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Recruitment Marketing

From employer brand to hires

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author
Tim Sol
Business Consultant

Three situations we encounter every week.

Why recruitment marketing?

  • Job openings stay open too long

    You post, you wait, you extend the deadline. Every week a position remains open costs production and puts pressure on the team that’s left. We first identify where the candidate journey is stalling and fix that before increasing the budget.

  • Visible only when there’s a job opening

    Campaigns turn on when a position is open and off when someone is hired. This means you start from scratch every time and pay the full price for brand awareness. We continuously build your employer brand so that your target audience already knows you.

  • No one knows what a hire costs

    Applications are counted, but hires aren’t tracked back to the source channel. We integrate the funnel all the way into your ATS, so you see cost-per-hire by channel instead of cost-per-click.

Redkiwi as your recruitment growth partner

You have job openings that have been open for too long and a target audience that you can’t convince with an ad alone. In a tight labor market, the candidate makes the choice—and they base it on what they already know about you before the job posting goes live.

For us,recruitment marketing is a growth engine with two gears: an employer brand that continuously builds awareness and preference, and campaigns that drive applications. The first makes the second more cost-effective.

You’ll work with Tim, a recruitment specialist. He’ll develop the strategy together with you and your recruiters, and track cost-per-hire, time-to-hire, and conversion rates in a dashboard you can access yourself. This way, you can see the cost per hire for each channel.

  • 22+ jaar ervaring
  • 9,3 klanttevredenheid
  • 55+ Kiwi specialisten

What does recruitment marketing entail?

We start with the target audience and your employer brand proposition: what makes working here worthwhile, and for whom. Then we build the funnel. Awareness through video and social media, consideration through stories from colleagues, and conversion through a job posting page that’s fast and clear. We reach talent who are passively searching using the same approach, but earlier in their journey. Employer branding and labor market communication aren’t separate projects here—they’re the top of the same funnel.

From recruitment strategy to campaigns that deliver results

An approach that doesn’t translate into action won’t deliver candidates. We set up the campaigns ourselves on LinkedIn, Meta, Google, and—where appropriate—DOOH, with a measurement framework that extends all the way to your ATS. During the monthly meeting, we review the cost-per-hire by channel and reallocate the budget to what’s working. Your recruiters are right there at the table with us, because they’re the first to see the quality of the candidate pipeline.

The same proposition, consistently applied across your brand and channels.

Combining recruitment marketing with

Recruitment marketing is never in isolation. Brand building ensures candidates already know you, social media reaches people who aren’t actively searching, and the campaign concept keeps the story consistent across all channels. We handle all three within the same team.

From proposition to trackable cost-per-hire.

How recruitment marketing works

  • 1. Target Audience and Value Proposition

    We identify who you’re looking for, what motivates that person, and why they would choose you. That becomes your employer proposition, expressed in language your colleagues will recognize.

  • 2. Concept and Content

    Videos, stories, and ads tailored to each stage of the hiring funnel. Not just a standalone job posting banner, but content that works even when there are no open positions.

  • 3. Campaigns Live

    We set up the campaigns on LinkedIn, Meta, Google, and, where appropriate, DOOH, with targeting and a budget for each phase.

  • 4. Tracking all the way to the ATS

    The funnel extends all the way to your ATS, so you’ll see not only applications but also which channels actually result in hires.

  • 5. Adjusting Based on Cost-Per-Hire

    Every month, we shift budget to the channels with the lowest cost-per-hire. Your recruiters report on the quality of the candidate pool, and we incorporate that into our targeting.

Three employers, three different job markets.

Results with recruitment marketing

  • Recruitment Marketing

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    Flexhub

    Empowering ambitious flex entrepreneurs

View all our case studies View all our case studies

Independent advice, no bias.

Tools to support your recruitment campaigns

Manage Facebook, Messenger, and Instagram business from a single place.

Smart campaigns on the Netherlands’ largest media brands

Understand your visitors and improve every step with Google Analytics

Discover new opportunities through new leads
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Schedule a one-hour strategy session

In one hour, we’ll review your job openings, your metrics, and your current campaigns. You’ll learn where the candidate journey is stalling and what it’s currently costing you to hire. It takes just one hour and doesn’t commit you to anything.

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Agreement 

Meet the team

Tim Sol
Business Consultant
Lukas Roeling
Head of Performance Branding & Digital Strategist
Meet the whole team Meet the whole team

How much does recruitment marketing cost?

That depends on the number of job openings, the talent shortage in your field, and the region where you’re searching. A technical role in the Randstad requires a different budget than a position with plenty of candidates.

What you always get: a dedicated point of contact, a proposition your colleagues will recognize, campaigns that track all the way into your ATS, and a monthly meeting where we adjust the strategy together. If something doesn’t go as planned, we’ll let you know and provide a proposal.

Want to know what a hire will cost you right now? Schedule a strategy session, and we’ll break down the costs by channel.

Schedule a strategy session Go to the contact form

Frequently Asked Questions About Recruitment Marketing

01/ What is performance branding recruitment marketing?

Performance branding combines brand building with performance marketing. You simultaneously work on building a strong employer brand and driving measurable conversions—such as job applications—thereby achieving both long-term visibility and immediate results.

02/ What is an Employer Value Proposition (EVP)?
An EVP is your unique employer promise. It tells candidates why they should choose your organization and forms the basis for all recruitment campaigns.
03/ How do you use AI in recruitment marketing?

We use AI for smart targeting, ad optimization, and continuous performance analysis. This allows us to reach not only active job seekers but also passive talent who are open to new opportunities.

04/ Can you also help with employer branding?
Yes, employer branding is an essential part of our approach. We develop your EVP and create campaigns that make your brand attractive to top talent.
05/ How does Redkiwi measure success in recruitment campaigns?

We focus on hard data: cost-per-hire, conversion rates, and reach. Through continuous optimization, we ensure measurable improvements at every stage of the funnel.