Reach the candidates your vacancy is still missing.
Posting harder doesn't produce scarce candidates. This training teaches your recruiters to treat every vacancy as a targeted campaign for your own organisation — built on insight rather than gut feeling.
30 minutes, no strings attached · you talk directly to the trainer
Do you recognise this in your team?
Then this training pays off for your team straight away.
Recognise this, but not sure how big it is for you? The Development Scan shows where the biggest growth opportunity is, and what it delivers. Take the Development Scan →
- Every vacancy goes out on the same few channels, whatever the profile
- Applications come in, but not from the people the hiring manager is looking for
- Nobody knows exactly what other employers in the region offer for the same role
- Job ads read like a list of requirements and don't stand out anywhere
What the Job marketing training delivers for your team
Better quality of hire
Responses from the right people
Your recruiters reach not only active job seekers, but also the much larger group who aren't looking. With a well-chosen mix of online and offline channels, the responses come from candidates who really fit.
Shorter time to hire
No more weeks of searching blind
A short analysis upfront shows who you're looking for, where they are and what other employers are doing. So the first week goes to the right channels instead of trial and error.
Satisfied hiring managers
Market data at the table
Recruiters who know how many similar vacancies are open and what the market offers can advise the hiring manager with evidence. That makes recruitment a sparring partner rather than an order-taker.
Better candidate experience
A vacancy that speaks to people
Copy, images and channel that suit the target group. Candidates see straight away what your organisation has to offer them, and feel addressed.
Lower cost per hire
Budget where it works
No more money spent on channels the target group doesn't look at. Recruitment budget goes to the mix that demonstrably works, and you see it in the cost per hire.
Every vacancy filled faster and right first time saves money straight away: less lost productivity, less overtime in the team and less replacement hiring. About the investment →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own vacancies and hiring managers: in a workshop with the team, or in a personal coaching session.
01 The upfront vacancy analysisKnow who you're looking for and what other employers are doing
What your recruiters learn
- Define a vacancy sharply by job title, education level and experience
- Map how the target group behaves on the job market, using quick polls, short conversations and desk research
- See who else is recruiting for the same role in the region, where they advertise, what they offer and how they stand out
- Decide, per competing employer, what your own organisation will avoid, do better or do differently
- Record and share the insights, so the whole team can build on them
The result
A recruitment approach based on facts instead of habit — and no more time or budget lost to guesswork.
02 Choosing the right online channelsPost vacancies where the target group actually looks
What your recruiters learn
- Why your own careers site is the foundation, but only works when other channels drive visitors to it
- Choose the right type of job board for a target group, and weigh up the pros and cons
- Use social media and specialist sites to reach candidates who aren't actively looking
- Build a well-founded channel mix with four questions, instead of switching everything on at once
The result
Online reach that covers both active and passive candidates, with choices your recruiters can explain.
03 Spreading vacancies offlineMake smart use of networks, events and outdoor advertising
What your recruiters learn
- Recruit through your own employees' networks: ask the right people to pass a vacancy on, make it easy, reward them in a targeted way and follow up quickly
- Decide when an event is worth it — for several vacancies, never for just one — and how to prepare and follow up
- Use local outdoor advertising in places other employers don't go
- Always link offline to online, for example with a QR code
The result
Reaching candidates who stay out of sight online, with a complete mix of online and offline channels.
04 Making vacancies stand outCreate strong copy, images and videos with AI
What your recruiters learn
- Match copy, images and video to the tone and style that suit the target group and your employer brand
- Put the vacancy's strongest selling point front and centre, and always end with a clear call to action
- Choose the right format per channel and target group, taking time and budget into account
- Use AI tools to produce copy and images quickly, and reuse material consistently
The result
Vacancies that stand out among similar ones from other employers, created with AI in minutes.
With the whole team, or per recruiter
The whole team stronger, together
Intake, online learning and a tailor-made workshop with up to eight recruiters, at your office.
A good fit if
- Your team has four or more recruiters
- You want the whole team to work the same way
- Recruiters learn from each other's real vacancies and hiring managers
- Knowledge stays in the team, even when someone leaves
Help one recruiter move forward
Online learning at their own pace plus two hours of personal coaching on their own practice. Fully online.
A good fit if
- A new recruiter needs to become productive quickly
- One recruiter has a specific development need
- Recruiters in your team differ a lot in level
- 1
Intake
We look at your vacancies, your hiring managers and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own vacancies as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most on the table
- What you can do about it tomorrow, even without training
- If it fits: what a programme would look like for your team
For corporate recruitment teams, discussed with the recruitment manager.
You talk directly to Sandor Snoeren, founder and lead trainer — not an account manager.
Prefer to call or message? 06 36 19 85 17 · WhatsApp
Pick a time yourself
A 30-minute online sparring session at a time that suits you.
Team Track: if the first training doesn't work for you, we stop and the rest is cancelled.
The calendar opens via Calendly, only when you click the button.
Prefer me to call you?
One of eight trainings
Together they cover the entire chain from vacancy to first working day. Take them individually, or as a complete programme.
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01
Job intake
Get the vacancy sharp with the hiring manager before you start
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02
Working with hiring managers
From order-taker to sparring partner for the hiring manager
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03
Candidate management
Guide candidates through the process without losing them
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04
Writing job ads
Job ads that attract the right talent
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05
Sourcing
Actively find the right candidates yourself
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06
Job marketing
This training
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07
Talent pooling
Keep candidates warm for the next vacancy
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08
Successful selection
Better assessment, better hires