Challenge

Croonwolter&dros needed to fill 400 job openings in a tight technical job market. How do you reach scarce talent and actually get the right people to apply?

Solution

We translated the EVP “Future made by you” into a data-driven, multichannel recruitment approach. For each target group, we determined which channels worked best and allocated the budget based on talent scarcity and priority. Later, we also automated the job posting and advertising process using an XML feed.

Results

2x as many website visitors
+100% growth in the number of applicants
400 job openings for which the campaigns were used
- A cost per applicant that was lower than through recruitment agencies

Data-driven recruitment marketing

Croonwolter&dros already had a strong Employer Value Proposition (EVP): Future made by you. It was up to us to ensure that promise resonated with the right target audience.

We translated the EVP into concrete recruitment campaigns. In vibrant green and purple, with powerful visuals and a corporate video that sticks in your mind. This allowed us to make the message visible throughout the entire funnel. See. Think. Do. Care.

We built the employer brand and immediately set to work filling 400 job openings—in a market where everyone is looking for the same people.

THE APPROACH

We opted for a smart, data-driven multichannel approach. No one-size-fits-all. No standard advertising. Using multiple channels? Anyone can do that. But the difference lies in the choices you make. We dove into the data. We analyzed which channel really worked for each target audience.
We didn’t think in terms of channels, but in terms of people. And that works. For each job category, we determined where the talent shortage was, where the competition was, and where we therefore needed to be visible. For example, we discovered that certain target groups don’t search on Google—but they do scroll through Meta. So that’s where we were.

We deployed DPG content so that the target audience would see relevant ads pop up during their coffee break—at exactly the right moment.
We also saw that DOOH campaigns were effective in specific locations. That’s useful if you want to stay just one step ahead of the competition.

We also brought structure to the job postings: what’s business-critical, and what’s just a nice-to-have? That way, we could allocate the budget wisely. Some roles simply had to be filled to get projects off the ground. That was the priority.

THE RESULT

Doubling of website visitors
Over 100% increase in applicants
Cost per applicant so low that no recruitment agency could compete

In a market with chronic shortages in the tech sector, that’s remarkable. But it is possible.

Optimization: from manual processes to automation

We didn’t stop at good results. We kept going. We optimized. We looked for room to grow.
Together with Synetic (Croonwolter&dros’s website developer), we developed an XML feed. It automatically retrieves job openings from the “werkenbij” site and loads them via a central tool. This allows us to manage and optimize all online ads in one place.

Thanks to this integration, we now automatically assign job postings to job slots based on smart rules. That saves time. It reduces errors. And it cuts costs.

The Next Step

The foundation is in place. Performance, check! Process, check!
Now it’s time for the next step: collecting more first-party data and using it strategically. So we can continue to refine our campaigns. And keep growing.
This is how we ensure that Croonwolter&dros attracts the right talent—not just today, but tomorrow as well. So we can keep building the future together. Future made by us ;)