What is the difference between a classic job ad and a cross-media recruiting campaign?

A job ad fills one open position. A cross-media campaign builds employer attractiveness across all relevant channels – print, social media, job boards, out-of-home. For hekro, we developed a channel matrix that is visible exactly where the target group can be reached.

How does MOREMEDIA® develop a unified campaign visual for staffing providers?

Staffing providers have to communicate as employer and recruiter at the same time. For hekro, we developed a campaign visual that conveys both roles — visually strong, clear in its message, and adaptable to every format from social post to billboard.

How does performance tracking work in a recruiting campaign?

We set up UTM parameters, pixels, and conversion tracking to measure exactly which channel generates which applications. For hekro, we continuously optimized click-through rates and shifted budgets to the best-performing channels.

Can MOREMEDIA® also plan and implement out-of-home campaigns for recruiting?

Yes — we handle the creative development, technical preparation for all poster formats, and can coordinate the media booking. OOH advertising increases your visibility as an employer in the region and complements your digital channels perfectly.

Client

hekro Personalservice GmbH

Cross-media recruiting campaign

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Fast implementation, a manageable target area, maximum attention. Flexible recruiting in times of pandemic and skilled labor shortage.

Especially in times of the pandemic, certain industries are experiencing an unprecedented boom. In this case, the most renowned Austrian manufacturer of quality bicycles was looking for numerous new employees through our long-standing client hekro Personalservice. The task was clear: create a campaign within a very short time that could launch flexibly and quickly and generate maximum attention in a geographically manageable target area. We took on the challenge and developed a cross-media recruiting campaign that, alongside social media and a display campaign, once again relied on a true print classic — the good old flyer.

Cross-media outreach to the right talent — at the right time, on the right channels.

hekro – Cross-Media Recruiting Campaign | MOREMEDIA®

High frequency on social media

To maximize attention, we relied on a manageable target area (very few employees travel more than 35 km as the crow flies to their workplace) and on a relatively high frequency. In this way, we generated more than 1 million impressions among potential new employees within a short runtime of just 20 days and received a correspondingly high number of contacts. For the formats, we relied on a successful mix of carousel posts and standard image-and-text posts, which we served in various versions to different target groups.

Job posting via Facebook Jobs

In addition, there was of course a native job ad, which was also promoted at high frequency to generate as many applications as possible. Precisely this mix of different formats and target groups is essential today, because in times like these, job searching on social media has become far more difficult than it was just a few years ago. We aimed to counter this with clear messages, memorable images, and an honest description of the job.

Almost forgotten, rediscovered this time: the flyer!

Something almost forgotten in the age of online marketing was reactivated by us for this campaign: we developed a flyer that was distributed around the potential new workplace. Combined with the high-frequency online measures, it was an ideal complement that certainly contributed its share to achieving the campaign goals.

Display campaign

Alongside the social media activities and the flyer, we relied — especially in remarketing — on a broad, likewise high-frequency display campaign that, with almost 1.5 million impressions in the target area, contributed a considerable share to the high attention the recruiting campaign achieved despite its comparatively short duration.

How we worked

From the first briefing to the result — structured and transparent in clearly defined steps.

01 — Analysis
Evaluated the recruiting process, target audience touchpoints, and previous measures.

02 — Cross-Media Strategy
Channel matrix: print, social, job boards, OOH — with budget allocation.

03 — Creative
Developed a unified campaign visual, ad formats, and social assets.

04 — Ad Placement & Measurement
Media strategy, tracking setup, ongoing optimization of click-through rates.

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