You've Posted the Job. What Would Make an Experienced Worker Consider It?
Tell us which positions you're trying to fill. We'll help you determine whether a recruiting campaign makes sense.
You've got customers counting on you, projects to staff, and supervisors who need dependable people on their crews.
But finding those people isn't getting any easier.
Maybe you've had a CDL driver position open for months. Your recruiters are sorting through applications from people who don't have the experience you need. Your best employees are picking up extra hours because there aren't enough qualified people to share the workload.
And when another big project comes along, you have to ask yourself whether you've got the manpower to take it on.
You can keep posting the same openings, but that doesn't necessarily put your company in front of the people you'd like to hire.
Some of your best potential employees are already working for someone else.
They aren't checking job boards every morning. They have a steady paycheck, know their equipment, and have a routine they're comfortable with.
But that doesn't mean they'd never consider a better opportunity.
The question is whether you're giving them a reason to consider yours.
At Make Waves Marketing, we help industrial companies reach experienced workers through real employee videos, targeted advertising, and recruiting landing pages that turn interest into applications.
Your Next Great Employee Might Already Have a Job.
Think about the people you'd most like to hire.
Experienced operators. CDL drivers. Mechanics. Welders. Technicians. Supervisors who know how to lead a crew.
Some are actively looking for work. Others have steady jobs, know their responsibilities, and aren't particularly interested in starting over.
What would make one of those people consider your company?
Maybe it's better pay. Maybe it's a more predictable schedule, different equipment, opportunities to advance, or simply a company where they feel they'd fit in.
A job posting can tell someone what qualifications you require.
But it doesn't always give them a good picture of what working for your company would actually be like.
And if they don't know enough about the opportunity, they may never apply.
What Happens When You Can't Find the People You Need?
You know what an open position can mean for your operation.
Your existing employees may have to cover additional work. Supervisors spend time trying to fill gaps in the schedule. Your recruiting team reviews applications that don't meet the requirements.
When the right people aren't available, it becomes harder to plan for growth, take on additional projects, and give customers the level of service they expect.
Hiring has always taken work. We're not suggesting a video will solve every recruiting challenge.
But if qualified people aren't hearing about your opportunities, or don't understand why they should consider your company, there's an opportunity to improve how you reach them.
You may already have a good job to offer.
We'd like to help more of the right people understand why it's worth considering.
What If Potential Employees Could See the Job Before Applying?
16:9Video placeholder: Real employee interview / day-in-life clipReplace with approved client video
Imagine an experienced equipment operator scrolling through Facebook after work.
They come across a short video from one of your employees.
Instead of a generic hiring announcement, they see someone explaining the equipment they operate, what a normal day looks like, and what they appreciate about working for your company.
Maybe something catches their attention.
They click through to a page that explains the position, including the qualifications, schedule, responsibilities, and other details you'd want someone to know before applying.
If the opportunity looks like a good fit, they can take the next step through your hiring process.
That's the kind of experience we want to create.
A real introduction to your company, reaching people who might otherwise never look at your job posting.
Recruiting campaign
Here's How We'd Build Your Recruiting Campaign.
1. First, We Learn About the People You're Trying to Hire.
Before filming, we want to understand the position and the people you're hoping to reach.
Which roles are difficult to fill? What experience or qualifications do candidates need? What makes someone successful in the position?
We'll also talk about what your company has to offer.
What do employees appreciate about working there? What questions do candidates typically ask? What would someone need to know before leaving a job they already have?
These conversations help us develop your employer brand message and determine what the campaign should communicate.
2. We Show Candidates What the Work Actually Looks Like.
Then we visit your operation and capture the people, equipment, and work environment.
We may interview employees, film a typical workday, or show the type of equipment someone would operate.
We want to answer the questions a qualified candidate is likely to have.
What's the work like? Who would I be working with? What does the schedule involve? Is this somewhere I could see myself working?
We use that footage to produce recruiting videos and shorter advertising content that reflect your company's approved message.
3. We Put the Videos in Front of Potential Candidates.
Producing the video is only part of the campaign.
We also create and manage Facebook and Instagram advertising designed to introduce the opportunity to people in your recruiting market.
The ads give potential candidates a reason to take a closer look.
Different messages may appeal to different candidates. Some want to understand the pay and schedule. Others may be more interested in the work itself or opportunities to advance.
We test approved messages and creative to learn which ones generate meaningful interest.
4. We Give Interested Workers a Place to Learn More.
When someone clicks an advertisement, they arrive at a recruiting landing page built around the position.
They can watch the video, review the job details, and learn more about your company.
We can also include a few short questions to help candidates assess the opportunity and share relevant qualifications.
When they're ready to apply, we guide them into your approved application process.
If your company requires a full resume, employment history, or an application through an Applicant Tracking System, we'll plan the process around those requirements.
Your recruiting team stays in control of hiring.
5. We Review What's Working and Make Adjustments.
Once the campaign is running, we monitor how people respond.
Are the advertisements getting attention? Are people visiting the landing page? Are qualified candidates completing applications?
We'll review what we can measure and work with your recruiting team to understand the quality of applicants coming through.
Then we'll use those findings to improve the campaign throughout the engagement.
You've Already Got a Hiring Process. We're Here to Help More People Enter It.
You probably have an HR team, job descriptions, application requirements, and a system for tracking candidates.
We don't need to replace any of that.
Our role is to help you get your opportunity in front of more relevant people, explain what the job involves, and encourage interested candidates to take the next step.
Your team continues to review qualifications, conduct interviews, and make hiring decisions.
We focus on the marketing that helps bring people to that process.
Built for Industrial Companies That Need Skilled People.
Recruiting a CDL driver isn't the same as recruiting a field mechanic. Hiring an experienced supervisor involves different considerations than filling an entry-level position.
The job, qualifications, working conditions, and reasons someone might consider a change all matter.
Our recruiting campaigns can be developed for roles across industrial services, manufacturing, construction, marine, energy, and related operations.
We work with you to understand the people you need and develop the campaign around those positions.
You've Got Questions. We Want to Answer Them Before You Commit.
We need candidates to complete a full application in our ATS. Can you work with that?
Yes, we can design the candidate experience to lead into your existing application process. We'll review how your ATS works and determine the appropriate handoff.
More complex software integrations may require additional technical work.
We don't want recruiting ads that sound nothing like our company.
Neither do we.
That's why we start by understanding your employer brand and developing an approved message before producing the content.
You'll have an opportunity to review the campaign direction, video content, and advertising before launch.
What if we need to hire for multiple positions?
We'll look at the positions, required qualifications, recruiting locations, and target audiences.
Some roles may work together within one campaign. Others may need different messaging, videos, and landing pages.
We'll recommend a scope based on what you're trying to accomplish.
Will this guarantee qualified applicants or hires?
No marketing company can responsibly guarantee that.
The success of a recruiting campaign depends on several factors, including compensation, location, job requirements, market conditions, the application experience, and how quickly candidates receive follow-up.
Our responsibility is to create and manage a campaign designed to reach relevant candidates and help them take the next step.
We'll measure performance and make adjustments based on what we learn.
What if we already have a marketing or recruiting team?
That's fine.
We can work alongside your existing team to provide strategy, video production, advertising creative, and campaign execution.
Your team maintains ownership of the recruiting process and final hiring decisions.
Could Your Company Be Missing People Who Would Be Interested in Working for You?
You may already have good employees, competitive opportunities, and a recruiting process that works.
But there's a difference between having an opportunity available and getting that opportunity in front of someone who might be interested.
The experienced worker you're looking for may not know much about your company.
They might not understand the kind of work you do, the equipment you operate, or what makes the position worth considering.
We'd like to help you change that.
Let's talk about the positions you're trying to fill, what you've tried so far, and whether a video recruiting campaign could help you reach more of the right people.
No production plan needed. Just tell us a little about your company and the people you're trying to hire.
