Artfully Services

Whether it is credit based job boards, Linkedin, Facebook, Twitter, Cost Per Click(CPC) or Cost Per Application (CPA) we have the distribution network to drive the candidate traffic you require.

Media spend on recruitment marketing has increased significantly year on year. This makes it vitally important to plan media spend. Using media insights to prepare campaigns and looking not only at the media itself but also the reach that each supplier has to offer.

Artfully Media are able to buy very cost effectively to give you the very best value. Our purchasing volumes allow us to pass on incremental value and/or savings to our clients.

We work tirelessly on your behalf to track performance, and drive media spend to the very limit.

Which channel and or media do you select? How do you get candidate sourcing, CPA or CPC into the candidate generation mix? With a network of over 2,500 destinations worldwide ranging from Social Media, Linkedin, traditional credit based job boards, Indeed, Google and the large aggregators we know where best to place your roles.

With over 100,000 unique jobs distributed each month we are able to analyse the 2.5 million applications to these positions. We use these insights to prepare campaigns and target the talent you are looking for.

As a media buying agency Artfully Media works directly with companies as well serving as a partner to their ad agencies. Our aim in both relationships is to bring success to the client.

With recruitment, advertising campaigns should have at least these two elements:

• Sound strategy and planning.
• Effective media buying.

When using publishers such as Indeed, Linkedin etc we are restricted in the way a vacancy can be presented. However, specialist micro recruitment sites can better promote the clients brand and ethos

Artfully Media focuses on media strategy and media planning to generate the required candidate traffic.

• Researching the target audience
• Identifying best market and media type.
• Establishing the budget and time frame best suited to accomplishing a company’s recruitment goals.

It has never been more difficult to get your employer brand message and job roles in front of applicants and target audiences. Doing this cost effectively is doubly difficult.

The main reason to have an employer brand is to differentiate you from the crowd. The purpose of creating, building, and maturing your employer brand is to define what makes you unique.

An employer brand helps companies identify the talent they want to attract, or the persona they’re searching for, as well as the company’s Employer Value Proposition.

This strategic statement defines how a company wants to be perceived by its employees. It embodies the company's values and ideals and is a fundamental step in defining an employer brand strategy for talent acquisition.