The skills shortage is real. Your recruiting has to be too.

You post on karriere.at, on your website, maybe also on willhaben. But the best employees are not actively job-hunting – they have to be reached where they spend their time: on Instagram, Facebook, YouTube.

When applications come in, they often don't fit. Untrained applicants for skilled positions, career changers without context, applications without a cover letter. The problem isn't the market – it's that your ad speaks to the wrong people.

The business around the corner posts videos from team trips, shows the workshop, lets employees tell their stories. You have none of that. Your salary may be the same or better – but no one sees it. Whoever doesn't show up online as an employer loses to the one who does.

more passive candidates reached than via job boards

of employees not actively job-hunting – but open to the right offer

per application (vs. €200+ on job boards)

first applications typically in the first week

Job boards reach only the 30 % who are actively searching. The best people are usually employed and content enough not to search – but open enough to switch for a good offer. You only reach them via social media, not via karriere.at.

„We offer a dynamic environment, flat hierarchies and performance-based pay.“ Everyone says that. What does NOT appear on every ad? What really makes it special to work at your place? Real insights beat platitudes.

Upload CV, cover letter, 12 form fields, registration required. On a smartphone. The candidate is gone after field 4. In performance recruiting: the shorter the path to apply, the more applications. 3 questions and a phone number are enough for first contact.

You're a great employer – but no one knows except your current employees. No team photos, no videos, no insights. Applicants google your company before applying. If they find nothing, they apply elsewhere.

„Let's run a Facebook ad“ is not recruiting. Recruiting marketing works like client marketing: as a permanent system. Even when no role is currently open, employer visibility builds the talent pool. So when you do need someone, applications come in faster.

Yes, salary matters. But most people willing to switch don't name money as the main reason – they name lack of appreciation, no development potential, poor leadership. If your campaign only says „€3,500 gross“, you're addressing the wrong people. Show why it pays off to work with you – not just what it pays.

✓ Good fit

• ✓Companies with regular recruiting needs (2+ positions per year) – A system only pays off with recurring need.
• ✓Willingness to create authentic content – Photos and short videos of the team are the biggest lever in recruiting marketing.
• ✓At least €1,500/month ad budget for recruiting – Foundation for solid data and a real learning curve.
• ✓Employer who really has something to offer – not just a salary – Culture, development, leadership: that's the difference we make visible.

× Not a fit

• ׄWe pay minimum wage and offer nothing else“ – Then no marketing helps, you need a better offer.
• ×One-off search for a single role – For a single position we recommend targeted one-time placements, not a system.
• ×No interest in employer branding – If you don't want to show who you are as an employer, no campaign can compensate.
• ×Hiring process takes 6 weeks for a response – The best candidates are gone in 10 days. Fix the process first, then the campaign.
• ×Leadership problem instead of a marketing problem – If employees regularly leave after 6 months, recruiting solves the symptom, not the cause.