Attracting qualified professionals is a challenge that can be overcome

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In the context of a personnel shortage, attracting qualified specialists has become a real challenge for many companies: traditional methods of finding employees (advertisements in newspapers and on job sites) are losing their effectiveness, the current workforce is aging, young specialists are moving to megacities, and in general, manufacturing professions are still not considered attractive.

However, as our practice shows, even this challenge can be overcome if we use modern lead generation technologies, adapting them to HR needs.

Traffic channels for employee search
The following Internet marketing tools will help you solve the problem of attracting personnel:

contextual advertising (both search and in YAN)

It allows you to show ads to those who are already looking for work in your field. This approach ensures high audience relevance and increases the chances of attracting the specialists you need.

targeted advertising

With its help, you can reach a narrow target audience, for example, people living in a certain region, having experience in the required field or specialized education, etc.

Avito and bulletin boards

This is a relatively inexpensive way to post vacancies norway consumer email list but it is worth considering that the sites may be cluttered with ads from competitors, so potential job seekers may miss your vacancies.

The tool is suitable for attracting low-skilled employees (with rare exceptions).

We also recommend paying attention to special projects : for example, to find IT specialists, you can use this resource .

In addition to those listed, it is worth using other Internet marketing tools to find employees :

social networks , where you can create a group or a company page and publish information about vacancies there;
own website and SEO promotion : place the necessary information on your website and make it easily accessible to potential applicants. By the way, you can include relevant keywords in the description of vacancies.
As we can see, there are many options for “pumping up” the scheme for attracting new personnel for manufacturing companies (and not only them, but any B2B companies).