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How to Drive Job Applicants for Healthcare Recruiting Campaigns
/ Thoughtspace - Case Study, Channels and Tactics, Paid Social, Programmatic
February 16, 2022
The Brief
A hospital client tasked Coegi with developing a digital healthcare recruiting campaign to drive interest and qualified website traffic for open job positions. Using a combination of social and display tactics, we were able to generate a significant increase in website visits and drive new job applications from a niche audience.
Highlights
1,496
LinkedIn “Apply Now” conversions
10,000
page views from Display
0.63%
Facebook CTR
Challenge
The ultimate goal was to drive maximal website traffic. But Coegi understood it was critical to ensure the visitors were qualified potential applicants. Due to restrictions on employment-based ad campaigns, the team was creative with data usage across platforms, especially Facebook. Additionally, the client was recruiting for multiple positions, each with different qualifications. This resulted in separate creatives and messaging for each job position, adding a layer of complexity to campaign execution.
Solution
We identified three primary channels for this healthcare recruiting campaign: LinkedIn, Facebook, and programmatic display.
LinkedIn:
Linkedin was chosen to reach the job-seeking audiences while they were searching. Plus, because they could use job title targeting to be confident the intended audience was being reached. This tactic led to the highest number of “apply now” conversions.
Results: 1,496 application form submissions
Display:
Display was chosen to drive site traffic. Data segments allowed the team to reach niche job titles relevant to the target audience. Using custom data segments allowed for granular job title targeting, while also reaching a larger number of likely users. We ran all job titles in one campaign. Each ad set was targeting a specific job field driving users to unique landing pages.
Display Results: Nearly 10,000 recruitment page views
Facebook:
With Facebook, we navigated targeting limitations since employment is a special ad category. This forced a more general targeting strategy focused more on consideration, driving scale for the campaign. Like display, this was primarily used to drive site traffic and make job seekers aware of open positions.
Facebook Results: 0.63% CTR, 5,650 interview page views, 8,783 career page views
This cross-channel strategy allowed us to target niche job titles and drive high site traffic, despite limitations. Healthcare and pharma brands often defer to brand awareness campaigns due to restrictions in targeting sensitive audiences and compliance laws. However, this campaign showed how health-focused brands can shake that mold and achieve out of the box, lower-funnel goals, such as recruitment, using strategic digital media plans.
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