engaging gen-y talent online

Gen Y… (are not very receptive to)

Corporate Branding

We have spent a lot of time analyzing the performance of our client’s hiring campaigns on social media.

And we found a gap between what Gen-Y is interested in…

and how traditional companies are trying to acquire Gen-Y talent.

How do we know that?

The best way to measure the success of your job ad is to identify the “click through rate”.

A click through rate is the percentage of people who click when they see it.

The Average click through rate for ads on social media is .10% - .20%

We’ve experienced a some job ads with a 1.97% (10 times better) click through rate.

Why do we care about click through rate?

A click through rate shows how interested level of the audience you’re advertising to.

Here are two ways we optimize our click through rate:1. Target the audience that views the ad is relevant. (Age, location, employer,

school, job title, degree major, etc..)

2. Test different ads to see which one performs the best.

EXAMPLEWe ran several campaigns for an American Bank in Hong Kong.

As you can see below are two variations of the job ad. Which one do you like better?

If you answered the ad on the left, I’m sorry but Gen-Y disagrees with you.

The ad on the right outperformed the one on the left by 30%.

People go through their news feed and only click on something that

catches their attention.

Getting candidates interested in your position is not always the

easiest task. Especially when you’re branding guidelines are really

strict.

We noticed that a very creative unbranded job ad can often

outperform corporate branded ads.

Here are some compliance roles that we’ve ran campaigns for.

This job ad had a click through rate 10 times better than

the previous ones.

What does that mean for my talent acquisition strategy?

It means that you’re getting 10 times more candidates.

Thus being a more efficient sourcing methodology.

Our Most SuccessfulCompliance Job Ad

Moral of the story?

Here are 3 good reasons why broadcasting your job on social is the smart way forward.

1. It’s the best way to access the Gen-Y talent pool.

2. You can target who views your job post. Thus avoiding getting high volumes of irrelevant candidates.

3. You can measure the results using analytics and make adjustments.

We do it better!

If you don’t have a social media sourcing strategy…

Let us engage Gen-Y on your behalf!

Louis Genest

Sales

louis.genest@maachu.com

+65 6637 9074

Contact Us!