As mentioned, these developments Special Database are positive for employees, but for organizations this is a challenge. How Delft found wedding officials by recruiting via social media The Municipality of Delft was looking for one or more Special Officers from the Civil Registry (BABS). The municipality had a more diverse offer in mind. Since there Special Database were still young(err) wedding officials missing from the range, this was a good time to strengthen the team based on this need. Time to recruit! The vacancy was posted on Facebook, Instagram, Instagram Stories, Twitter and LinkedIn through various campaigns. Wedding officials in gowns shared their own enthusiasm for the profession and for working for the Municipality of Delft in a Special Database series of videos.
The enthusiasm of the wedding Special Database officials and the spontaneous approach of these videos leave a positive impression. And the unpolished effect gives absolute charm, but this also clearly shows what you can expect from the municipality as an employer. The fact that they use these informal and enthusiastic videos Special Database shows that you can be yourself here and that the municipality of Delft is experienced as a pleasant working environment. Also read: Double your application rate: 5 conversion factors & learnings Reach the target audience you want to reach The Municipality of Delft has deliberately chosen to segment the Special Database advertisements on social media, which ensures that only the target groups chosen by them will see these advertisements.
Segmentation allows you to target Special Database your ads, making your reach much more valuable and ultimately more effective. For example, the Municipality of Delft has done the following segmentations to draw the attention of the right target group: The Municipality of Delft has received 74 (!!) applications for this vacancy. From these Special Database applications, interviews were conducted with 11 candidates and the municipality accepted 4 new BABS. wow! In total, the recruitment and selection procedure took two months and four days from the moment of Special Database publication to the appointment of the officials. What can we learn from this case?