Too small for social media recruiting - No way!

Small businesses often face major challenges when searching for staff. The good news is that even with limited means it is possible to achieve great results in recruiting. Thanks to modern tools such as social media recruiting, efficient application methods and a clear employer brand, suitable talents can be reached without huge budgets. In this article we show how to recruit successfully despite limited resources, inspired by real success stories of small businesses.

1. Use the potential of social media

Social media is not only for large brands. Small businesses in particular can reach talents in a targeted and cost-effective way here. Platforms like Instagram, Facebook or LinkedIn make it possible to present the company authentically for example with short videos, photos from everyday work or employee interviews. They are also excellent channels for posting targeted job ads. With social media ads budgets can be used in a way that really works. Instead of general mass ads the target audience can be narrowed down by location, field of work or interests. This way the job postings land directly with the right candidates.

2. Make it easy for applicants

Complicated application processes discourage many candidates. If you receive few applications you should keep the barriers as low as possible. The option to apply with a LinkedIn profile, WhatsApp or a short form is always more appealing than a PDF and can make a real difference.

3. Highlight your advantages clearly

Small businesses also have big advantages. You just have to make them visible. Short decision-making processes, a family-like work environment or more creative freedom are often decisive arguments for candidates. Think about what makes the company special and express it clearly in job ads. Benefits not only enhance the job posting but also social media ads.

4. Use your network actively

The personal and professional network of your team is often more valuable than any job board. It is important to actively involve employees in the search for staff and to give them the right tools to share open positions in an appealing way with their network. The app-based employee activation from two.jobs is for example a simple way to integrate employees efficiently into the recruiting process.

5. Measure what works

Thanks to digital recruiting channels such as social media it is easy to see which measures have which effect. This way you can define how to use the budget in the best way to achieve the desired results. Our expert team regularly analyses all relevant key figures with our clients in update calls and continuously optimises active job ads to get the most out of the available budget and increase the impact of the different measures.

Idea Salentina
The company with only four employees had no career page which made recruiting difficult. With a customised special package from two.jobs all applications came in centrally via our platform. This made it easy to fill the open position.

Nova Energie Impuls AG
The nine-person team was looking for a highly specialised consultant, a position that is hard to fill with traditional methods. With the targeted support and reach of two.jobs the right professional was found.

Conclusion

Successful recruiting does not depend on company size but on the right strategy. With targeted social media recruiting, clear positioning and simple application processes small businesses can also find the right talents. The success stories show that modern methods are decisive in the competition for skilled workers.