Develop your career website and job content
We turn your employment offer into career pages and job descriptions. Candidates can understand the responsibilities, working arrangements and reasons to join your business.
Recruitment marketing services
Find employees with recruitment marketing
Bajorat Media designs career websites, builds application journeys and connects them to your hiring systems. Our recruitment marketing services include social recruiting campaigns and ongoing optimization. Commission the complete setup or a specific part, from career website design to an ATS integration.
- Employer brandShow what you offer
- ApplicationsMake the next step accessible
- Hiring systemsConnect the handoff
What we do
Recruitment marketing services to help you find employees
Candidates need a credible employment offer, useful job information and an accessible application. We build and manage that journey for your business. Pascal Bajorat leads the project, working with your HR and marketing team.
Connect applications with your hiring systems
We develop mobile forms, job imports and ATS handoffs. Automation supports confirmations, responsibilities and interview scheduling within your recruitment process.
Launch and manage social recruiting
We develop ads, configure campaigns and optimize for qualified applications. Your vacancies and hiring feedback guide changes to messaging, landing pages and spending.
Channel planning
Recruitment marketing strategies for your hiring needs
A local field-service role and a specialist position open to remote applicants need different approaches. We plan the mix around your hiring needs, employment offer and resources.
Your career website
A career site lets candidates explore your business, browse jobs and apply. Plan for content and development, then reuse the foundation for recurring hiring and recruitment campaigns.
Organic search and job discovery
Search can connect your jobs with people looking for a role and location. Descriptive job titles, accessible job pages and eligible structured data support discovery. Keep vacancies current and remove or close expired roles promptly.
Social recruiting campaigns
Paid social can introduce your employment offer to people who are not actively browsing job boards. Facebook, Instagram and LinkedIn serve different audiences. Plan for creative production, advertising spend and testing rather than relying on a single ad.
Job boards and specialist platforms
Compare broad, industry and regional job boards for your open roles. Assess application quality alongside placement costs, reach and the handoff to your hiring system.
Employee referrals
Shareable job pages and a documented referral process help employees introduce suitable candidates. Referrals complement other recruitment efforts, but the available network limits their reach.
Direct outreach and professional networks
For scarce skills, your team may approach potential candidates directly. Research and conversations take time. Your career site answers questions after an introduction.
Recruitment marketing services
Build the journey from career site to hiring system
Commission the complete journey or a specific part: employer content, website development or the application handoff.
Career website design
Show what working for you involves
We turn your employment offer into a career website, job page templates or a focused recruitment landing page. Team perspectives, workplace images and specific responsibilities help candidates assess the opportunity. Your content marketing should answer practical questions about the role, location and working arrangements.
- Organize jobs by role and location
- Support employer claims with concrete examples
- Keep content manageable for your team
Application experience
Ask for what the next step requires
Some roles can begin with contact details and a few qualification questions. Others need a resume, credentials or a work sample. We design mobile application forms with visible errors, appropriate uploads and a meaningful confirmation. The amount of information requested follows the hiring decision you need to make.
- Match form length to the application stage
- Test the experience on a phone
- Explain what happens after submission
Applicant tracking systems
Connect your recruitment marketing tools and ATS
We review your career website, ATS and any recruitment marketing platform already in use before proposing new tools. We support job imports and application handoffs, including platforms such as Personio and rexx. Available APIs, permissions and subscription features determine the integration scope.
- Agree on the source of truth for jobs
- Map applications to the right vacancy
- Make failed transfers visible
Marketing automation
Support the handoff to your hiring team
Confirmation messages, internal notifications, reminders and interview scheduling can connect to your existing processes. We define the responsible people and exception handling before automating a step. Your team evaluates candidates; the workflow supports coordination and makes application status easier to follow.
- Confirm receipt after a successful handoff
- Notify the responsible hiring contact
- Track unanswered requests and next steps
Social recruiting
Run recruitment marketing campaigns around real roles
Bajorat Media plans and manages the advertising journey from the first impression to an application. Your ads and career pages should describe the same opportunity.
Content marketing that helps candidates decide
We develop recruitment marketing content with your team: responsibilities, essential skills, working hours, compensation and location. A field-service recruitment campaign could show typical assignments, explain travel arrangements and introduce the hiring contact. We use these details in ads and landing pages so candidates can assess the opportunity.
Facebook and Instagram campaigns can introduce the role through a recognizable work situation. LinkedIn or Google Ads may complement the mix depending on the position and search behavior. Channel selection also accounts for applicable employment-advertising rules. A larger channel list is useful only when your team can support and evaluate it.
Optimize for suitable applications
We test creative, messaging and application journeys and review the results with your hiring team. Before launch, we agree on the criteria for a qualified application. That definition might include a required credential, availability at the work location or relevant practical experience.
Ongoing campaign management includes changes to ads, landing pages and budget allocation. If applicants repeatedly misunderstand the role, the job description or qualification questions need attention. Feedback from interviews helps the recruitment marketing strategy reflect what is happening beyond the advertising dashboard.
Multichannel recruitment
Connect every stage of your recruitment marketing funnel
Candidates may arrive through search, job boards, social media or an employee referral. Your team needs a reliable way to connect those entry points with the role and the next hiring step.
Keep the recruitment marketing funnel connected
The journey moves from awareness to consideration, application and handoff. We identify which content and systems support each stage. A visitor exploring company culture needs different information from someone ready to submit an application.
Where supported, campaign source and vacancy identifiers travel with the application into your ATS. We also review duplicate records, missing data and failed transfers. Job content should remain consistent across publishing channels. Our career page and application funnel guide explains the website side in more detail.
For recurring hiring, we can support a talent pool within your existing systems. Interested candidates choose whether to stay in contact. Relevant email campaigns can then share new vacancies. We connect preferences, consent and notifications; your HR team owns the contacts and outreach. This can support a talent pipeline beyond a single vacancy.
Measure quality alongside volume
Reporting distinguishes visits, application starts, completed submissions and applications that meet the agreed criteria. Application conversion rate compares completed applications with measured visits. Cost per qualified application divides the agreed campaign costs by the number of applications assessed as qualified.
Your hiring team provides interview and hiring outcomes when those are included in reporting. Consent and data handling shape what can be measured: resumes, contact details and application answers do not belong in web analytics events. Our online marketing services connect campaign management with this measurement approach.
Relevant experience
A career website connected to application systems
For Amadeus Fire, the career website needed to work with the systems behind its job information and applications. Bajorat Media delivered the technical implementation.
Amadeus Fire: from supplied designs to an integrated website
We developed the career website from client-supplied designs. Our work included frontend development, a WordPress theme and backend connections to the job platform, database and application systems.
Training, support and hosting complemented the project. This experience informs how we plan job management, content updates and application handoffs.
Working together
From hiring requirements to ongoing improvement
Pascal Bajorat leads the technical and conceptual work. Your HR and marketing teams contribute knowledge of the roles and candidates. We turn that input into the website, campaigns and integrations.
- 01
Understand the hiring need
We review roles, locations, your employment offer and existing results to define scope, responsibilities and evaluation criteria.
- 02
Design content and candidate journeys
Employer messaging, job descriptions and application steps are developed together. We establish which existing pages and tools can support the plan and which parts need to be rebuilt.
- 03
Implement, integrate and test
We configure the website, forms, system connections and campaigns. Test applications check required fields, uploads, vacancy assignment, confirmations and error handling before launch.
- 04
Manage and improve
We review the source and quality of applications with your team. Campaigns, content and workflows are adjusted using that feedback, with reporting that explains the changes and their purpose.
Scope and investment
Improve what you have or build a new recruiting foundation
The scope depends on your current website, hiring systems and available content.
Improve an existing career journey
We can improve job content, mobile forms, ATS handoffs or campaign measurement. Existing vacancies and applications are accounted for during the transition.
Few submissions and applications for the wrong location suggest different problems. We use those distinctions to prioritize work before recommending a rebuild.
Build and manage the complete setup
Scope factors include role types, locations, content and image production, languages, integrations and advertising channels.
The proposal separates implementation, ongoing management and advertising spend. We agree on responsibilities and communication with your English-speaking team and retain existing hiring systems where they support the workflow.
Questions before you start
Recruitment marketing questions
Practical answers about attracting candidates, application journeys and delivery.
What is recruitment marketing?
Recruitment marketing uses employer content, career websites and advertising to help potential candidates understand an opportunity and apply. It connects marketing activity with your hiring process.
How is recruitment marketing different from employer branding or recruiting?
Talent acquisition covers future hiring needs as well as current vacancies. Employer branding shapes how people perceive your workplace. Recruitment marketing communicates that offer through content and campaigns; recruiting includes assessment and hiring. Bajorat Media develops the website, campaigns and system connections, while your team makes hiring decisions.
Which recruitment marketing strategies work for small businesses?
Begin with useful job information on your own website and a practical application process. Combine that foundation with channels suited to the role, such as referrals, job boards, organic search and social recruiting. Assess application quality before expanding spend or adding more channels.
Can we find employees without a paid advertising budget?
Employee referrals, your existing career pages and organic social posts can generate interest without additional ad spend. They still require time to create content, answer questions and manage applications. Paid campaigns are an option when additional reach is needed, with results assessed against the hiring requirement.
Why do our recruitment campaigns generate few suitable applications?
The audience may not fit the role, the employment offer may be unclear, or the application journey may create friction. Review reach, application starts and completed submissions separately. Feedback from your hiring team helps identify whether the problem is volume, qualification or expectations about the job.
Do we need a new career website?
An existing site may only need better job content, mobile forms or an ATS connection. A rebuild is appropriate when the core structure cannot support the hiring process. We review the current setup before recommending a focused improvement or a new career website.
Can you integrate our applicant tracking system?
We support job imports and application handoffs using the capabilities of your existing system. Platforms such as Personio and rexx offer different integration options. We confirm available APIs, permissions, subscription features and data ownership before defining the technical scope.
Should every application require a resume or cover letter?
Ask for the information needed to make the next hiring decision. A short initial application may suit some roles, while others require credentials or work samples. We align the form with your requirements and explain the next steps to candidates.
What do recruitment marketing services cost?
The scope depends on your career website, content, roles, locations, integrations and campaign channels. The proposal separates implementation, ongoing services and advertising spend. We agree on the work and measurement criteria rather than promising a fixed number of hires.
How do you measure recruitment marketing success?
We track completed and qualified applications, agreed campaign costs and the handoff to your hiring team. Interview and hiring outcomes can be added when your team provides them. This connects recruitment marketing efforts to useful conversations rather than evaluating campaigns by clicks alone.
Find your next employees
Make it easier to
apply to your business.
Tell us which roles you need to fill, how applications reach you today and which hiring systems you use. We can scope the website, campaign and integration work with you.
A few notes on your current situation and goals are enough to get started.
Pascal BajoratOwner & Marketing Expert