Your digital recruiting team
CHALLENGE #1
QUALITY OF CANDIDATES
How do I drive quality applicants while relieving my HR team of so many demands?
Solution: CrowdSouth’s CrowdBuilder
- Decades of experience
- Strategic marketing and advertising campaigns
- Increase employer brand perception
- Identify and reach qualified candidates
- Fill [Company] hiring funnel with the right applicants
CHALLENGE #2
QUANTITY OF CANDIDATES
Why aren’t we able to acquire sufficient qualified applicants for our open positions?
The labor force participation rate has hovered above 60% for the past year, so why can’t we get enough applicants for our open positions?*
Posting to Indeed or ZipRecruiter is no longer enough.
*Source: U.S. Bureau of Labor Statistics
Often, we’re fishing in the wrong pond, or we don’t have the right bait. We can’t simply “post it to Indeed” anymore. We must use every arrow in our quiver—especially digital ads and the right content to drive applications to your team.
CASE STUDY
FORTUNE 100 PREPARED FOODS
Goal
Fill applicant pipeline with the right candidates for new facilities opening annually.
Challenge
Create the right messaging in collaboration with the client’s marketing team.
Utilize CrowdSouth research, strategy and data to understand tactical positioning and channels.
Multi-phase Strategy
- Strong employer branding campaign prior to hiring start date to establish employer brand dominance / authority and alleviate any public relations issues.
- Highly focused, multi-media digital ad campaign (social media, search, video, OTT, etc.) to fill the applicant funnel for their local HR team.
*Individual results may vary based on specific campaign details.
KEY MANAGEMENT HIRING
100%
Management team recruited on budget, in place and on-time
EMPLOYER BRANDING
14
Media / Event appearances, Sponsorships, Speaking engagements
CTR TO APPLICATION
25.3%
Click-Thru Rate (CTR) from digital ads to application page — *average CTR is 3.17%
CASE STUDY
GOVERNMENT
Goal
Recruit new employees for new businesses and companies put in place by setting economic development records for their state.
Challenge
Expediently recruit talent from outside the region to fill jobs, as the locality is comprised of a low unemployment rate and high enrollment rate.
Multi-phase Strategy
- Two- year, employer brand campaign paired with KPIs on applicants shared with all businesses in need.
- Web portal development touting the region.
- Employer brand campaign targeting job seekers and potential job seekers in adjacent regions with higher unemployment and lower enrollment.
*Individual results may vary based on specific campaign details.
APPLICATIONS RECEIVED
3,940
Short-form lead applications from active job seekers, sent directly to employers from the Google Ad campaign
TRAFFIC GENERATED
FROM ADJACENT REGIONS
76%
KPI of generating interest outside the community and driving applicants from adjacent areas achieved
CTR TO APPLICATION
7.76%
Over 2X+ greater than the industry average. Attributed to solid content, enticing call-to- actions, and robust benefits
CASE STUDY
MANUFACTURING
Goal
Retain and attract new qualified employees.
Challenge
Positively impact perception of employer’s overall reputation, benefits and pay.
Strategy
Three-pronged strategically targeted social media campaign; early-stage employer branding, brand reparation, reputations management.
*Source: Google • *Individual results may vary based on specific campaign details.
INCREASE IN EMPLOYEE RATINGS
+61%*
Increase in employee ratings regarding pay and benefits – Pre- campaign vs. Post-campaign*
AD IMPRESSIONS
1.97M+
Social Media Network
HIRES
100+
Continual “drip” campaign is in effect, driving new applicants and hedging attrition.
CASE STUDY
HEALTHCARE
Goal
Retain and attract new qualified employees.
Challenge
Fulfill the constant need in healthcare to keep an always-on hiring campaign running to acquire qualified new candidates and retain current ones.
Multi-phase Strategy
A always-on employer branding campaign which touted benefits, build trust, highlighted long-term employees and posted jobs in high-exposure / impact, viral and “shareable” environments utilizing a variety of deep-reaching messaging.
*Individual results may vary based on specific campaign details.
AVERAGE CLICKS TO APPLICATION
65
An average of 65 clicks to the application page generated for each job message (Google campaign)
NUMBER OF ADS
46
Social & video channels (employer branding) and Tightly focused “position- specific” Search ads
SOCIAL IMPRESSIONS
32K-69K
Number of impressions per job ad, average consumer engagements of 800+ per job ad
TARGETED PERSONA
GABRIELLA GARCIA
Gabriella loves to cook, enjoys following soccer stars and spending time with her son. She lives 20 miles from the new facility, and although that seems like a reasonable commute, she’s frustrated with the weak benefits and poor work-life balance her current employer provides. Gabriella is thinking about looking for another job, but hasn’t yet started. CrowdSouth has the data to meet her, and others like her, where they spend their time.
| 45% | ||
| Google Search | 40% | |
| Outdoor Advertising | 10% | |
| Retargeting Ads | 5% |
A NOTE
FROM OUR CEO
We build a thorough strategy, customized for the employer’s specific project. Then, we execute a calculated mix of solutions to meet the targets where they are. If goals aren’t being reached at any point, we pivot… and pivot again if necessary. We don’t let up until we’re driving the right candidates to your open positions.”
How Can We Help?
"*" indicates required fields