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Quality talent isn't actively scrolling job boards, they're employed, engaged, and not seeking. Our targeted recruitment marketing campaigns reach specialised talent pools through strategic multi-channel activation, turning passive candidates into active applicants for your hard-to-fill roles. We combine EVP positioning, audience targeting, creative execution, and performance optimization to generate qualified candidate pipelines 
where traditional recruitment approaches fail.

When recruitment marketing works.

Recruitment marketing campaigns deliver exceptional results for specific talent acquisition challenges where job board postings and agency recruitment prove ineffective.

6 COMMON SCENARIOS

Hard-to-Fill Technical Roles Geographic Talent Scarcity High-Volume Seasonal Hiring
Specialised skills requiring targeted reach to passive candidates not actively job searching, engineers, data scientists, cybersecurity specialists.
Regional locations with limited local talent pools requiring attraction campaigns targeting candidates willing to relocate.
 
 Retail, hospitality, logistics requiring concentrated hiring during specific periods, reaching candidates before competitors.
Niche Industry Specialists Competitive Talent Markets Employer Brand Awareness
Roles requiring unique industry experience or certifications, healthcare professionals, licensed tradespeople, specialised advisors.
 
 High-demand roles where multiple organisations compete for limited talent, technology, finance, specialised professional services. Organisations with limited brand recognition requiring awareness-building before candidate conversion becomes possible.

 

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Case Study | Recruitment Marketing Campaign

Targeted EVP & multi-channel recruitment campaign for hard-to-fill roles.

Delivering 845% application surge and 48% cost savings through strategic digital recruitment marketing. 

This case study examines how a targeted employer value proposition combined with multi-channel digital recruitment strategy delivered exceptional results for a NSW council's new waste service launch. The campaign demonstrates the effectiveness of evidence-based EVP development and strategic digital activation in competitive talent markets, particularly for hard-to-fill operational roles where traditional recruitment approaches fail. 

Read the case study
Harrier Case Study Targeted EVP & Recruitment Campaign 2025

Strategic recruitment marketing methodology.

Before launching campaigns, we assess your target talent profile, competitive context, and attraction barriers. Our methodology combines 
audience research, channel strategy, creative execution, and performance optimisation to generate qualified candidate pipelines.

AUDIENCE & MARKET INTELLIGENCE CAMPAIGN STRATEGY & CREATIVE CAMPAIGN ACTIVATION & OPTIMISATION CANDIDATE CONVERSION & REPORTING
Understanding Who You're Targeting Designing Compelling Activation Launch and Performance Management Maximising Campaign ROI
  • Target talent persona development and segmentation
  • Competitive landscape analysis and positioning audit
  • Channel preference research and media consumption patterns
  • Geographic and demographic targeting parameters
  • Messaging priorities and decision criteria mapping
  • Budget allocation and expected ROI modeling
  • EVP positioning and messaging framework for campaign
  • Creative concept development and audience testing
  • Multi-channel media strategy and budget allocation
  • Visual identity and creative asset production
  • Landing page strategy and conversion optimisation
  • Performance tracking framework and KPI definition
  • Multi-channel campaign launch and monitoring
  • Daily performance tracking and budget management
  • Creative A/B testing and message optimisation
  • Audience refinement based on engagement data
  • Real-time adjustments to maximise ROI
  • Weekly performance reporting and insights
  • Application conversion tracking and quality assessment
  • Candidate progression monitoring through recruitment stages
  • Cost-per-application and cost-per-hire analysis
  • Campaign performance reporting and insights
  • Recommendations for future campaign optimisation
  • Post-campaign talent pool nurturing strategy

 

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Commonly asked questions.

The How long does a recruitment marketing campaign take to deliver results?

Timeline varies by role complexity and market conditions:

Immediate Impact (Week 1-2)
  • Campaign launch and initial candidate engagement
  • Early application flow and brand impression generation
Momentum Building (Week 3-6)
  • Optimisation based on performance data
  • Increased application volume as awareness builds
  • Creative refinement and audience targeting improvements
Peak Performance (Week 6-12+)
  • Maximum ROI and cost-per-application efficiency
  • Sustained qualified candidate pipeline
  • Ongoing optimisation and conversion improvement
Most campaigns require 8-12 weeks for optimal results, though urgent hiring can see qualified applications within the first 2 weeks through accelerated activation.

What budget is required for effective recruitment marketing campaigns?

Budget depends on role volume, competition, and geographic reach. We provide transparent budget recommendations during consultation based 
on your specific requirements, expected ROI, and competitive context.

How do recruitment marketing campaigns differ from standard job advertising?

Standard job advertising posts roles on job boards and waits for active job seekers to apply. Recruitment marketing campaigns proactively reach passive talent through targeted multi-channel strategies.

Recruitment Marketing Campaigns
  • Reaches passive talent not actively searching
  • Sophisticated audience targeting and segmentation
  • Customised messaging and compelling creative
  • Builds employer brand awareness and equity
  • Multi-channel coordinated activation
  • Performance optimisation and A/B testing
  • Measurable ROI and conversion tracking
Campaigns deliver superior results for hard-to-fill roles, competitive markets, and specialised talent where passive candidate reach is essential.

Can we run campaigns for multiple roles simultaneously?

Yes. Multi-role campaigns are often more cost-effective than individual role campaigns through:

  • Shared creative assets and messaging frameworks
  • Consolidated media buying and channel optimisation
  • Broader talent pool attraction with role-specific nurturing
  • Improved budget efficiency through economies of scale
  • Unified employer brand activation across opportunities

We typically segment roles into cohorts (operational, technical, corporate) with tailored messaging while maintaining cohesive employer brand positioning across the complete campaign.

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Fill in the form below and our Campaign Specialists will help define your Talent Challenge.
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