Hurdles of employee acquisition on social media and how to successfully overcome them

A guest contribution by Tibor Hintz.

It doesn’t matter if you haven’t tried social media yet or have tried it without success: There are simply too many agencies out there. And many don’t know what they are doing. Often all you can do is pick up your feet and run.

I can tell you: social media works. The right approach is crucial.

What does your target group do in their free time or perhaps even at work? They look at their smartphone. On social media sites. That’s why your advertising must appear there.

Many agencies want to pull money out of your pocket without having a deep understanding of marketing themselves. They show case studies where the strategy has worked, but where it hasn’t is kept quiet.

You need good people to run your business and I want to show you what is likely to work and what is not. No matter if you already have experience or not.

We had increasing difficulties recruiting professionals via social media. Back then, we started with normal job ads. “We are looking for you as …”, “apply!”. Like a pandemic, suddenly everyone started doing it. If it didn’t work anymore, we had to do a lot of rework. That cost us a lot of time, nerves and money.

We created many new ads, shot elaborate videos, etc., but everything we tried resulted in sitting in the office even longer.

The problem: other companies or agencies are also starting to use these “new” tricks. As a result, it no longer works. It’s a hamster wheel of innovation. So we had to go back to the roots. In online marketing, a full market is nothing new.

At an exclusive event organised by a leading agency for online product marketing, the case study of “Just Spices” was shown.

How did you build a start-up that sold for hundreds of millions of euros within a few years in the saturated spice market? With products such as the avocado toast spice mix, the range is perfectly positioned for a specific target group.

Many things became clear to us immediately: for example, we marketed master jobs with companies as an “alternative to self-employment”. The advantages of self-employment without the disadvantages. That has worked in every case so far.

You have the best chances of success in recruitment with principles from “normal” online marketing. You need a well-positioned (job) offer.

Besides the alternative of self-employment, we have always tried other approaches.

Many of the approaches have led to recruitment. Sometimes a company also needs to try different approaches and find out which one works in its region.

For example, MyFischer was able to hire a master plant mechanic after only 30 days. The Distelmaier company a master roofer.

Since we have been using this principle, companies have been recruiting skilled workers regardless of annoying competitors. Today and in the future.

P.S.: If the topic interests you and you would like to know how you can find the right employees today and in the future and make the shortage of skilled workers a myth for you, join us online at Amagno.Connect 2022 on 20.10.2022 at 2 pm.