FACEBOOK JOB POSTS JUST MADE LIFE A WHOLE LOT EASIER FOR RECRUITMENT MARKETERS. HERE’S HOW.

Facebook Job Posts

If Facebook were a place, it would be where half the UK population hangs out. In real numbers, that’s more than 35 million people logging in at least once every month.

It’s fair to say that everyone’s been focused on GDPR (or Google for Jobs as the shiniest newest thing) over the past few months. But, ever so quietly, Facebook have been drip releasing their own recruitment marketing game changer under the radar with Facebook Job Posts.

After reading this, I’m confident you’ll be equipped with everything you need to know about the new Facebook Job Posts and how to include them in your recruitment marketing strategy.

"<yoastmark

FACEBOOK IS ALREADY A RECRUITMENT MARKETING GOLDMINE

We’ll all agree that Facebook offers a tonne of value for Recruitment Marketers. It’s one of our most popular channels (along with Google AdWords and Programmatic advertising). And it’s not just for the sheer scale of its audience size either. When we zoom out and take a strategic look at it, the picture also starts to include:

  • Engaging with passive and active candidates on the same platform
  • Raising awareness of new job openings to those not already searching
  • Driving a cost per application competitive with all other paid web traffic driving media
  • Building an audience of engaged talent (passive, active and toe-dippers)
  • Affirming the employer brand and securing trust

Zooming back in to the daily grind, another thing we’ll all agree on is that building an employer brand on Facebook, doing it right, is actually really hard.

Too much direct job content will alienate people not currently looking for jobs while not enough will too few applications.

Being Facebook PPC (pay per click) specialists, our role has always been to turn ‘value of good intention’, built up by organic content, into applications. This is mainly done with clever retargeting strategies.

This has delivered some phenomenal results with costs per applications comparable to other website traffic driving activity from LinkedIn ads, Indeed and Google AdWords.

 

FACEBOOK JOB POSTS – A GAME CHANGER FOR TALENT ACQUISITION

Notice how I’ve been very specific in saying that Facebook delivered comparable results for ‘web-traffic driving’ activity. The truth is that for channels with an in-line application process (where people can apply without leaving the platform), results are not comparable at all. Not even a little bit.

If you’re familiar with PPC marketing, you’ll know that every additional click along the application process drastically reduces the number of completed apps.

A much lower number of completed applications means a much higher cost per application. Based on this alone, in-line applications will always be far more cost effective. And in-line applications are exactly what Facebook are offering with this new post format.

 

HOW DOES IT MEASURE UP TO THE POWERHOUSES?

One of the common misconceptions of Facebook Job Posts is that it only works for recruiting volume and early careers. We’ve successfully used Facebook advertising to recruit for roles ranging from vehicle technicians and software developers to procurement and care professionals.

So as a tried and tested recruitment channel, how does it do toe-to-toe with the big hitters?

FACEBOOK VERSUS LINKEDIN

Much like LinkedIn, Facebook Job Posts also pulls through your profile data, making applications quick and easy to submit. In theory, two clicks is all it takes for an application to be submitted.

We’d never say stop doing LinkedIn, and LinkedIn has amongst the highest quality audiences for recruitment. But you do pay for the privilege. One of the key benefits of Facebook Job Posts versus LinkedIn is that each advertising click will cost you up to 5 times less.

FACEBOOK VERSUS INDEED

Let’s face it, Indeed is a force to be reckoned with when it comes to recruitment PPC. And we fully expect that the most cost-effective applications will still come via Indeed.

Facebook Job Posts’ benefit in this arena is that it accesses the passive audience. So, if someone isn’t looking for a job and matches the candidate profile we can still get in front of them.

 

HOW DO I USE IT IN MY STRATEGY?

The beauty of Facebook Job Posts is that they dovetail incredibly well with existing strategies. Rather than focusing on the old 80:20 split of soft content (blogs, videos etc) to hard content (job vacancies) it means that the traditional post type can be used for 100% of soft content and Job Postings can be used for 100% of job vacancy posts.

This means that both types of content are going to work much harder for you – with no extra effort.

 

Want to know more? Speak to one of our consultants today.

 

 

 

 

 

FACEBOOK JOB POSTS JUST MADE LIFE A WHOLE LOT EASIER FOR RECRUITMENT MARKETERS. HERE’S HOW.

Facebook Job Posts

If Facebook were a place, it would be where half the UK population hangs out. In real numbers, that’s more than 35 million people logging in at least once every month.

It’s fair to say that everyone’s been focused on GDPR (or Google for Jobs as the shiniest newest thing) over the past few months. But, ever so quietly, Facebook have been drip releasing their own recruitment marketing game changer under the radar with Facebook Job Posts.

After reading this, I’m confident you’ll be equipped with everything you need to know about the new Facebook Job Posts and how to include them in your recruitment marketing strategy.

"<yoastmark

FACEBOOK JOB POSTS

Facebook is Already a Recruitment Marketing Goldmine
We’ll all agree that Facebook offers a tonne of value for Recruitment Marketers. It’s one of our most popular channels (along with Google AdWords and Programmatic advertising). And it’s not just for the sheer scale of its audience size either. When we zoom out and take a strategic look at it, the picture also starts to include:

Engaging with passive and active candidates on the same platform
Raising awareness of new job openings to those not already searching
Driving a cost per application competitive with all other paid web traffic driving media
Building an audience of engaged talent (passive, active and toe-dippers)
Affirming the employer brand and securing trust
Zooming back in to the daily grind, another thing we’ll all agree on is that building an employer brand on Facebook, doing it right, is actually really hard.

Too much direct job content will alienate people not currently looking for jobs while not enough will too few applications.

Being Facebook PPC (pay per click) specialists, our role has always been to turn ‘value of good intention’, built up by organic content, into applications. This is mainly done with clever retargeting strategies.

This has delivered some phenomenal results with costs per applications comparable to other website traffic driving activity from LinkedIn ads, Indeed and Google AdWords.

FACEBOOK JOB POSTS – A GAME CHANGER FOR TALENT ACQUISITION

Notice how I’ve been very specific in saying that Facebook delivered comparable results for ‘web-traffic driving’ activity. The truth is that for channels with an in-line application process (where people can apply without leaving the platform), results are not comparable at all. Not even a little bit.

If you’re familiar with PPC marketing, you’ll know that every additional click along the application process drastically reduces the number of completed apps.

A much lower number of completed applications means a much higher cost per application. Based on this alone, in-line applications will always be far more cost effective. And in-line applications are exactly what Facebook are offering with this new post format.

HOW DOES IT MEASURE UP TO THE POWERHOUSES?

One of the common misconceptions of Facebook Job Posts is that it only works for recruiting volume and early careers. We’ve successfully used Facebook advertising to recruit for roles ranging from vehicle technicians and software developers to procurement and care professionals.

So as a tried and tested recruitment channel, how does it do toe-to-toe with the big hitters?

FACEBOOK VERSUS LINKEDIN

Much like LinkedIn, Facebook Job Posts also pulls through your profile data, making applications quick and easy to submit. In theory, two clicks is all it takes for an application to be submitted.

We’d never say stop doing LinkedIn, and LinkedIn has amongst the highest quality audiences for recruitment. But you do pay for the privilege. One of the key benefits of Facebook Job Posts versus LinkedIn is that each advertising click will cost you up to 5 times less.

FACEBOOK VERSUS INDEED

Let’s face it, Indeed is a force to be reckoned with when it comes to recruitment PPC. And we fully expect that the most cost-effective applications will still come via Indeed.

Facebook Job Posts’ benefit in this arena is that it accesses the passive audience. So, if someone isn’t looking for a job and matches the candidate profile we can still get in front of them.

HOW DO I USE IT IN MY STRATEGY?

The beauty of Facebook Job Posts is that they dovetail incredibly well with existing strategies. Rather than focusing on the old 80:20 split of soft content (blogs, videos etc) to hard content (job vacancies) it means that the traditional post type can be used for 100% of soft content and Job Postings can be used for 100% of job vacancy posts.

This means that both types of content are going to work much harder for you – with no extra effort.

Want to know more? Speak to one of our consultants today.

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