<h1>Qualifizierte Mitarbeiter über Social Media finden – geht das?</h1>Social Media ist längst nicht mehr nur Unterhaltung, auch die Suche nach qualifizierten Mitarbeitern hat sich dorthin verlagert. Doch ist Social Media wirklich ein Kanal, über den man qualifizierte Mitarbeiter findet? Die Antwort ist klar: Ja, wenn Sie die Plattformen strategisch nutzen. Der Vorteil: Sie erreichen nicht nur aktiv Jobsuchende, sondern auch die grosse Gruppe an passiven Kandidaten, die offen für neue Möglichkeiten sind, aber nicht aktiv auf Stellenportalen suchen.<h3>Starkes Employer Branding aufbauen</h3>Ein starker Arbeitgeberauftritt ist die Basis für erfolgreiches Recruiting in sozialen Netzwerken. Indem Sie Einblicke in die Unternehmenskultur, Projekte und Mitarbeiter geben, schaffen Sie Vertrauen und Neugier. So können sich potenzielle Kandidaten ein Bild davon machen, ob Ihr Unternehmen zu ihren Werten passt. Ein kurzes Video mit Mitarbeitern, die erzählen, warum sie gerne im Unternehmen arbeiten, kann mehr Wirkung erzielen als eine lange Stellenanzeige.<h3>Gezielte Social Media Ads schalten</h3>Mit Recruiting-Ads erreichen Sie genau die Menschen, die Sie suchen und das weit präziser als über klassische Stellenanzeigen. Auf Plattformen wie LinkedIn oder Facebook können Sie Ihre Stellenanzeigen nach Kriterien wie Berufserfahrung, Qualifikationen, Standort oder Interessen ausspielen. So erreichen Sie genau die Kandidaten, die für Ihre Position relevant sind. Das minimiert Streuverluste und erhöht die Chance, dass sich qualifizierte Fachkräfte angesprochen fühlen.<h3>Aktive Ansprache statt nur warten</h3>Gerade auf LinkedIn lohnt es sich, potenzielle Kandidaten direkt anzusprechen. Eine persönliche, wertschätzende Nachricht mit Bezug zum Profil des Kandidaten erhöht die Antwortquote deutlich. Statt nur auf Bewerbungen zu hoffen, gehen Sie proaktiv auf Talente zu. Das zeigt Engagement und Wertschätzung.<h3>Mitarbeiter als Botschafter einbinden</h3>Ihre eigenen Mitarbeiter sind die glaubwürdigsten Multiplikatoren. Indem sie Stellenausschreibungen, Einblicke oder Erfolge auf ihren persönlichen Kanälen teilen, steigt die Reichweite. Zudem wirken Empfehlungen von Kollegen oft authentischer als Botschaften des Unternehmens.<h3>Fazit</h3>Die Suche nach qualifizierten Mitarbeitern über Social Media ist nicht nur möglich, sondern zunehmend unverzichtbar. Ob durch ein starkes Employer Branding, gezielte Ads, Active Sourcing oder Mitarbeiter als Markenbotschafter– die Chancen sind vielfältig. Entscheidend ist, dass Sie Ihre Massnahmen strategisch auf Ihre Zielgruppe abstimmen und dabei authentisch bleiben. Wer Social Media richtig einsetzt, gewinnt nicht nur Bewerber, sondern die passenden Talente, die Ihr Unternehmen langfristig stärken.

<h1>Finding qualified employees through social media – is it possible?</h1>Social media is no longer just about entertainment, the search for qualified employees has also shifted there. But is social media really a channel where you can find qualified talent? The answer is clear: yes, if you use the platforms strategically. The advantage: you reach not only active job seekers but also the large group of passive candidates who are open to new opportunities but not actively searching on job portals.<h3>Build strong employer branding</h3>A strong employer presence is the foundation for successful recruiting on social networks. By offering insights into your company culture, projects, and employees, you create trust and spark curiosity. This allows potential candidates to see whether your company matches their values. A short video of employees sharing why they enjoy working at your company can be more effective than a long job posting.<h3>Run targeted social media ads</h3>Recruiting ads allow you to reach exactly the people you are looking for, and far more precisely than traditional job postings. On platforms like LinkedIn or Facebook, you can target your ads based on criteria such as work experience, qualifications, location, or interests. This way you reach the candidates most relevant to your position. It minimizes waste and increases the chances of attracting qualified professionals.<h3>Active outreach instead of waiting</h3>Especially on LinkedIn, it pays off to approach potential candidates directly. A personal, respectful message tailored to the candidate’s profile significantly increases response rates. Instead of just waiting for applications, proactively reach out to talent. This demonstrates both initiative and appreciation.<h3>Involve employees as ambassadors</h3>Your own employees are the most credible multipliers. When they share job postings, insights, or achievements on their personal channels, your reach grows. In addition, recommendations from colleagues often feel more authentic than messages directly from the company.<h3>Conclusion</h3>Finding qualified employees through social media is not only possible but increasingly essential. Whether through strong employer branding, targeted ads, active sourcing, or employees as brand ambassadors – the opportunities are diverse. The key is to align your efforts strategically with your target audience while staying authentic. Companies that use social media effectively don’t just attract applicants – they gain the right talent to strengthen their business in the long term.

<h1>Trouver des employés qualifiés via les réseaux sociaux – est-ce possible ?</h1>Les réseaux sociaux ne servent plus seulement au divertissement, la recherche de collaborateurs qualifiés s’y est également déplacée. Mais les réseaux sociaux sont-ils vraiment un canal pour trouver des talents qualifiés ? La réponse est claire : oui, si vous utilisez les plateformes de manière stratégique. L’avantage : vous atteignez non seulement les candidats actifs, mais aussi le grand nombre de candidats passifs qui restent ouverts à de nouvelles opportunités sans chercher activement sur les sites d’emploi.<h3>Développer une forte marque employeur</h3>Une présence employeur solide est la base d’un recrutement réussi sur les réseaux sociaux. En partageant des aperçus de votre culture d’entreprise, de vos projets et de vos collaborateurs, vous instaurez la confiance et suscitez la curiosité. Cela permet aux candidats potentiels de voir si votre entreprise correspond à leurs valeurs. Une courte vidéo d’employés expliquant pourquoi ils aiment travailler dans votre entreprise peut avoir plus d’impact qu’une longue offre d’emploi.<h3>Diffuser des publicités ciblées sur les réseaux sociaux</h3>Les annonces de recrutement vous permettent d’atteindre exactement les profils recherchés, et de façon beaucoup plus précise que les annonces classiques. Sur des plateformes comme LinkedIn ou Facebook, vous pouvez cibler vos annonces selon des critères tels que l’expérience professionnelle, les qualifications, la localisation ou les centres d’intérêt. Ainsi, vous atteignez précisément les candidats pertinents pour votre poste. Cela réduit les pertes de diffusion et augmente vos chances de séduire des professionnels qualifiés.<h3>Approcher activement au lieu d’attendre</h3>En particulier sur LinkedIn, il est judicieux d’aborder directement les candidats potentiels. Un message personnel et respectueux, adapté au profil du candidat, augmente nettement les taux de réponse. Au lieu d’attendre les candidatures, allez proactivement à la rencontre des talents. Cela montre à la fois de l’engagement et de la reconnaissance.<h3>Impliquer les employés comme ambassadeurs</h3>Vos propres collaborateurs sont les ambassadeurs les plus crédibles. En partageant des offres d’emploi, des moments de vie interne ou des réussites sur leurs canaux personnels, ils élargissent naturellement votre portée. De plus, les recommandations venant de collègues paraissent souvent plus authentiques que les messages de l’entreprise elle-même.<h3>Conclusion</h3>La recherche de collaborateurs qualifiés via les réseaux sociaux est non seulement possible mais de plus en plus indispensable. Qu’il s’agisse de renforcer la marque employeur, de campagnes ciblées, d’active sourcing ou d’impliquer vos employés comme ambassadeurs, les possibilités sont nombreuses. L’essentiel est d’adapter vos actions de manière stratégique à votre public cible tout en restant authentique. Ceux qui utilisent correctement les réseaux sociaux ne gagnent pas seulement des candidats, mais les talents adaptés, capables de renforcer durablement l’entreprise.

Qualifizierte Mitarbeiter über Social Media finden – geht das?

Social Media ist längst nicht mehr nur Unterhaltung, auch die 

Suche nach qualifizierten Mitarbeitern hat sich dorthin verlagert

. Doch ist Social Media wirklich ein Kanal, über den man qualifizierte Mitarbeiter findet? 

, wenn Sie die Plattformen strategisch nutzen. 

Der Vorteil: Sie erreichen nicht nur aktiv Jobsuchende

, die offen für neue Möglichkeiten sind, aber nicht aktiv auf Stellenportalen suchen.

starker Arbeitgeberauftritt ist die Basis

 für erfolgreiches Recruiting in sozialen Netzwerken. Indem Sie Einblicke in die Unternehmenskultur, Projekte und Mitarbeiter geben, 

. So können sich potenzielle Kandidaten ein Bild davon machen, ob Ihr Unternehmen zu ihren Werten passt. Ein kurzes Video mit Mitarbeitern, die erzählen, warum sie gerne im Unternehmen arbeiten, kann mehr Wirkung erzielen als eine lange Stellenanzeige.

Mit Recruiting-Ads erreichen Sie genau die Menschen, die Sie suchen

 und das weit präziser als über klassische Stellenanzeigen. Auf Plattformen wie LinkedIn oder Facebook können Sie Ihre Stellenanzeigen nach Kriterien wie Berufserfahrung, Qualifikationen, Standort oder Interessen ausspielen. 

So erreichen Sie genau die Kandidaten, die für Ihre Position relevant sind

. Das minimiert Streuverluste und erhöht die Chance, dass sich qualifizierte Fachkräfte angesprochen fühlen.

potenzielle Kandidaten direkt anzusprechen

. Eine persönliche, wertschätzende Nachricht mit Bezug zum Profil des Kandidaten erhöht die Antwortquote deutlich. 

Statt nur auf Bewerbungen zu hoffen, gehen Sie proaktiv auf Talente zu

. Das zeigt Engagement und Wertschätzung.

Ihre eigenen Mitarbeiter sind die glaubwürdigsten Multiplikatoren

. Indem sie Stellenausschreibungen, Einblicke oder Erfolge auf ihren persönlichen Kanälen teilen, steigt die Reichweite. Zudem wirken Empfehlungen von Kollegen oft authentischer als Botschaften des Unternehmens.

Die Suche nach qualifizierten Mitarbeitern über Social Media ist

. Ob durch ein starkes Employer Branding, gezielte Ads, Active Sourcing oder Mitarbeiter als Markenbotschafter– die Chancen sind vielfältig. Entscheidend ist, dass Sie Ihre Massnahmen strategisch auf Ihre Zielgruppe abstimmen und dabei authentisch bleiben. Wer Social Media richtig einsetzt, gewinnt nicht nur Bewerber, sondern die 

, die Ihr Unternehmen langfristig stärken.

Finding qualified employees through social media – is it possible?

Social media is no longer just about entertainment, the 

search for qualified employees has also shifted there

. But is social media really a channel where you can find qualified talent? 

, if you use the platforms strategically. 

The advantage: you reach not only active job seekers

 who are open to new opportunities but not actively searching on job portals.

strong employer presence is the foundation

 for successful recruiting on social networks. By offering insights into your company culture, projects, and employees, you 

. This allows potential candidates to see whether your company matches their values. A short video of employees sharing why they enjoy working at your company can be more effective than a long job posting.

Recruiting ads allow you to reach exactly the people you are looking for

, and far more precisely than traditional job postings. On platforms like LinkedIn or Facebook, you can target your ads based on criteria such as work experience, qualifications, location, or interests. 

This way you reach the candidates most relevant to your position

. It minimizes waste and increases the chances of attracting qualified professionals.

. A personal, respectful message tailored to the candidate’s profile significantly increases response rates. 

Instead of just waiting for applications, proactively reach out to talent

. This demonstrates both initiative and appreciation.

Your own employees are the most credible multipliers

. When they share job postings, insights, or achievements on their personal channels, your reach grows. In addition, recommendations from colleagues often feel more authentic than messages directly from the company.

Finding qualified employees through social media is

. Whether through strong employer branding, targeted ads, active sourcing, or employees as brand ambassadors – the opportunities are diverse. The key is to align your efforts strategically with your target audience while staying authentic. Companies that use social media effectively don’t just attract applicants – they gain the 

 to strengthen their business in the long term.

Trouver des employés qualifiés via les réseaux sociaux – est-ce possible ?

Les réseaux sociaux ne servent plus seulement au divertissement, la 

recherche de collaborateurs qualifiés s’y est également déplacée

. Mais les réseaux sociaux sont-ils vraiment un canal pour trouver des talents qualifiés ? 

, si vous utilisez les plateformes de manière stratégique. 

L’avantage : vous atteignez non seulement les candidats actifs

 qui restent ouverts à de nouvelles opportunités sans chercher activement sur les sites d’emploi.

 d’un recrutement réussi sur les réseaux sociaux. En partageant des aperçus de votre culture d’entreprise, de vos projets et de vos collaborateurs, vous 

instaurez la confiance et suscitez la curiosité

. Cela permet aux candidats potentiels de voir si votre entreprise correspond à leurs valeurs. Une courte vidéo d’employés expliquant pourquoi ils aiment travailler dans votre entreprise peut avoir plus d’impact qu’une longue offre d’emploi.

Diffuser des publicités ciblées sur les réseaux sociaux

Les annonces de recrutement vous permettent d’atteindre exactement les profils recherchés

, et de façon beaucoup plus précise que les annonces classiques. Sur des plateformes comme LinkedIn ou Facebook, vous pouvez cibler vos annonces selon des critères tels que l’expérience professionnelle, les qualifications, la localisation ou les centres d’intérêt. 

Ainsi, vous atteignez précisément les candidats pertinents pour votre poste

. Cela réduit les pertes de diffusion et augmente vos chances de séduire des professionnels qualifiés.

Approcher activement au lieu d’attendre

En particulier sur LinkedIn, il est judicieux d’

aborder directement les candidats potentiels

. Un message personnel et respectueux, adapté au profil du candidat, augmente nettement les taux de réponse. 

Au lieu d’attendre les candidatures, allez proactivement à la rencontre des talents

. Cela montre à la fois de l’engagement et de la reconnaissance.

Impliquer les employés comme ambassadeurs

Vos propres collaborateurs sont les ambassadeurs les plus crédibles

. En partageant des offres d’emploi, des moments de vie interne ou des réussites sur leurs canaux personnels, ils élargissent naturellement votre portée. De plus, les recommandations venant de collègues paraissent souvent plus authentiques que les messages de l’entreprise elle-même.

La recherche de collaborateurs qualifiés via les réseaux sociaux est

 non seulement possible mais de plus en plus 

. Qu’il s’agisse de renforcer la marque employeur, de campagnes ciblées, d’active sourcing ou d’impliquer vos employés comme ambassadeurs, les possibilités sont nombreuses. L’essentiel est d’adapter vos actions de manière stratégique à votre public cible tout en restant authentique. Ceux qui utilisent correctement les réseaux sociaux ne gagnent pas seulement des candidats, mais les 

, capables de renforcer durablement l’entreprise.

Qualifizierte Mitarbeiter über Social Media finden – geht das?

Social Media ist längst nicht mehr nur Unterhaltung, auch die Suche nach qualifizierten Mitarbeitern hat sich dorthin verlagert. Doch ist Social Media wirklich ein Kanal, über den man qualifizierte Mitarbeiter findet? Die Antwort ist klar: Ja, wenn Sie die Plattformen strategisch nutzen. Der Vorteil: Sie erreichen nicht nur aktiv Jobsuchende, sondern auch die grosse Gruppe an passiven Kandidaten, die offen für neue Möglichkeiten sind, aber nicht aktiv auf Stellenportalen suchen.

Starkes Employer Branding aufbauen

Ein starker Arbeitgeberauftritt ist die Basis für erfolgreiches Recruiting in sozialen Netzwerken. Indem Sie Einblicke in die Unternehmenskultur, Projekte und Mitarbeiter geben, schaffen Sie Vertrauen und Neugier. So können sich potenzielle Kandidaten ein Bild davon machen, ob Ihr Unternehmen zu ihren Werten passt. Ein kurzes Video mit Mitarbeitern, die erzählen, warum sie gerne im Unternehmen arbeiten, kann mehr Wirkung erzielen als eine lange Stellenanzeige.

Gezielte Social Media Ads schalten

Mit Recruiting-Ads erreichen Sie genau die Menschen, die Sie suchen und das weit präziser als über klassische Stellenanzeigen. Auf Plattformen wie LinkedIn oder Facebook können Sie Ihre Stellenanzeigen nach Kriterien wie Berufserfahrung, Qualifikationen, Standort oder Interessen ausspielen. So erreichen Sie genau die Kandidaten, die für Ihre Position relevant sind. Das minimiert Streuverluste und erhöht die Chance, dass sich qualifizierte Fachkräfte angesprochen fühlen.

Aktive Ansprache statt nur warten

Gerade auf LinkedIn lohnt es sich, potenzielle Kandidaten direkt anzusprechen. Eine persönliche, wertschätzende Nachricht mit Bezug zum Profil des Kandidaten erhöht die Antwortquote deutlich. Statt nur auf Bewerbungen zu hoffen, gehen Sie proaktiv auf Talente zu. Das zeigt Engagement und Wertschätzung.

Mitarbeiter als Botschafter einbinden

Ihre eigenen Mitarbeiter sind die glaubwürdigsten Multiplikatoren. Indem sie Stellenausschreibungen, Einblicke oder Erfolge auf ihren persönlichen Kanälen teilen, steigt die Reichweite. Zudem wirken Empfehlungen von Kollegen oft authentischer als Botschaften des Unternehmens.

Fazit

Die Suche nach qualifizierten Mitarbeitern über Social Media ist nicht nur möglich, sondern zunehmend unverzichtbar. Ob durch ein starkes Employer Branding, gezielte Ads, Active Sourcing oder Mitarbeiter als Markenbotschafter– die Chancen sind vielfältig. Entscheidend ist, dass Sie Ihre Massnahmen strategisch auf Ihre Zielgruppe abstimmen und dabei authentisch bleiben. Wer Social Media richtig einsetzt, gewinnt nicht nur Bewerber, sondern die passenden Talente, die Ihr Unternehmen langfristig stärken.

Finding qualified employees through social media – is it possible?

Social media is no longer just about entertainment, the search for qualified employees has also shifted there. But is social media really a channel where you can find qualified talent? The answer is clear: yes, if you use the platforms strategically. The advantage: you reach not only active job seekers but also the large group of passive candidates who are open to new opportunities but not actively searching on job portals.

Build strong employer branding

A strong employer presence is the foundation for successful recruiting on social networks. By offering insights into your company culture, projects, and employees, you create trust and spark curiosity. This allows potential candidates to see whether your company matches their values. A short video of employees sharing why they enjoy working at your company can be more effective than a long job posting.

Run targeted social media ads

Recruiting ads allow you to reach exactly the people you are looking for, and far more precisely than traditional job postings. On platforms like LinkedIn or Facebook, you can target your ads based on criteria such as work experience, qualifications, location, or interests. This way you reach the candidates most relevant to your position. It minimizes waste and increases the chances of attracting qualified professionals.

Active outreach instead of waiting

Especially on LinkedIn, it pays off to approach potential candidates directly. A personal, respectful message tailored to the candidate’s profile significantly increases response rates. Instead of just waiting for applications, proactively reach out to talent. This demonstrates both initiative and appreciation.

Involve employees as ambassadors

Your own employees are the most credible multipliers. When they share job postings, insights, or achievements on their personal channels, your reach grows. In addition, recommendations from colleagues often feel more authentic than messages directly from the company.

Conclusion

Finding qualified employees through social media is not only possible but increasingly essential. Whether through strong employer branding, targeted ads, active sourcing, or employees as brand ambassadors – the opportunities are diverse. The key is to align your efforts strategically with your target audience while staying authentic. Companies that use social media effectively don’t just attract applicants – they gain the right talent to strengthen their business in the long term.

Trouver des employés qualifiés via les réseaux sociaux – est-ce possible ?

Les réseaux sociaux ne servent plus seulement au divertissement, la recherche de collaborateurs qualifiés s’y est également déplacée. Mais les réseaux sociaux sont-ils vraiment un canal pour trouver des talents qualifiés ? La réponse est claire : oui, si vous utilisez les plateformes de manière stratégique. L’avantage : vous atteignez non seulement les candidats actifs, mais aussi le grand nombre de candidats passifs qui restent ouverts à de nouvelles opportunités sans chercher activement sur les sites d’emploi.

Développer une forte marque employeur

Une présence employeur solide est la base d’un recrutement réussi sur les réseaux sociaux. En partageant des aperçus de votre culture d’entreprise, de vos projets et de vos collaborateurs, vous instaurez la confiance et suscitez la curiosité. Cela permet aux candidats potentiels de voir si votre entreprise correspond à leurs valeurs. Une courte vidéo d’employés expliquant pourquoi ils aiment travailler dans votre entreprise peut avoir plus d’impact qu’une longue offre d’emploi.

Diffuser des publicités ciblées sur les réseaux sociaux

Les annonces de recrutement vous permettent d’atteindre exactement les profils recherchés, et de façon beaucoup plus précise que les annonces classiques. Sur des plateformes comme LinkedIn ou Facebook, vous pouvez cibler vos annonces selon des critères tels que l’expérience professionnelle, les qualifications, la localisation ou les centres d’intérêt. Ainsi, vous atteignez précisément les candidats pertinents pour votre poste. Cela réduit les pertes de diffusion et augmente vos chances de séduire des professionnels qualifiés.

Approcher activement au lieu d’attendre

En particulier sur LinkedIn, il est judicieux d’aborder directement les candidats potentiels. Un message personnel et respectueux, adapté au profil du candidat, augmente nettement les taux de réponse. Au lieu d’attendre les candidatures, allez proactivement à la rencontre des talents. Cela montre à la fois de l’engagement et de la reconnaissance.

Impliquer les employés comme ambassadeurs

Vos propres collaborateurs sont les ambassadeurs les plus crédibles. En partageant des offres d’emploi, des moments de vie interne ou des réussites sur leurs canaux personnels, ils élargissent naturellement votre portée. De plus, les recommandations venant de collègues paraissent souvent plus authentiques que les messages de l’entreprise elle-même.

Conclusion

La recherche de collaborateurs qualifiés via les réseaux sociaux est non seulement possible mais de plus en plus indispensable. Qu’il s’agisse de renforcer la marque employeur, de campagnes ciblées, d’active sourcing ou d’impliquer vos employés comme ambassadeurs, les possibilités sont nombreuses. L’essentiel est d’adapter vos actions de manière stratégique à votre public cible tout en restant authentique. Ceux qui utilisent correctement les réseaux sociaux ne gagnent pas seulement des candidats, mais les talents adaptés, capables de renforcer durablement l’entreprise.

Social Media ist längst nicht mehr nur Unterhaltung, auch die Suche nach qualifizierten Mitarbeitern hat sich dorthin verlagert. Doch ist Social Media wirklich ein Kanal, über den man qualifizierte Mitarbeiter findet?

Social media is no longer just about entertainment, the search for qualified employees has also shifted there. But is social media really a channel where you can find qualified talent?

Les réseaux sociaux ne servent plus seulement au divertissement, la recherche de collaborateurs qualifiés s’y est également déplacée. Mais les réseaux sociaux sont-ils vraiment un canal pour trouver des talents qualifiés ?

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The company two.jobs was founded in 2017 in Winterthur and since then has become a leading provider in the field of social media recruiting.

Since its founding in 2017, two.jobs has grown into a leading provider in the field of social media recruiting. With our innovative and unique methods, we generate high-quality reach for your open positions through social media and precisely target the promising audience of passive job seekers.

More than {count} customers, from small businesses to global corporations and from a wide variety of industries, trust two.jobs when searching for qualified candidates.

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Whether in person, by phone or by e-mail - we look forward to hearing from you or being there for you.

Stand out as an attractive employer by leveraging key touchpoints with candidates. Our team will gladly support you in designing job advertisements that highlight your strengths and benefits in the best possible way. 

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Is this an interesting professional challenge for you? Do you know someone who fits for this? Apply now or share!

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Activate your employees' network of contacts. With our app-controlled employee tool, you can easily integrate your employees into the recruiting process.

Activate the network of your employees. With our innovative employee tool, you can easily involve your employees in the recruiting process.

Employee Activation

Use the Company Finder and discover companies that match your desires and values

Reach more and other people in addition to your own marketing efforts. 

Position yourself as an attractive employer for the long term.

By focusing on your brand, you strengthen your brand and are present on social media as a modern employer.

Reach even more people in your target group with us. Your brand is in the foreground and is positioned as an attractive employer on social media.

Employer Branding

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<a href='/recruiter/whitepaper' target='_blank'>Here</a> you can find tips & tricks to collect more clicks and redirects for your shared jobs.

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Unveiling Our Key Features!

Discover our job quiz with open positions that match your requirements

You can find more information, offers and tips on our social media accounts

Discover open positions in 30+ different professional categories

How we generate more qualitative reach for you

This is how you collect TWO$ & redeem them for attractive offers

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Building your

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Share open positions on your social media and help your network to find their dream job. Collect TWO$, which you can redeem for great vouchers.

History

That is why over {count} companies rely on two.jobs

to design an attractive career site tailored to your needs. Our employer branding specialists will gladly support you in optimizing your career page and ensuring a seamless candidate journey.

Increase visibility and maintain continuous presence of your employer brand on social media through job ads.

Differentiate yourself from the competition by leveraging new opportunities to reach job seekers.

Highlight what truly interests applicants: focus on your benefits and visual content.

With systematic A/B testing, we ensure that the most compelling formats and messages reach your audience.

No images or video content available? Our experts are here to support you.

We're looking forward to hearing from you!

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Make your recruiting an experience! With a Job Quiz, engage suitable candidates playfully and make the application process more attractive

Generate more interest with our 

Job Quiz

you will automatically be notified about new jobs in your area that match your preferences!

That's why the Job Alert from two.jobs is worth it

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The job fits, but not for you?

Your customer advisor will be informed about this and will contact you promptly.

Our job quiz makes it possible to involve candidates in the recruiting process in a playful way. After clicking on the job advertisement, candidates are asked to answer a few questions about their profile in order to then find out whether they are suitable for the position. This approach increases the quality of applications while engaging candidates’ interest in the position. 

Answer & you'll see how well you fit the job

Choose how many questions the job quiz should contain:

Embark on Your Unique Journey to Success

Please make sure that you comply with our terms and conditions and generate a qualitative reach. Otherwise your account can be restricted.

Thanks to our clear performance insights, results are continuously optimized through monthly update calls with your dedicated account manager.

Job Listings with Benefits

As a company, we regularly face the challenge of attracting positive, optimistic, and personable individuals like you. To achieve this goal, we have chosen to collaborate with two.jobs—a platform that takes an entirely new approach to supporting recruitment.

Support your company with your

Network

You have reached the monthly order limit of 2000 TWO$. You will be able to place orders again 30 days after your last order.

Customer service is our top priority. In our monthly meetings we discuss the latest developments and necessary adjustments.

Our innovative methods find suitable talent, involve employees and reach target groups that are difficult to access.

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online recruiters to amplify your job postings and reach passive candidates on social media.

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targeted candidate outreach

interactive quiz

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Thanks to our meaningful key figures, the results are continuously optimized through monthly update calls with your customer advisor.

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We look forward to your call from Monday to Friday between 8:00 a.m. and 5:00 p.m.

On our blog you will find numerous guides on the topics of applications, networking and work-life balance.

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With two.jobs you reach interesting target group of passive job seekers!

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Publish job with one click

As soon as you click on "PUBLISH", two.jobs will receive a message and the position will be published.

Discover the 6 innovative ways of two.jobs in a non-binding consultation.

Increase your visibility among active and passive job seekers with two.jobs – simple and efficient. You share the link to the open position with us – we take care of the rest and place your job ad where your target audience spends time every day.

Social media campaigns

Our team of specialists places your jobs with the right target group on various social media and thus reaches potential prospects in their spare time.

Our team of specialists places your jobs with the right target audience on various social media platforms, reaching potential applicants in their free time. Your positions are also published on Google for Jobs & JOIN, making them visible to active job seekers.

Send your application instantly with just your basic details.

questions, if you're a good fit for this job with!

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Reactivating the quiz may generate a new link. If you proceed, one Job Quiz will be deducted from your package.

With the two.jobs dashboard, you always have an overview of the performance of your job postings. The dashboard provides insights into reach, clicks, redirects, and many other important metrics.

Redeem various products and vouchers in the shop

Register now and see in your personal dashboard for which activities you have collected how many TWO$!

If yes, the two.jobs team will be informed & will start with the ads.

Our innovative services generate qualitative reach and attention for your vacancies among the promising target group of passive job seekers. Using modern methods, we revolutionize the efficiency of candidate searches and position your company as an attractive employer.

Use our {number} {onlineRecruiter} as multipliers for your jobs to reach passive job seekers on social media.

More qualitative reach with our services

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Share open positions on your social media and help your network to find their dream job

Simplify Candidate Management

Simplify Domain Management

Social Media Recruiting made easy

Social media recruiting enables a particularly large reach to find suitable talents for your job positions. In the corresponding video, we show you how the individual service modules unfold their effect.

Social Media Recruiting

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The following instructions provide a simple overview of what happens to your personal data when you visit our website e (<a href='www.two.jobs'>www.two.jobs</a> including any sub-pages). Personal data is all data with which you can be personally identified. Detailed information on the subject of data protection can be found in our r data protection declaration listed under this text. Who is responsible for data collection on the website? Two.jobs GmbH is the operator of the website <a href='www.two.jobs'>www.two.jobs</a> and the provider of the services offered on this website. Two.jobs GmbH is therefore responsible for the collection, processing, and use of your data and has to ensure compatibility with Swiss law. w. The protection of your personal data is very important to Two.jobs GmbH. Here, we inform you about the data collected on <a href='www.two.jobs'>www.two.jobs</a> and how it is used. You will also learn how to verify the accuracy of this information n and arrange for us to delete this data. Please note that this privacy policy may change from time to time. We therefore recommend that you regularly read this data protection declaration to ensure that you are always familiar with the latest version.Two.jobs GmbH is responsible for data processing. Contact person is: <a href='info@two.jobs'>info@two.jobs</a> How do we collect your data? On the one hand, your data is collected by you giving us this communicate with the registration as a two.job recruiter. This can, for example, be data that you enter in a contact form or that are marked as a mandatory field for registration. Some data is automatically collected by our IT systems when you visit the website. These are mainly technical data (e.g.Internet browser, operating system or time of the page view). The collection of this data takes place automatically as soon as you visit our website. Processing of data We collect, process and use personal data only insofar as they are necessary for the establishment, content or change of the legal relationship (inventory data). This is based on Article 6 Paragraph 1 Letter b GDPR, which permits the processing of data to fulfill a contract or to take steps prior to entering into a contract. We collect, process and use personal data about the use of our website (usage data) only to the extent necessary to enable the user to use the service or to bill the user. The collected customer data will be deleted after completion of the order or termination of the business relationship. The collected customer data will be stored for as long as the purpose and/or the statutory retention periods justify. Server log files The provider of the pages automatically collects and stores information in server log files that your browser automatically transmits to us. These are: <ul> <li> Browser type and browser version </li> <li> Operating system used </li> <li> Referrer URL </li> <li> Host name of the accessing computer </li> <li> Time of the server request </li> <li> IP address </li> </ul> This data will be merged with other data sources. The basis for data processing is Art. 6 Paragraph 1 lit. b GDPR, which stipulates the processing of data to fulfill a contract or pre-contractual measures permitted. Cookies This Cookie Policy is designed to help you understand how we use cookies, similar tracking technologies, and the choices you have regarding these technologies when you visit our job platform. By using our website, you consent to the use of cookies as described in this policy. Cookies are small text files that are placed on your device when you visit a website. They serve various purposes, including remembering your preferences, analysing website traffic, and enabling certain functionality. We use cookies and similar technologies for the following purposes: Essential Cookies: These cookies are necessary for the basic functioning of ourwebsite. They allow you to navigate our platform, access your account, and makepurchases securely. Analytics and Performance Cookies: We use these cookies to collect information about how visitors use our website. This helps us improve our services, understand user preferences, and optimize the user experience. Functionality Cookies: These cookies enable additional features and personalization options on our platform. They remember your preferences and choices, such as language preferences. You have the option to manage your cookie preferences. You can usually adjust your browser settings to refuse or delete cookies. Keep in mind that blocking or deleting cookies may impact the functionality of our website and shop, and you may not be able to access certain features. You can also find instructions on how to delete cookies for Internet Explorer here: <a target='_blank' href='https://support.microsoft.com/de-de/kb/278835'>https://support.microsoft.com/de-de/kb/278835</a> and Mozilla: <a target='_blank' href='https://support.mozilla.org/de/kb/cookies-loeschen-daten-von-websites-entfernen'>https://support.mozilla.org/de/kb/cookies-loeschen-daten-von-websites-entfernen</a> IP anonymizationWe have activated the IP anonymization function on this website. This will get your IP address from Google within Member States of the European Union or in other contracting states of the Agreement on the European Economic Area before being transmitted to the USA. Only in exceptional cases will the full IP address be sent to a Google server in the USA and shortened there. On behalf of the operator of this website, Google will use this information to evaluate your use of the website, to compile reports on website activity and to provide other services related to website activity and internet usage to the website operator. The IP address transmitted by your browser as part of Google Analytics will not be merged with other Google data.

The use of published within the scope of the imprint obligation contact details for sending unsolicited Advertising and information materials are hereby contradicted. The Operators of the pages expressly reserve the right to take legal action in the event of unsolicited advertising being sent, e.g spam emails

Facebook Plugins Our websites integrate plugins from the social network Facebook, located at 1601 South California Avenue, Palo Alto, CA 94304, USA. You can recognize the Facebook plugins by the Facebook logo or the 'Like' button or the 'Share' button on our page. An overview of the Facebook plugins can be found here: <a href='http://developers.facebook.com/docs/plugins/' target='_blank' rel='noreferrer'> http://developers.facebook.com/docs/plugins/ </a> When you visit our pages, a direct connection between your browser and the Facebook server is established through the plugin. The content of the plugin is transmitted directly from Facebook to your browser and integrated into the website. Facebook receives the information that you have visited our site with your IP address, even if you do not have a Facebook account or are not currently logged in to Facebook. This information (including your IP address) is transmitted from your browser directly to a Facebook server in the USA and stored there. If you click the Facebook 'Like' button while you are logged into your Facebook account, you can link the content of our pages to your Facebook profile. This allows Facebook to associate the visit to our pages with your user account. The information about your interactions is also transmitted directly to a Facebook server and stored there. The information is also published on Facebook and displayed to your Facebook friends. We would like to point out that, as the provider of the pages, we have no knowledge of the content of the transmitted data or its use by Facebook. Facebook can use this information for the purpose of advertising, market research, and the personalized design of Facebook pages. To do this, Facebook creates usage, interest, and relationship profiles, for example, to evaluate your use of our website with regard to the advertisements displayed to you on Facebook, to inform other Facebook users about your activities on our website, and to provide further services associated with the use of Facebook. Further information on this can be found in Facebook's privacy policy at: <a href='https://www.facebook.com/about/privacy/' target='_blank' rel='noreferrer'> https://www.facebook.com/about/privacy/. </a> If you do not want Facebook to associate your visit to our pages with your Facebook user account, please log out of your Facebook account before using our website. Twitter Our websites integrate plugins from the social messaging network Twitter Inc., located at 795 Folsom St., Suite 600, San Francisco, CA 94107, USA. You can recognize the Twitter plugins (Tweet button) by the Twitter logo on our page. An overview of the Tweet button can be found <a href='https://dev.twitter.com/' target='_blank' rel='noreferrer'> here. </a> When you visit a page of our website that contains such a plugin, your browser establishes a direct connection to the Twitter servers. Twitter receives the information that you have visited our site with your IP address. If you click the 'Tweet' button while logged into your Twitter account, you can link the content of our pages to your Twitter profile. This allows Twitter to associate the visit to our pages with your user account. We would like to point out that, as the provider of the pages, we have no knowledge of the content of the transmitted data or its use by Twitter. For more information, please refer to Twitter's privacy policy. If you do not want Twitter to associate your visit to our pages, please log out of your Twitter account. LinkedIn Our websites integrate plugins from the social network LinkedIn, operated by LinkedIn Corporation, located at 2029 Stierlin Court, Mountain View, CA 94043, USA. You can recognize the LinkedIn plugins by the LinkedIn logo or the 'Recommend' button on our page. When you visit our pages, a direct connection is established between your browser and the LinkedIn server through the plugin. LinkedIn receives the information that you have visited our site with your IP address. If you click the LinkedIn 'Recommend' button while logged into your LinkedIn account, you can link the content of our pages to your LinkedIn profile. This allows LinkedIn to associate the visit to our pages with your user account. We would like to point out that, as the provider of the pages, we have no knowledge of the content of the transmitted data or its use by LinkedIn. For details on data collection (purpose, extent, further processing, use) as well as your rights and settings options, please refer to LinkedIn's privacy policy, which can be found at: <a href='http://www.linkedin.com/legal/privacy-policy' target='_blank' rel='noreferrer'> http://www.linkedin.com/legal/privacy-policy. </a> . Google Analytics This website uses features of the web analytics service Google Analytics, provided by Google Inc., located at 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA. Google Analytics uses 'cookies,' which are text files placed on your computer, to help the website analyze how users use the site. The information generated by the cookie about your use of the website (including your IP address) will be transmitted to and stored by Google on servers in the United States. The storage of Google Analytics cookies is based on Art. 6(1)(f) of the GDPR. The website operator has a legitimate interest in analyzing user behavior to optimize both its website and its advertising. Instagram Advertisers, app developers, and publishers can send information through the Meta Business Tools they use, including our social plugins (such as the 'Like' button), Facebook Login, our APIs and SDKs, or the Meta pixel. These partners provide us with information about your activities outside of our products, including information about your device, websites you visit, purchases you make, ads you see, and how you use their services, regardless of whether you have an account or are logged in to our products. For example, a game developer could use our API to inform us of the games you play, or a company could inform us of a purchase you made at their store. We also receive information about your online and offline actions and purchases from third-party data providers who are authorized to provide us with your information. Partners receive your data when you visit or use their services, or through third parties they work with. We require each of these partners to have the legally required rights to collect, use, and share your data before providing us with any data. Learn more about the types of partners from whom we receive data. Read the Facebook Cookie Policy and the Instagram Cookie Policy to learn more about how we use cookies in connection with Meta Business Tools.

We can adjust this data protection declaration at any time without prior notice. The current version published on our website applies. Insofar as the data protection declaration is part of an agreement with you, in the event of an update we will inform you of the change by e-mail or by other suitable means. September 11, 2023

You can register on our website to use additional features on the site. The data entered for this we only use for the purpose of using the respective offer or service for which you have registered. The mandatory information requested during registration must be provided in full. Otherwise, we will refuse the registration. For important changes, such as the scope of the offer or technically necessary changes, we use the e-mail address provided during registration to inform you in this way. The data entered during registration is processed on the basis of your consent (Article 6 (1) (a) GDPR). You can revoke any consent you have given at any time. An informal message by e-mail to <a href='mailto:info@two.jobs'>info@two.jobs</a> is sufficient for this. The legality of the data processing that has already taken place remains unaffected by the revocation.

The collected points/TWO$ can only be redeemed in our online shop at <a href='www.two.jobs/shop' target='_blank'> www.two.jobs/shop </a>. TWO.jobs GmbH reserves the right to change the value of the points/TWO$ at any time. TWO$ can only be redeemed through an order placed in our online shop and will not be paid out in cash. The collected points/TWO$ immediately after registration as an Online Recruiter and before the definitive verification of your registration by TWO.jobs GmbH will be deleted in the event of a rejection of your registration and cannot be redeemed. Your order will not be processed until the Online Recruiter registration is confirmed.

Two.jobs GmbH may request more information about how TWO$ were collected, using screenshots, if there is suspicion of manipulation or misuse of the function. If the required documents are not submitted within 2 weeks, the order and the TWO$ used for it will expire. If manipulation or misuse is detected, no vouchers will be issued. You can share a maximum of 5 times per day. This ensures that we achieve qualitative reach. It is important that positions are shared on platforms or with people/networks who may have an interest in the position (correct industry/region). The positions must be shared on different platforms and in various groups. Jobs should not only be shared but also clicked on. If we find that this is not being followed, we reserve the right to disqualify the online recruiter or withhold the generated TWO$. If links to job offers are posted on social media, it is necessary that the title of the job is also integrated into the post. This ensures that we can generate qualitative reach. Otherwise, the TWO$ generated by the post will be deleted and no vouchers will be issued. If job offers are divided into groups, the group must have a minimum size of 20 people. This measure ensures that an appropriate number of people are reached to ensure quality dissemination of the positions. If this minimum size is not met, the TWO$ generated by sharing will be deleted and no vouchers will be issued. A maximum of 2,000 two$ can be redeemed for vouchers/offers per month. Once this limit is reached, the online recruiter must wait one month before purchasing from the online shop again. An online recruiter can accumulate a maximum of 2,000 two$ in their account. Once this limit is reached, two$ must first be redeemed for vouchers/offers in the online shop before another two$ can be earned.

We will keep your information secure and will therefore take all reasonable steps to protect your information from loss, access, misuse or alteration. Our employees and contractual partners who have access to your data are contractually bound to secrecy and compliance with data protection regulations. In some cases it will be necessary for us to forward your inquiries to companies affiliated with us. In these cases, too, your data will be treated confidentially.

We only transfer personal data to third parties if this is necessary in the context of contract processing, for example to that with the Bank responsible for payment processing. A further transmission of the data does not take place or only then, if you have expressly consented to the transmission. Your data will not be passed on to third parties without your express consent, for example for advertising purposes

If you send us inquiries via a contact form, your information from the inquiry form, including the contact details you provided there, will be stored by us for the purpose of processing the inquiry and in case of follow-up questions. We will not disclose this data without your consent. The processing of the data entered into the contact form is therefore based exclusively on your consent (Art. 6 para. 1 lit. a GDPR). You can revoke this consent at any time. That's enough an informal notification by e-mail to us (<a href='mailto:info@two.jobs'>info@two.jobs</a>). The Lawfulness of the up to the revocation Data processing operations remain unaffected by the revocation. The data you enter in the contact form will remain with us until you ask us to delete it,your consent to storage revoked or the purpose for data storage no longer applies (e.g. after completed processing of your request). Mandatory legal Provisions - in particular retention periods - remain unaffected.

Many data processing operations are only possible with your express consent possible. You can revoke consent that has already been given revoke at any time. An informal message by e-mail is sufficient for us. The legality of the up to the point of revocation Data processing remains unaffected by the revocation.

You can request information about your stored data from us at any time. We ask you to send us a request for information by e-mail to the following address: <a href='mailto:info@two.jobs'> info@two.jobs </a> . Together with the request, proof of identity must be sent to the same address. You have the option to request the deletion or correction of your data at any time. Of course, you are also entitled at any time to revoke any consent you have given for the use or processing of personal data, with effect for the future. We ask you to send us an email to <a href='mailto:info@two.jobs'>info@two.jobs</a>. Stored data will be deleted by us if they are no longer required for the stated purpose. With regard to the deletion of data, it should be noted that we are subject to certain legal obligations, which stipulate a storage obligation for certain data. We have to fulfill this obligation. Do you wish the deletion of data, which are subject to the statutory retention obligation, the data will be blocked in our system and only to fulfill the legal retention requirements. After the expiry of retention period, your request for deletion will be complied with.

1. General

10. Objection to promotional emails

11. Plug-ins

12. Changes to the Privacy Policy

2. Registration on the website

3. Earning Points/TWO$

4. Rules of the game

5. Data Security

6. Data transmission when entering into contracts for services and digital content

7. Contact form

8. Revocation of your consent for data processing

9. Information, deletion, and correction of your data

We hereby inform you that when you submit your application documents and information, your personal data will be processed by us. We process your personal data to provide our services. For this purpose, we reserve the right to pass on your personal data to third parties (to the company to which you are applying) if necessary. You can object to the processing of your personal data at any time by sending us an email to the following address: <a href='mailto:info@two.jobs'>info@two.jobs</a>. Furthermore, we refer to the data protection declaration of our website, which you can find under the following link: <a href='/privacy-policy'>https://www.two.jobs/privacy-policy</a>. By clicking on the box provided, you agree to the processing of your personal data as described above.

Data protection declaration regarding the submission of applications

On the other hand, we denounce with righteous indignation and dislike men who are so beguiled and blinded by desire that they cannot foresee the pain and trouble that are bound to ensue.

Address the hard-to-reach target group of passive job seekers

Time is money – Connect with suitable talents faster

Position yourself as an attractive employer in the long term

Stand out from the competition with innovative and forward-thinking recruiting methods

Take your recruiting to the next level with personal consulting from our Recruiting & Employer Branding experts

Do you know someone who fits this interesting position?

Review your results directly with a consultant and claim your prize as well as the exclusive festival discount.

We have successfully received your request and will get back to you shortly. Our team will contact you as soon as possible to discuss the next steps.

You have successfully applied for the job! The customer will be informed of this and will contact you directly. Good luck!

 Thank you for taking the time to complete our survey. Your feedback is invaluable to us and helps us improve our services.

Thank You

The preview image is the first image of the product that your employees see. Therefore it should be an attractive image.

Founding and development of the platform

First customers & online recruiters

Renowned companies use two.jobs

Active Sourcing & Employee Activation as Additional Offer

Professional customer dashboard

New functions: Application without CV

New functions: whatsapp & video application

Career pages & additional customer support

my.two.jobs, integration of Google for Jobs & Join, AI in the job portal

Open positions should be shared on multiple channels (e.g., WhatsApp, Instagram, LinkedIn) to maximize your reach and generate more clicks (= more TWO$). Make sure to target the right audience – that means sharing suitable jobs with suitable contacts. Use the sharing feature of the two.jobs app for this.

Use a maximum of 5 hashtags that are relevant to the position. This way, you achieve more qualitative reach. The hashtags will be displayed to you when sharing the positions. With greater reach, you also collect more TWO$!

The job title must be mentioned in every post. This ensures that we can generate qualitative reach. Additionally, use the story feature in the app to quickly share positions with your network.

Enable our notifications so you are always up to date. Be the first to know when new positions are available to share, new products are available in the online shop, or your TWO$ balance increases.

Share jobs in relevant groups with at least 20 members to specifically target interested people with your posts. Also use different platforms here (e.g., Facebook, LinkedIn). Make sure the industry and region of the group match the open position – this way you reach exactly the right people.

Download now for free in the App Store and start sharing positions immediately! Share a maximum of 5 positions per day – because quality comes before quantity.

To see the most exciting jobs of the week.

Share open positions on different platforms.

Use hashtags when sharing positions

Mention the job title in your posts or story

Use the story feature in the app

Use groups

Share positions directly from the two.jobs app

Follow two.jobs on Instagram, Facebook & LinkedIn

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Two.jobs has developed into a specialist for social media recruiting in recent years. With our 4 innovative and sometimes even unique methods, we precisely reach the promising target group of passive job seekers via social media. Adapted to the needs of these people, we also offer functions that greatly optimize the application process. Our services support companies in generating qualitative reach among this important target group and at the same time strengthening their own brand.

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Today's job market presents companies with numerous challenges. It is increasingly evident that applicants in certain industries no longer register with the employer, but vice versa. Because demands on employers are increasing, skilled workers are lacking and jobs are becoming more complicated.This makes recruiting a time-consuming and costly process, which we at two.jobs want to change.

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Finding qualified employees through social media – is it possible?

Finding qualified employees through social media – is it possible?

Build strong employer branding

Run targeted social media ads

Active outreach instead of waiting

Involve employees as ambassadors

Conclusion

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