Digipolis Antwerpen

The budget was limited, the target audience expensive. That means you have to make choices. So we went flat out for LinkedIn as the only platform, from a focus on qualitative data and not to dilute the budget too much. But classic ads on LinkedIn in this fierce war for talent ... They wouldn't do the job.

Together with Digipolis, we listed the most interesting profiles, based on job title, employer, region and number of years in the current job. Goal: invite them to the job day in a targeted and personal way .

To do that, we translated sales best practices into an HR context: we combined LinkedIn Sales Navigator - a powerful social selling tool - with an external CRM.

To this, we linked our profile list so we could send out connection requests automatically. Each request contained a personal message and invitation to come to the job event. If you wanted more info, all you had to do was accept the request. Then you received a follow-up message linking to a landing page with info and registration options.

The entire flow was managed from the LinkedIn profile of Digipolis' HR manager. This created a real 1-to-1 experience and also strengthens the HR manager's network in the long run.

In addition, we created LinkedIn sponsored content for the same target group. With this we triggered them even before they were contacted via the CRM campaign.

The results surprised: during the 4-week campaign period, about 750 connection requests were sent, as many as 35% of them were accepted. Good for about 200 follow-up messages, of which 14% were answered.

Digipolis was also very satisfied with the turnout for the job event. A third of the participants had fully completed the automated message flow via LinkedIn. Five of them eventually received a job proposal from Digipolis. Two IT professionals accepted.

Two filled vacancies on one of the toughest battlegrounds of the war for talent, with a limited budget. Those are impressive results.