Allison has over 20 years of advertising agency and media relations experience. Being on the agency and client side she offers a unique perspective to client needs and what it takes to achieve them. As a seasoned marketing professional she has managed strategic planning and multi-media marketing for many healthcare clients, banks, schools, non-profits and universities, as well as the Kentucky Derby Festival. She prides herself on creating and maintaining great relationships. Her experience is a great match for leading and training teams and helping businesses grow
According to LinkedIn’s Global Talent Trends, 73% of job seekers are passive candidates, meaning they aren’t actively job-hunting, but they’re open to new opportunities if the right one comes along. That’s a goldmine for recruiters—if they know how to tap into it
Why Digital is the Future of Recruitment
The numbers speak for themselves
Sources: https://info.recruitics.com/blog/7-recruitment-marketing-trends-we-saw-in-2024; ChatGPT
If your recruitment strategy still revolves around job boards alone, you’re leaving a huge opportunity on the table
What Digital Ads Do Job Seekers Respond To?
It’s not just about where you advertise, but how you do it. Here’s a breakdown of what job seekers respond to
Source: 2024 Sales Fuel Audience Scan Survey
What Happens After Job Seekers See Your Ad?
Understanding post-ad behavior helps optimize your funnel
Source: 2024 Sales Fuel Audience Scan Survey
The Right Digital Product for the Right Job Seeker
Not all jobs (or job seekers) are created equal, so choosing the right digital strategy is key
Use Facebook, Instagram, TikTok, YouTube, and Social Mirror for: ✅ Part-time jobs ✅ College students ✅ Entry-level roles ✅ Gen Z & Millennials ✅ Conversion trackin
Use Display, Native, Social Mirror, Video, OTT, Online Audio, and LinkedIn for: ✅ Highly specific skillsets ✅ Job title targeting ✅ Advanced degrees ✅ Executive or professional roles ✅ List-based targetin
Use Mobile Conquesting for: ✅ Blue-collar jobs ✅ Truck drivers & trade workers ✅ Competitor targeting ✅ On-the-job training role
Use Google PPC & Amazon Targeting for: ✅ Broad audience reach ✅ Website traffic drivin
The #1 Mistake: Bad Job Application Experience
A staggering 92% of candidates drop off before completing a job application. Why
❌ Landing pages that don’t make sense—Job seekers shouldn’t land on your homepage or an intimidating application form right away. Instead, start with a page that showcases your company culture and the job details.
❌ Lack of information—Be upfront about pay, benefits, responsibilities, and growth potential.
❌ Long, tedious applications—If your form feels like a college thesis, you’re losing applicants fast. Keep it short and mobile-friendly.
❌ Not optimized for mobile—If it’s hard to read or fill out on a phone, job seekers will abandon it
Source: https://www.shrm.org/topics-tools/news/talent-acquisition/people-92-never-finish-online-job-applications
The Key To Recruitment Success: Killer Ad Creative
🔹 Headline that grabs attention—“We’re Hiring” won’t cut it. Make it specific and compelling
🔹 Job title clarity—Avoid vague titles like “Associate” or “Team Member.” Use keywords that job seekers actually search for.
🔹 Engaging visuals— ✅ Employee testimonials ✅ Office environment ✅ Fun, relatable images or video
🔹 Call-to-action that converts—“Join Us,” “Talk to Us Today,” “Learn More” drive more engagement than “Apply Now.
Make Your Recruitment Landing Page Work
Want a page that converts? It should: ✅ Highlight your company’s culture, mission, and values ✅ Show real images and videos of your team ✅ Clearly list job perks & benefits ✅ Feature employee testimonials ✅ Explain the hiring process ✅ Be mobile-optimized and easy to navigate ✅ Have a short, simple application form
The job market is more competitive than ever, but the right digital recruitment strategy ensures you reach the right candidates where they already are—online, on mobile, and across multiple platforms. Get in front of passive job seekers with engaging, targeted digital campaigns, and make the application process as seamless as possible
Ready to level up your recruitment game? Think digital
.png)
