Auckland's premier
recruitment and talent
marketing agency

Different channels are effective for different types of roles and industries. As such, we use a comprehensive multi-channel approach to recruitment marketing. Our team understands the value of a diverse strategy, so we don't limit ourselves to a single channel. Some of the methods we use include:

• Social media marketing: We utilise platforms like LinkedIn, Facebook, Twitter, and Instagram. These platforms help us engage with potential candidates directly, allowing us to promote your brand and opportunities.
• Search engine marketing (SEM): Using platforms like Google Ads, we can optimise and promote job advertisements to appear in search engine results, directly targeting users who are looking for jobs in your industry.
• Email marketing: We use targeted email campaigns to reach out to prospective candidates who have expressed interest in your industry or who have relevant skills and experiences.
• Programmatic advertising: This technology allows us to distribute your job ads across various platforms, targeting potential candidates based on their online behaviour and preferences.
• SEO: We optimise your career page and job postings for search engines. This helps to increase your visibility in organic search results, attracting higher quality candidates.
• Mobile recruitment: With the majority of job seekers using their mobile devices to find jobs, we ensure your job postings and career page are mobile-friendly.
• Video marketing: We can utilise video content for job descriptions, company culture overviews, and employee testimonials to provide an immersive insight into what it's like to work at your company.

To ensure we're using the right channels and strategies, we conduct rigorous data analysis and A/B testing. This helps us understand what works and what doesn't, so we can continually optimise your recruitment marketing strategy for maximum ROI. We also tailor our strategy based on your specific recruitment goals, company culture, and the specific talent pool you're aiming to attract.

When it comes to measuring the success of a recruitment marketing campaign, our team uses a blend of data-driven metrics and qualitative feedback. Here are some KPIs that we commonly track:

• Conversion rate: Using a variety of tools for monitoring metrics, our technicians closely monitor the number of individuals who complete the application process compared to those who just start it, and also compared to those who simply visit the job listing. This helps us understand the effectiveness of our application process and our job descriptions.
• Source of Hire: By tracking where our applicants come from—job boards, social media, employee referrals—we can optimise where your recruitment marketing budget is spent.
• Engagement metrics: On digital platforms, we look at metrics like click-through rates, engagement rates, and shares on social media posts about job listings.

We use a comprehensive dashboard that combines most of these metrics, allowing us to provide you with real-time updates on how our recruitment marketing efforts are performing. This helps us quickly adapt and optimise our strategies to ensure we're attracting the right talent for your organisation in the most effective way.

• Targeted advertising: We utilise the advanced targeting capabilities of platforms such as LinkedIn, Facebook, and Instagram. These allow us to target job ads to specific demographics, skill sets, and interests. We can target potential candidates based on their job title, industry, level of experience, education, and even location.
• Brand awareness and employer branding: We understand that it's important not just to find candidates, but to attract the right ones who align with your company culture and values. We leverage social media to highlight your company's mission, values, culture, and benefits to ensure potential candidates resonate with what your organisation stands for.
• Job posting across multiple channels: We post job information not only on LinkedIn, which is a primary platform for professionals, but also on Facebook and Instagram, to reach a wider audience. We optimise the job posts for each platform, using the right hashtags, images, and language.
• Data-driven decision making: We analyse the performance of our social media recruitment strategies, such as reach, engagement, conversion rate, and cost per hire, using the analytics tools provided by the social media platforms. This data helps us understand what's working and what isn't, so we can optimise our strategies over time.
• Innovative techniques: We stay abreast of the latest trends in social media recruitment, such as using Instagram Stories or TikTok to engage potential candidates, or leveraging AI and chatbots on platforms like Facebook Messenger to automate part of the recruitment process.

Overall, SIXGUN’s approach to social media recruitment marketing is strategic, multi-faceted, and always evolving. Our team is committed to delivering results and ensuring your company attracts and hires the best talent.

Passive candidates (those who aren't actively job searching) can be a valuable talent pool. Targeting and attracting these candidates is a strategic part of our recruitment marketing services. Here's how we approach this:

• Leveraging data analytics: We utilise advanced data analytics to identify the behaviours and interests of passive candidates. By doing so, we can create a comprehensive candidate profile, which allows us to target recruitment messages and campaigns more effectively.
• SEO: We ensure that your company's career pages and job postings are search engine optimised. This way, when passive candidates are looking for information or researching industry trends, your company appears in their search results.
• Remarketing campaigns: Remarketing is an effective way to keep your company top-of-mind for passive candidates who have interacted with your brand in some way. We use targeted ads to show these individuals relevant content based on their previous interactions, nudging them towards considering a career with your company.

Recruitment marketing shouldn't exist in a vacuum. At SIXGUN, we believe that all aspects of a company's digital presence should work in harmony to support its objectives and brand. Here's how we do it:

• Understanding your goals and brand: First, we will take the time to thoroughly understand your recruitment goals, employer brand, and overall digital marketing strategy. The understanding we gain will be the foundation upon which we build our integrated marketing efforts.
• Unifying messaging across platforms: Consistent branding and messaging are vital. Whether we are promoting a new product or recruiting new team members, your brand voice should be recognisable and consistent. We’ll ensure that the content, visuals, and tone of your recruitment messaging align with your overall digital strategy.
• SEO integration: Your careers page should be optimised for search engines, just like your product and service pages. By applying our expertise in SEO, we can help your job postings reach a larger audience. This can also bolster your website's overall performance on search engine result pages.
• Leveraging social media: By integrating recruitment marketing into your existing social media strategy, we can reach potential candidates where they already spend time. We can also take advantage of employee advocacy, encouraging your team members to share job opportunities within their networks.
• Paid advertising: We will explore cost-effective, targeted paid advertising campaigns on platforms like LinkedIn and Google Ads to reach specific segments of the job-seeking market. These efforts will align with your overall digital ad strategy, reinforcing your brand and promoting your open positions simultaneously.
• Analytics and reporting: By leveraging digital analytics, we will monitor and analyse the effectiveness of our recruitment marketing efforts and how they interact with your overall digital marketing strategy. This data-driven approach allows for real-time adjustments and ensures that we can maximise ROI on your recruitment marketing initiatives.
• Employer branding: A significant part of recruitment marketing is developing and promoting an attractive employer brand. By combining content marketing, PR, social media, and email marketing, we can promote your company's culture, benefits, and values to attract top talent.
• Talent retention: After recruitment, engagement and retention of talent are key. We'll use digital communications to keep your team involved and invested in your brand, contributing to an improved overall digital marketing strategy and creating brand ambassadors out of your employees.

As a leading employer brand agency in Auckland, we see recruitment marketing as more than just a strategy to hire new talent. When executed correctly, it becomes an invaluable component of your overall digital marketing strategy, enhancing your brand and fostering an engaged audience both internally and externally.