIVES AND PROGRAMS, COMPANIES CAN ENCOURAGE THEIR EMPLOYEES TO SUGGEST POTENTIAL APPLICANTS, THEREBY INCREASING EMPLOYEE ENGAGEMENT AND THE QUALITY OF APPLICANTS.

IT’S IMPORTANT TO NOTE THAT THE MOST EFFECTIVE TECHNIQUES FOR SOCIAL RECRUITING CAN VARY BY COMPANY AND TARGET AUDIENCE. COMPANIES SHOULD THEREFORE TRY OUT DIFFERENT APPROACHES AND CHOOSE THE ONES THAT BEST SUIT THEIR INDIVIDUAL REQUIREMENTS.

WHICH SOCIAL MEDIA PLATFORMS ARE BEST SUITED FOR SOCIAL RECRUITING?

THE FOLLOWING PLATFORMS ARE PARTICULARLY WELL SUITED FOR SOCIAL RECRUITING:

LINKEDIN: AS THE LARGEST PROFESSIONAL SOCIAL MEDIA PLATFORM, LINKEDIN OFFERS AN IDEAL ENVIRONMENT FOR RECRUITING PROFESSIONALS. COMPANIES CAN POST JOB ADS, SEARCH FOR EMPLOYEE PROFILES AND ESTABLISH CONTACTS WITH POTENTIAL CANDIDATES.

facebook: as the largest social media platform with a broad user base, facebook offers companies the opportunity to reach a wide target group. COMPANIES CAN POST JOB ADS, CREATE COMPANY PAGES AND RUN TARGETED ADVERTISING CAMPAIGNS FOR RECRUITING.

INSTAGRAM: INSTAGRAM IS A VISUAL PLATFORM WHERE COMPANIES CAN PROVIDE INSIGHTS INTO THEIR WORKING ENVIRONMENT AND CORPORATE CULTURE. COMPANIES CAN SHARE CONTENT THAT APPEALS TO POTENTIAL APPLICANTS AND STRENGTHENS THEIR EMPLOYER BRAND.

TIKTOK: TIKTOK IS AN EMERGING PLATFORM FOR SHORT VIDEOS THAT IS PARTICULARLY SUITABLE FOR ADDRESSING YOUNGER TARGET GROUPS. COMPANIES CAN CREATE CREATIVE VIDEOS TO ENGAGE POTENTIAL APPLICANTS AND PIQUE THEIR INTEREST.

YOUTUBE: YOUTUBE OFFERS COMPANIES THE OPPORTUNITY TO CREATE LONGER VIDEOS TO PROVIDE DETAILED INSIGHTS INTO THE WORK ENVIRONMENT, CAREER OPPORTUNITIES AND COMPANY CULTURE. COMPANIES CAN CREATE CHANNELS AND SHARE VIDEOS TO REACH OUT TO POTENTIAL APPLICANTS.

THE SELECTION OF THE APPROPRIATE PLATFORM DEPENDS ON VARIOUS FACTORS, SUCH AS THE TARGET GROUP, THE LOCATION OF THE COMPANY AND THE TYPE OF VACANCIES. COMPANIES SHOULD TRY DIFFERENT PLATFORMS AND CHOOSE THE ONES THAT BEST FIT THEIR SPECIFIC NEEDS AND GOALS.

WHAT ADVANTAGES DOES SOCIAL RECRUITING OFFER OVER TRADITIONAL RECRUITING METHODS?
Social recruiting offers numerous advantages over traditional recruiting methods. It enables companies to reach a broader audience, increase engagement rates, accelerate the recruitment process, attract more qualified candidates, operate more cost-effectively, and strengthen employer branding. By using social media platforms, companies can target potential candidates and share interesting content to pique their interest and capture their attention. Overall, social recruiting offers an effective way for companies to find qualified candidates and showcase their work environment and company culture to strengthen their employer branding and optimize their recruiting budget.
WHAT ARE THE CHALLENGES IN USING SOCIAL RECRUITING AND HOW CAN THEY BE OVERCOME?
Social recruiting offers many benefits to companies, but there are also challenges that companies must overcome to be successful. One of the biggest challenges is creating unique and engaging content. Companies need to make sure their content stands out and appeals to potential candidates. Social recruiting has become widespread, and potential candidates may be inundated with similar content from other companies. In addition, maintaining candidate privacy and reaching the right audience are key challenges. Companies need to ensure that they only collect relevant information and have a clear privacy policy. They should also test different platforms to find out which one best suits their target audience. Finally, they should make sure to regularly monitor and adjust their social media activities to ensure they are effective.
HOW IMPORTANT ARE PERSONNEL BRANDING AND SOCIAL MEDIA PRESENCE FOR THE SUCCESS OF SOCIAL RECRUITING?
It is a widespread opinion that personnel branding or employer branding is the most important thing for a modern employer. Our many years of experience have convinced us otherwise. We’ve run countless social recruiting campaigns for companies that didn’t even have a website – let alone a “brand.” These campaigns have been just as successful as with companies that have invested tens of thousands of euros in branding. An engaging piece of content that grabs the attention of potential female candidates within a few seconds can be enough to generate an application. Too much focus on staff branding and employer branding can also be expensive and ineffective if the content is not engaging enough. Instead, companies should look to produce unique and engaging content that piques the interest of potential female candidates. Targeting potential candidates and responding quickly to inquiries are also important factors for successful social recruiting.
HOW CAN I MEASURE THE EFFECTIVENESS OF MY SOCIAL RECRUITING PROGRAM?

Well, you should just count the number of applications in your inbox. 😊 There are also other factors that can influence the effectiveness of your social recruiting program. For example, you could measure engagement rates on your social media platforms to see how many people are interacting with your posts. Also, you could monitor the traffic sources on your career site to see how many clicks are coming from social media platforms. Another way is to track conversions by comparing the number of applications that come from your career page or social media posts. Overall, though, the most important thing is the result: the number and quality of applications you receive through your social recruiting program.

HOW DOES THE BASIC DATA PROTECTION REGULATION (DSGVO) AFFECT SOCIAL RECRUITING?

The General Data Protection Regulation (GDPR) has a significant impact on social recruiting. Companies must ensure that they comply with the GDPR rules when collecting and processing candidates’ personal data to avoid discrimination and data breaches. In particular, companies must be transparent and inform candidates about how their data is processed. They must also ensure that they only use the data for the specific purpose for which it was collected, and they must keep the data secure and delete it upon the candidate’s request. Social media platforms also have their own privacy policies that companies must consider when using social recruiting. Companies should therefore familiarize themselves with the provisions of the GDPR and the privacy policies of the platforms they use to ensure that they comply with data protection guidelines and maintain the privacy of candidates.