Advertised Search
When the target group is large enough, a well-crafted advertisement reaches the goal faster than any research — provided it appears in the right place and says the right thing.
When an advertisement achieves more than a direct approach
The advertised search plays to its strengths when the pool of suitable candidates is large enough that some of them are currently open to change. That is often the case at specialist and project level, in regions with a dense labour market and for positions that do not have to remain a secret.
It has a second effect that is often underestimated: a cleanly written advertisement shows the market what your company stands for. It also reaches people who are not applying today but who will remember your name. As a recruitment consultancy we use this window deliberately — the advertisement is part of your employer communication, not merely a procurement instrument.
And it can be combined: in many mandates the posting runs in parallel with the direct approach, so that both candidate markets are reached — the visible and the hidden one.
What we do differently from a posting on a job portal
Publishing an advertisement takes ten minutes. Writing an advertisement that speaks to the right people and politely deters the wrong ones takes longer — and that is exactly our work.
Target group instead of requirement list
Before a single word is written, we clarify who can realistically fill the position: from which companies, with which career history, with which motive for a move.
Copy that qualifies
We write from the candidates point of view: which task is waiting, which scope for shaping it, which environment. Empty phrases cost reach; clarity brings suitable applications.
Media selection with reasoning
Generalist portals, trade media, regional channels or networks: we propose the combination that fits the target group and justify the budget.
Applicant management with real response times
Incoming applications are reviewed, answered and pre-structured. Candidates do not wait for weeks — that protects your employer brand more than any campaign.
Pre-selection and interviews
We conduct the first interviews, examine professional fit and motivation and present you with a reasoned selection — not a pile of CVs.
Diagnostics on request
For key positions we supplement the selection with aptitude diagnostics and potential analysis, so that the decision does not rest on gut feeling.
Advertisement or direct approach — the decision guide
| If ... | then |
|---|---|
| the position is at specialist or project level and the market is large | advertised search |
| only a few people nationwide qualify | direct approach |
| the appointment has to stay confidential | direct approach |
| you also want visibility as an employer | advertisement, ideally combined |
| the vacancy has been open for months | both in parallel |
You will find an overview of all three routes on the page services.
Industries we advertise in
Advertisement copy depends on technical language. We know the terms by which your target group recognises that someone here understands the industry:
Frequently asked questions about the advertised search
Who writes the job advertisement?
We do. The basis is the requirement profile agreed together. You receive the draft for approval before it goes live — your company appears exactly as you want it to.
Where is the advertisement published?
That depends on the target group. Depending on the position we combine generalist job portals, trade media, regional channels and professional networks. We agree the proposal including costs with you beforehand.
When do the first applications arrive?
Usually within the first two weeks after publication. We review continuously and contact you as soon as it becomes clear whether reach and quality are right or whether adjustments are needed.
What happens to applicants who do not fit?
They receive prompt, reasoned feedback. That is part of the service: anyone who applies to you should keep a good impression of your company even after a rejection.
Can the advertisement be combined with headhunting?
Yes, and often that is the best solution. The advertisement reaches those open to a move; the direct approach reaches those who are not looking. Together they cover the market completely.
Do you have a position to fill?
Tell us what it is about. We recommend the route that suits the position — even when that argues against a large mandate.
Arrange an initial consultationLet us start a conversation.
We look forward to hearing from you – your specialised headhunter, Bohlken Consulting