Paid Advertising Archives - Superfast Recruitment

LinkedIn Ads and Google Ads are the two paid channels a recruitment business owner is most likely to consider, and the most common mistake is treating them as interchangeable. They are not. They do two different jobs. LinkedIn Ads sells identity: it lets you put your message in front of a defined type of hiring decision-maker, chosen by job title, seniority, company, and sector, before they start looking for a recruiter. Google Ads sells intent: it puts you in front of someone at the moment they search for what you do.

This post gives an honest take on both. It covers what each platform is genuinely good at, what they realistically cost, and the traps that drain a small budget on each. It is deliberately careful with the numbers. LinkedIn’s headline figures are ad reach and registered members, not active users, and Google publishes no comparable national user count at all, so any figure claiming one is invented. Reliable recruitment-specific cost data does not exist, so every benchmark here is directional and clearly flagged as such.

Above all, it makes the case that paid ads are an amplifier, not a foundation. They reward a clear niche, known numbers and fast follow-up, and they punish the absence of those things expensively. For many small recruitment companies, the cheaper next win is reconnecting with existing relationships, and this post permits you to start there. If you do advertise, it shows how to test small, choose the right platform for the job, and measure what actually matters: placements and gross profit, not clicks and form fills.

If you remember one thing from this, make it this. LinkedIn Ads sells you identity. Google Ads sells you intent.

LinkedIn knows who people are: their job title, their seniority, the company they work for, its size and its sector. So you can put your message in front of a specific type of person, the exact hiring manager you want, before they have gone looking for a recruiter. You are buying the right audience.

Google knows what people want in the moment, because they have typed it into the search bar. Someone searching for a specialist recruiter in their sector is telling you what they need, right now. You are buying the right moment.

Audience before they search, or the moment when they search. Spend on one expecting it to behave like the other, and you will conclude that paid ads do not work for recruitment. They do. You have to know which job you are trying to do.

LinkedIn is built for business. Every profile is a career history attached to a company, which is why it is the one paid channel where you can build an audience out of professional detail. You can target directors and heads of talent at engineering companies of fifty to two hundred people in a chosen region, and LinkedIn will show your ad to those people. No other paid channel does that as cleanly, and that’s why you use it.

LinkedIn’s own advertising tools reported around 1.2 billion registered members globally in early 2025. In the UK, LinkedIn’s ad reach was 48 million people in late 2025, about 69 per cent of the population, and it grew by 5 million in a single year.

The important word is registered. These are member accounts, not active users, and the two are not the same. A widely cited third-party estimate puts active monthly LinkedIn use at around 350 million people worldwide. Still an enormous audience. Just not a billion people waiting to read your ad. When you plan a budget, plan against the realistic active audience that matches your target, not the headline account figure.

Professional services, technology, finance, engineering, and senior or leadership roles. White-collar niches where profiles are detailed, and you can describe your ideal client by company, function, and seniority. If that is your market, LinkedIn is the stronger paid platform for reaching clients.

LinkedIn is expensive, and there is no point pretending otherwise. The best cross-industry benchmark for this year, from a study of business-to-business advertisers published in August 2026, put the average cost per click at around 9 US dollars and the average cost per lead at around 202 US dollars. A separate vendor analysis of more than 1,300 campaigns put LinkedIn cost per click in the 8 to 16 US dollar range across the US, Canada, UK and DACH markets.

Read those as reference points only. They are global, cross-industry business-to-business figures in US dollars, not UK recruitment figures. Reliable recruitment-specific cost data doesn’t exist, so don’t convert these into a quote or forecast. Use them to set expectations, then build your own numbers from real campaigns.

Google is a different animal. It is not one place, but a system that runs ads across search results, YouTube, Gmail, Maps, and a lot of partner inventory. For a time-poor recruitment owner, ignore most of that and focus on one thing: Search. The ads that appear on the results page when someone types a query. Google’s strength is intent. Someone searching for executive search for finance directors needs you today, and you are answering them rather than interrupting them.

The reach is there. Google handled nearly 92 per cent of all UK searches across devices in August 2026. If your clients search for what you do, this is where they do it.

You will often see a claim that Google has a certain number of users in your market, quoted as an advertising audience. Ignore it. Google does not publish a national user count for Google Ads the way LinkedIn publishes member figures, and the two cannot be compared like for like. The honest, defensible claim is about search share, which is very high, not about a made-up audience number.

First, candidates and clients overlap. Candidates and clients search for many of the same words. Bid broadly on recruitment, and you will pay for clicks from job seekers looking for work when you want employers looking to hire. The skill on Google is discipline: separate client searches from candidate searches, and use negative keywords to tell Google the words you never want to appear for, such as jobs, salary, CV template and free. Send every click to a page about that exact service, not to your homepage.

Second, premature automation. Google will steer you towards automated campaign types that spread your spend everywhere and let the system decide. They can work, but only once you are feeding Google accurate information about what a real result looks like. Google’s own guidance says its automated campaigns need enough budget to generate at least 50 conversions to learn properly, and a budget of at least ten times your target cost per result. For most small recruiters, early on, that is a lot of money spent teaching a machine. Start simple, stay in control, and hand over to automation only once you know what a good lead costs you.

Google said on its February 2026 earnings call that its AI answers at the top of search, AI Overviews and AI Mode, were driving more searching, including commercial searches, not less. Search is not going away. It is changing shape, so keep an eye on how it affects your query volumes and clicks over the coming year.

Neither LinkedIn Ads nor Google Ads will rescue a weak offer. Paid ads are an amplifier. If your proposition is sharp, your niche is clear, and you have proof, ads make more of that happen, faster. If your proposition is that you recruit across lots of sectors, your website looks tired, and there is no evidence you are any good, ads help you reach that conclusion quicker and more expensively.

Before you spend a penny, answer three honest questions:

For many small recruitment companies, the honest answer to those questions is not yet, and that is fine. If your database is full of past clients you haven’t spoken to in a year, if your referrals are underused, or if you are barely posting anything, paid ads aren’t your cheapest next win. Reconnecting with people who already know you is. Ads are for pouring fuel on something already alight, not for lighting the fire. If you switched both platforms off today and put that money and time into your existing relationships instead, that would often be the better commercial decision.

If the foundations are there, test carefully. Keep it small and narrow: one niche, one country, one clear offer and one good landing page. Do not test five things at once, or you will learn nothing. Then pick the platform that matches the job. If you can name the exact companies and people you want and they are not searching yet, that is LinkedIn. If people are already searching for your kind of service, that is Google. You do not need both to start. You need the right one.

A lead is not a result. A click is not a result. A form fill is not a result. The numbers that matter run further down the line: how many leads became a real conversation, how many conversations became a brief, how many briefs became a placement, and what that placement was worth. If you judge your ads on clicks and cost per lead, you are measuring the easy thing rather than the thing that pays the bills. Remember, in recruitment, the placement often closes months after the ad, so track all the way through before you switch a campaign off.

A simple way to work out what you can afford: say a placement is worth 12,000 pounds in gross profit, you win one in five of your serious opportunities, and you are willing to spend 15 per cent of that profit to win the work. That points to roughly 360 pounds as the most you would pay for a qualified opportunity, and if around 40 per cent of raw leads become qualified, roughly 144 pounds as the most you would pay for a lead. Those figures are an illustration only, not a benchmark. Yours will be different. The point is that the maths starts from your profit, not from someone else’s number.

Thanks

Denise and Sharon

The post LinkedIn Ads and Google Ads for Recruiters: Which One, and When appeared first on Superfast Recruitment.

This post looks at paid advertising on Facebook and Instagram, run through Meta Ads, and where it fits for a small recruitment, search or staffing business. It’s the paid companion to our earlier episodes on organic Instagram and Facebook. The short version is this: Meta ads can be genuinely useful, but they’re rarely the right first move for winning cold clients.

The reach is real. Meta’s planning tools suggest advertisers can potentially reach around 38.8 million people on Facebook and 35.5 million on Instagram in the UK alone, with similar coverage across the US and Australia. But reach is not the same as attention, and neither is the same as someone being in a hiring mood. Facebook and Instagram are places people go to switch off, which makes Meta a discovery channel rather than an intent channel. That single distinction shapes everything else.

We cover the four jobs Meta does well for recruiters, candidate attraction, retargeting, waking up your database, and getting a useful resource into the right hands, alongside what good recruitment creative looks like and the honest answer to whether Meta can win you clients. It can contribute, mostly by warming people up rather than closing them, but a cold ‘book a call’ advert to strangers rarely works.

We also cover the money and the measurement: budgets, how long to give a campaign, and why chasing the cheapest lead is a false economy. We’re clear throughout about what the data does and doesn’t show, including where reliable UK and Australian recruitment benchmarks simply don’t exist. And we give you permission to skip the channel entirely if it doesn’t suit your business.

A recruitment owner said something to me recently that sums up how many people feel about Facebook advertising. He’d put a small daily budget behind a ‘We’re hiring’ post, waited a couple of weeks, and got very little back. His conclusion was simple. Meta ads don’t work for recruitment.

I understand why he’d think that. But it isn’t quite right.

What happened is that he asked the wrong channel to do the wrong job for the wrong audience, in the wrong way. Once you understand how paid advertising on Facebook and Instagram really works, that becomes a very fixable problem.

This is the paid side of Meta. We covered organic Instagram and Facebook, the posting and the profiles, earlier in this series. Today is about paying for reach and where that money is best spent for a recruitment, search, or staffing business.

Meta owns both Facebook and Instagram. Meta ads is the system you use to pay for reach across both platforms from one place, through Ads Manager.

You choose a goal, choose who you’d like to see your advert, supply the words and pictures, set a budget, and then Meta’s system decides who to show it to. That last part matters more than it used to. Meta’s delivery is now heavily AI-led, which means your detailed targeting choices act more as suggestions than strict rules. The platform tries to find whoever is most likely to give you the result you asked for.

That has a big consequence, which we’ll come back to: the quality of the information you feed the system matters more than the cleverness of your targeting.

Let’s start with the thing everyone leads with. Scale.

In the UK, Meta’s own planning tools suggest an advertiser can potentially reach around 38.8 million people on Facebook and 35.5 million on Instagram. In the US, the figures are roughly 198 million and 182 million, and in Australia around 17.7 million and 15.2 million. These come from DataReportal’s Digital 2026 reports, drawing on Meta’s planning data from late 2025. Instagram’s reachable audience is also growing faster than Facebook’s.

Now the catch, because it’s the whole game. These are estimated advertising audiences, not counts of real, active users. Meta itself is clear that the figure is not a proxy for how many people really use the app, and that it moves around for technical reasons that have nothing to do with more or fewer real people. So ‘can reach’ is not ‘is paying attention’, and it’s a long way from ‘is in a hiring mood’.

It helps to think about how people use these apps. In the UK, Ofcom’s Online Nation 2025 report found people spend, on average, around 43 minutes a day on Facebook and Messenger, and around 20 minutes a day on Instagram. That’s real time and real attention. But it’s leisure time. Family photos, Reels, hobby groups, holidays, football.

For context, Meta’s family of apps reached an average of 3.60 billion daily active people in June 2026, and Instagram passed 2 billion daily users in mid-2026. Those are global, family-wide figures, not Facebook-and-Instagram-only numbers and not country-level advertising reach, so they’re best treated as background rather than something to plan around.

This idea explains almost everything else. Facebook and Instagram are discovery channels. People are there to switch off, not to buy recruitment. Compare that with LinkedIn or search, where someone is much closer to a work frame of mind.

It’s worth being precise about who is reachable, without falling into lazy generalisations. Facebook’s audience includes a large share of working-age adults aged 35 and over, among them managers and hiring decision-makers. In the US, Pew Research found adults aged 30 to 49 were the most likely age group to use Facebook. Instagram reaches a higher proportion of younger adults, with use strongest among those aged 18 to 29.

The point is not that one platform is for older adults and the other for young people. The point is that being reachable is not the same as being ready to buy. A hiring manager can be sitting right there in the audience and still have no interest in a recruitment pitch while they’re scrolling in the evening.

None of this makes Meta useless. It makes it a discovery channel, and that changes what you should ask it to do.

Meta ads does four jobs genuinely well for a recruitment business.

Candidate attraction. This is Meta at its strongest. Job seeking happens in the evenings and at weekends, outside professional networks. Facebook has huge reach among working-age adults, and Instagram and Reels let you show what a role or a workplace is really like. If you recruit in volume, or locally, or into roles where people decide on their phone, care, hospitality, logistics, construction, manufacturing, and early-career technology and digital, it can be a very cost-effective way to be seen by the right candidates.

Retargeting. This is the one most recruiters underuse. Retargeting means showing adverts to people who’ve already interacted with you. They visited a job on your website, watched most of one of your videos, opened a form, or downloaded your salary guide. They already know you exist, and a well-timed reminder does far more than shouting at strangers.

Waking up your database. You can take your own lists, your candidates, your past clients, the people who came to a webinar, and, where you have the right permissions, show them adverts directly through Custom Audiences. Most recruitment businesses are sitting on a database they barely speak to. One word of care: using your own data like this comes with real privacy obligations. You need a lawful basis and a clean process. Don’t skip that part.

Getting a useful resource into the right hands. This is the one we’d most want you to take away. Not ‘book a call’, but a genuinely useful thing: a salary guide for your niche, a local hiring report, a short guide on why offers are being turned down, or a webinar on what’s changing in your sector. You advertise the resource, the people who want it give you their email to get it, and you’ve turned rented attention into an audience you own. Our Marketing Trends Report works the same way.

A generic vacancy graphic with a logo and a salary gets scrolled past. The adverts that stop people do one of four things: teach something useful, name a specific problem, show real proof with permission, or make the next step genuinely easy.

So ‘the three salary trends affecting data engineers in Manchester this quarter’ works far better than ‘we are hiring’. And short, native vertical video matters more than it did. Meta’s current guidance points to 9:16 Reels, and a 20- to 40-second specialist insight recorded on your phone is often more persuasive than a polished, generic corporate film.

The honest answer is that it rarely does on its own, and rarely from a cold start. But it can play a real part. It contributes to client work by warming people up, not closing them.

Picture the sequence. A hiring manager sees your useful salary guide. Another week, they see a short video of you explaining something smart about their market. Weeks later, they get an email from you or a note on LinkedIn, and this time your name is familiar. You didn’t win that client on Facebook, but Facebook did some of the early groundwork.

It goes wrong when a small business expects a cold advert to do the job of a proper conversation. ‘We recruit accountants, get in touch’ means nothing to someone who’s never heard of you and wasn’t thinking about hiring. ‘The three things pushing up finance salaries in your city this quarter’ might make that same person stop. One is a pitch; the other is useful, and useful travels much farther here.

The strongest results come when Meta is one part of a joined-up approach: useful content, Meta distribution, retargeting, email nurture, and LinkedIn or direct outreach, with fast follow-up behind it all.

On budget, don’t dip a toe in with a fiver a day and expect to learn anything. Meta’s own guidance is that where you set a cost-per-result goal, your daily budget should be at least five times that goal. A five-pound target cost per result implies a daily budget of at least twenty-five pounds. A serious test needs enough spend to produce real evidence, not just a few clicks.

Give a lead campaign enough time to run properly. Meta suggests aiming for 50 or more conversions a week, with performance often improving after the first two weeks and a sensible minimum run of around three weeks. For a niche recruiter with a smaller audience, that volume isn’t always achievable, so judge results over weeks, not days.

On quality, this is the point that saves the most money. If you tell Meta to find you the cheapest possible leads, it becomes very good at finding people who fill in forms cheaply and are worth nothing to you. Meta’s own figures show that when you feed the system information about which leads turned out to be good ones, through the Conversions API for CRM, cost per quality lead fell by around 21 per cent on Instant Form campaigns and around 9.5 per cent on website-form campaigns, compared with optimising for volume. Feed it the outcomes that matter.

It’s worth being straight about this. Reliable, like-for-like 2025 to 2026 Meta cost benchmarks, broken out separately for the UK, the US and Australia and specifically for recruitment B2B client acquisition, do not exist in the public data. Anyone quoting you a precise ‘cost per recruitment client’ from Facebook is guessing.

The most-cited dataset is WordStream and LocaliQ’s 2025 Facebook Ads benchmarks, which are US and cross-industry. Their broad ‘Career and Employment’ category showed an average click-through rate of 2.81 per cent, an average cost per click of 0.86 US dollars and an average cost per lead of 17.64 US dollars. Treat that as rough US context only. It is not a UK or Australian figure, it is not a recruitment B2B benchmark, and a cheap form-fill is not a placement.

Two advertiser examples illustrate how the levers behave, though they are not results you should expect. A B2B company, BLISS, found a shorter Instagram lead form produced 2.5 times the conversion rate and a 40 per cent lower cost per lead than a longer one, although the longer form gave higher-quality leads. Another, Appsee, reported 3.4 times higher click-through and a 25 per cent lower cost per qualified lead from Instagram Stories. Mechanisms, not guarantees.

Whatever you run, measure the right things. Not just reach and cost per lead, but qualified leads, booked meetings, job orders, placements, revenue and gross profit. That’s the difference between a campaign that looks busy and one that pays.

Recruitment advertising isn’t just a marketing exercise. Employment adverts sit within Meta’s Special Ad Category, which limits some targeting options, and any use of client or candidate data in Custom Audiences needs a lawful basis under UK GDPR and the equivalent rules in the US and Australia. This post is marketing guidance, not legal advice, so take specialist advice for your own circumstances.

Some recruiters should skip Meta ads altogether, and that’s a perfectly good answer if you run a small, confidential senior-search business, where the roles are rare and discretion matters; public advertising on Facebook is usually the wrong tool. Your work happens through relationships and direct approaches, not lead forms.

If you can’t yet say clearly who you help and what makes you different, sort that out first. An advert only amplifies your message; it can’t rescue a fuzzy one. And if you don’t have the capacity to follow up leads quickly, or a proper page to send people to, don’t start yet. There’s no prize for being on every channel. The prize is being good on the few that suit your business.

If you’re curious but cautious, don’t launch a cold campaign at strangers. Start where the warmth already is.

First, take a resource you already have, or could make in an afternoon- a salary guide, a short market report, a hiring checklist for your niche- offer it, and let people swap their email for it. Second, if you’ve got a bit of website traffic or a following, set up a simple retargeting campaign so the people who already brushed past you keep seeing you.

Both are low-risk; they build something that lasts, and they teach you how the platform behaves before you ever try anything colder. Remember the pattern: Meta rewards useful, and it rewards warm. Get that right, and it stops being a money pit and starts being a proper part of your marketing.

Thanks

Denise

The post Meta Ads for Recruitment: What Facebook and Instagram Advertising Can and Can’t Do appeared first on Superfast Recruitment.

Today, I want to talk about using Meta in your recruitment marketing. Meta is the new name for Facebook, Instagram, Messenger, WhatsApp, Mark Zuckerberg, and all his colleagues’ companies. I wanted to talk about meta-advertising today because it’s not something that people talk about an awful lot regarding marketing strategies for the recruitment sector.

At the end of January, we ran a social media marketing webinar where I shared data that shocked several people about the number of people who have various social media accounts.

You may or may not be aware there are 8 billion people on the planet, and almost half are on some social platform.

To give you an example, let’s talk about Facebook.

In the UK, there are approximately 67 68 million people. Would you believe that over 34 million of them have a Facebook account? Over half of the UK population has a Facebook account.

The percentage data in Australia is similar, so it’s half the population. In Australia and New Zealand, it’s something like your population is 30 million, and over half of the people have a Facebook account.

When you look at the US, the US at the moment has something 333 million. That figure’s changing all the time. Believe it or not, 243.5 million of those, according to the latest data I’ve got, actually have a Facebook account.

That is fascinating.

We think that over half of the population in various countries has an account on social media.

Because of that, you could say, “Yes, well, Facebook’s different to LinkedIn. It’s not a business platform.” However, your market is there. How you message and communicate with them means you can get in front of them. I wanted to share some thoughts and ideas about using Meta as an advertising platform.

Here, we’re talking about Facebook and Instagram regarding advertising. The user data from Instagram is similar to Facebook.

I think we’ve got something like 35 million users on Instagram. The US is probably a bit less, 170 million, but still approaching half of the population has a social media account, which you could utilize to improve your brand awareness and make offers to people.

Let’s talk through how Meta might work for you regarding advertising. Some things to be aware of are the opportunities you probably don’t even realize and how you might want to use them in your recruitment or search business.

Facebook, Meta, Instagram, and various other things have happened over the past few years. You’ll have heard about the iOS update. We are currently going through the process of cookies on browsers, particularly Chrome changing.

This is all to do with privacy policies. However, don’t worry about it because in your copy and how you write and create adverts on Facebook, that will not be an issue because it enables you to speak into your market.

The other thing about Facebook advertising that I know some recruiters have been put off by is that recruitment, because it’s employment, and there are different legislations around employment, you have to highlight that you are a recruiter or work in search.

You click a button. Does it impact you a great deal? Not really.

You might lose access to some targeting options, but not many. Let’s get all those things out and start looking at the opportunity.

The key opportunity is that half of the population of most countries in the Western world has a Facebook account.

Logically, therefore, there have to be some of your candidates and clients on Facebook.

Don’t assume that people don’t read adverts on Facebook. They certainly do, particularly if they are compelling and you are getting in front of the right person.

Remember that when looking at things like Facebook and Instagram, too. I would suspect that some key decision-makers you want to get in front of could be over 30.

There is a huge population on Facebook that’s over 30. Imagine if you were getting your brand awareness posts and your conversion posts in front of those people. What a difference that could make.

Let’s look at targeting options on Meta.

What I love is there are multiple ways to target people. You can target people through their age. You can target them through gender. You can target them through their interests.

Let’s say you’re an engineering recruiter. You could target people within your local geography. Let’s pluck an idea out of the air here. Let’s say you are based in Scotland and service all of Scotland as a recruiter. You could create some Facebook ads and target people between a certain age and an end age.

You could do that around Scotland, and you could do it to people interested in engineering. How easy would that be?

You are sitting somewhere in Scotland, and something flies past you about engineering opportunities, engineering recruitment, etc. You are much more likely to look at that. That is a huge opportunity.

Let’s say that you are a recruiter, and you are recruiting in Europe, and you want to target people in Germany, France, or wherever. You can do exactly that on Facebook. You may be a UK recruiter who has roles in the US. You can target people within different states of the US.

Of course, you can use images, videos, and all those different media to get in front of your market.

Let’s say that you have a database of clients or candidates.

You can create what’s known on Meta as a custom audience. You can upload your spreadsheet CSV file to Facebook as a custom audience and create your advert so the advert is only displayed in front of those people.

How cool is that?

Taking that even one step further, what can you do because of Meta’s amazing AI capabilities?

You can tell them, “Look, I’ve got a list of my customers here, all my candidates. Can you go out and find me an audience of people that are exactly like this or are a close match?”

Let’s say you’ve got specific clients or specific candidates; you ask Facebook to create a lookalike audience.

Now, this is quite common. You can do this on LinkedIn as well. You can do it on Google AdWords. Creating a lookalike list of people you can advertise to depends on your account size.

In addition, you can target interests and behaviours.

There are multiple behaviours you can use. When we advertise, it’s to people interested in recruitment. They’re a small business owner. They are interested in marketing so that we can display our adverts in front of these people.

You can see all the different opportunities here now.

The other thing that you can do that is incredibly useful is you can use something called the Meta Pixel. You might be wondering what exactly the Meta Pixel is.

They’ve just renamed it, that’s all.

This is where you can retarget audiences and people that have visited your website.

As a reminder of how retargeting works.

You’ve had that situation where you’re buying something for your significant other, and suddenly either the phone or the doorbell rings, or you’ve got your mum trying to FaceTime you or something, and you stop what you were doing.

However, you visit a website, and then, who knows, life happens, and you forget about that particular company.

This is where advertising to people who have visited your website and not taken action works.

As an advertiser on Meta, you can set up the Meta Pixel on your website, which will recognize the IP addresses of people visiting your website. Then, when it comes to targeting your ads, you can say, “Please show my adverts to anyone who has visited my website.”

That could be a game-changer for you.

Imagine that you are a candidate. You’re considering moving. However, you’re not quite ready yet. Consistently, you are seeing adverts from a particular recruitment company. You’re starting to think, “Hmm, these guys could be the ones that could help me. I like the content they share, and it’s helpful.”

Who do you think that candidate will contact when they first decide to move?

Highly likely you if it’s your adverts that have been appearing in front of them for some time. I won’t get into too much of the detailed tactical things about how you do Facebook adverts.

There’s plenty of content online about that; however, this is a quick overview.

You create something called a campaign; You’ll be used to doing that with marketing campaigns.

Each campaign has different sets of adverts, which also have multiple adverts.

Getting the ad together is not as hard as people make it out to be. It’s just a case of starting them and moving forward.

The other thing I like about Meta adverts is that they are inexpensive to start with. Regarding things like Google Ads, they’re a little bit more expensive. LinkedIn ads are a LOT more expensive.

On Meta, you can say, “Okay, I’m going to do this campaign. I’m just going to have a go at it. I’ve never done it before. I will put $/£100 into this campaign.”

Then Meta will distribute that $/£100 amongst your ads. What it will do is it will see which ad is performing better. Facebook is amazing at things like that; see which ads perform better, and you put more money towards that. You can see how you could start advertising on Facebook and the Meta group of channels for a few pounds or dollars a day if you want to test it.

Imagine you’ve got people that are visiting your website. You could retarget them. You’ve got lists of candidates and clients that you could utilize.

You could let Meta go out and do its thing and find people similar to your current audience. There are so many things that you could do.

For our clients, when we talk about advertising, we would always suggest that you get your basics done first, get a website that is communicating value, have your offer nailed down, know who your audience is, know the messaging that you want to put out there and then start doing advertising like this so that can make a difference, particularly when you’re a micro business.

Thanks

Denise

As a member of Superfast Circle, we can teach you multiple marketing strategies that will work in your sector. We even have a tech expert who can teach you about Facebook advertising; if you want to find out more, book a call with one of us here.

The post Is Meta Advertising Worth It For The Recruitment and Search Sector? appeared first on Superfast Recruitment.