Timeframe: March 2023 – November 2024
Campaign periods:
- Cruise Logistics Clerk (m/f/d): 22.03. – 30.04.2023 & 14.03. – 30.06.2024
- Junior Office Allrounder (m/f/d): 15.07. – 26.09.2024
- Trainee Management Assistant for Office Management: 08.10. – 13.11.2024
Industry: Logistics, Tourism
Objective:
Targeted outreach and recruitment of qualified applicants for various positions at TEFRA Travel Logistics through the use of modern social recruiting methods.
Services provided:
- Target group analysis
- Social recruiting campaign
- Recruiting funnel
- Project management
- First contact with applicants
The challenge:
The aim was a pinpoint approach to applicants who could meet the complex and diverse requirements of the positions, especially that of Cruise Logistics Clerk. It was essential to define the special qualifications precisely and communicate them smartly in order to find the right candidates. At the same time, the decline of traditional applicant channels posed a real challenge, one that needed to be solved with fresh recruiting strategies.
Our approach:
First, existing job postings on Stepstone and Indeed were restructured to make them easier to consume for social recruiting on platforms such as Meta and LinkedIn. At the same time, digital personas were developed to target specific audiences. A mobile recruiting funnel was then created with three goals: increasing the visibility of the TEFRA employer brand, presenting corporate benefits attractively, and enabling efficient pre-qualification of applicants. This streamlined the application process and reduced manual efforts between first contact and interview. In parallel, we produced video creatives in close collaboration, authentically conveying core brand messages and USPs.
Finally, we implemented an automated first-contact process: after pre-qualification, applicants were asked via email to send their application documents directly to the responsible TEFRA staff. This increased the number of applications while maintaining quality through pre-selection. TEFRA only decided on a personal interview after receiving and reviewing the documents, after which meetings with selected candidates took place.
Results:
Throughout the entire campaign period, a steady 4 to 6 qualified applicants were generated each week. The automated funnel not only handled pre-qualification but also directed only suitable candidates, whose documents were submitted and reviewed by the responsible TEFRA employee, into the selection process. This allowed TEFRA to operate with minimal resource expenditure up to the final interview invitation.
A decisive lever: the content and visual redesign of the job postings. By transforming traditional job portal entries into platform-ready, target group–focused social content, we achieved above-average relevance – combined with a significantly lower rate of unsuitable applications. Qualified candidates were available for all positions. The strong response, the quality of incoming applications, and the noticeably increased efficiency in the selection process were convincing across the board. As a result, TEFRA will continue to rely on data-driven, strategic social recruiting in cooperation with us in the future.
Are you already visible where your target group scrolls every day? We are happy to advise you on social recruiting in a free and non-binding initial consultation.
