Social media recruiting that fills your open roles

Social media recruiting is the practice of filling open roles by advertising them to people on social platforms instead of waiting for applicants on a job board. Facebook and Instagram carry the reach, the ad points to a landing page for one specific role, and a short application form collects the details.

• It reaches passive candidates, meaning people in work who are not searching but would move for the right offer.

• Targeting runs by occupation, qualification and radius around your site, not by job title alone.

• SEOcruiting is the taismo method that combines social media recruiting with search: The same roles also rank in Google and appear in Google for Jobs.

Social media recruiting runs in five steps. Step 1: Define the candidate persona and the benefits that matter to that person. Step 2: Build one landing page per role. Step 3: Launch ads on Facebook and Instagram, targeted by occupation and radius. Step 4: Collect applications through a 60 second form. Step 5: Optimise on cost per qualified application.

First applications usually arrive within a few days of launch, often in the first week. How fast that happens depends on region, job profile, season and how attractive the offer is. Search adds a second layer that keeps producing applications after the media budget stops, which is the part most recruiting agencies leave out. Our guide on how to find employees covers that groundwork.

Yes. Facebook and Instagram are used across every age group, including 40+, 50+ and beyond, and the regional and trade groups on those platforms skew older than the main feed does. Anyone searching Google for a change of employer is reachable regardless of age anyway. What decides the outcome is the offer: Stability, predictable hours, appreciation of experience and a short application route weigh heavier with this group than a salary headline. We build targeting, imagery and copy around that.

Small and mid sized companies benefit most, because targeting by radius costs them the same as it costs a corporation. Instead of disappearing next to large employers on a job board, you compete on short decision paths, a personal team and a named contact. Regional delivery plus a careers page that ranks locally reaches the people who can realistically commute to you. The same regional signals we build in local SEO also carry your job ads.

Job boards reach the people already searching. Social media recruiting reaches everyone else, which in most trades is the larger and better qualified group. Two differences decide it. A job board listing disappears when the booking ends, while a ranking careers page keeps working. And SEO combined with social targeting usually produces a lower cost per qualified application than a listing sold by the slot. We report that number every month instead of reporting clicks.

No. We create the campaign assets ourselves: Ads, landing pages, application funnel and a careers page that work independently of your existing channels. Existing profiles help and we use them where they are strong, but a thin company page is no reason to wait. On request we advise you on building the presence up alongside the campaign.

SEOcruiting starts at € 2,990. The cost splits into two blocks: The agency fee for strategy, SEO, creative work, campaign management and funnel, plus the media budget that goes directly to Meta. How much media budget makes sense depends on your industry, your location, the number of applications you need and how hard the profile is to fill. We agree a realistic target first, set budget and duration against it, then optimise on cost per qualified application rather than on clicks.

No long lock-in. We work with a sensible minimum term to set up, test and optimise the campaigns, which takes a few weeks to a few months. After that you extend as your hiring plan requires. Notice periods are agreed transparently before you sign, so you keep planning certainty on both sides.

Every application arrives through one structured route: Short form, landing page, funnel, then your applicant management view. We ask only what you need for a first qualifying call, so candidates finish the form instead of abandoning it. You receive each application in a format you can work with straight away, by email, by export or by handover to your own system. Reply within 48 hours; that single habit does more for your hire rate than extra ad budget does.