Personnel acquisition is a growing challenge for many small and medium -sized companies – especially in the craft sector. One cause: The labor market is listening to an ever lower range of active, qualified specialists. Ads in classic job exchanges or print media often generate too little response. At this point, Adventure Marketing GmbH comes in. The managing directors Johann Knoll and Julian Loos rely on digital reach on social networks – specifically, analytically and with a strong connection to practice.
Johann Knoll: Applications without classic hurdles
The first aspect of the recruiting approach of the AdVenture Marketing GmbH concerns the application process itself. This was specially adapted for the requirements of the craft. “We have observed that the requirement of a resume is already an unnecessary entry -level hurdle – especially for qualified specialists who have been working in the same company for a long time,” explains Johann Knoll. The solution: A digital quick application process that works mobile, does not require any documents and is completed within a few minutes. Applications can be sent directly on the smartphone – even during a break on the construction site.
Julian Loos: Long -term effectiveness through strategic employer positioning
The first contact alone is not enough to gain personnel in the long term. This is exactly where the second part of the work of Adventure Marketing GmbH comes in: the accompanying communication to the employer brand. Julian Loos describes this process as a multi -stage positioning: “It is about analyzing the self -image of the company and deriving a clear employer profile that is communicated externally.” The central challenge is not to spread any advertising messages, but to make concrete arguments visible – both in a digital way and in the company itself.
Adventure marketing efficiently uses resources and addresses target groups precisely
A decisive advantage of digital recruiting strategies is predictability. AdVenture Marketing Accompanies companies in the conception and implementation, develops the content for recruiting ads and continuously adapts it. The channels are selected depending on the respective target group, whereby meta-platforms, TikTok and Google are often in the center. For companies, this means: less idling, clearer speech – and the chance of gaining qualified staff in a tense market environment.
More information under www.adventure-marketing.com.
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