Recruiting the best talent on the market—those who truly align with the company’s expectations and values—is the key to success for every employer. To achieve this, it seems essential to stand out from traditional job postings by opting for a more creative recruitment process. And that’s fortunate, because creativity and originality are precisely the hallmarks of Bonanza’s recruitment method. To better understand what this entails, here are four examples of successful recruitment campaigns conducted on social media.

Recruitment Campaign No. 1: Eurial, Agrial’s dairy subsidiary

The Company's Needs

This first example of a social media recruitment campaign involves Eurial, a company that is part of the French agri-food cooperative Agrial. As a committed player in the dairy sector, Eurial decided to partner with Bonanza to launch an innovative recruitment campaign. What were the goals? To attract future talent using a more creative sourcing approach than usual, while testing new recruitment processes. The aim was to demonstrate that it was possible to recruit effectively through social media.

The campaign launched

It took a little over two months—from mid-July to mid-October 2022—to carry out Eurial’s recruitment campaign. The campaign was primarily focused on finding candidates for industrial maintenance technician positions. The targeted geographic areas included Normandy, Finistère, Poitou-Charentes, and the Grand Est region. The visual content shared on social media highlighted the agri-food sector as well as workplace well-being, demonstrating that life is good at the dairy subsidiary.

The results obtained

The social media platform Facebook proved particularly effective for this recruitment campaign, as it accounted for more than 77% of the applications. Regionally, Normandy and Poitou-Charentes performed the best. 82% of the candidates matched the target profile, and 20% of them filled an immediate need. Some were hired directly by Eurial, while others were added to the company’s talent pool. This social media recruitment campaign was therefore a great success, as the conversion rate was 2 to 5 times higher than on dedicated job sites.

According to Violaine Dauger-Neutzner, HR Director at Eurial: “As an employer, we were looking to recruit maintenance technicians—a position in high demand—on social media platforms where we aren’t (yet) active and that we weren’t familiar with. Bonanza provided us with its support and expertise to help us do just that. We were able to identify candidates we would never have been able to reach otherwise, and we successfully filled those positions. Mission accomplished.”

Recruitment Campaign No. 2: Parc Astérix, the famous tourist attraction

The Company's Needs

Parc Astérix features numerous attractions, live shows, hotels, and restaurants. The collaboration with Bonanza began in June 2021 with the goal of creating an original recruitment campaign to attract a large number of candidates. Before Bonanza took over their recruitment communications, Parc Astérix relied solely on traditional methods to attract new talent. Thanks to integration with their recruitment software—also known as an ATS—candidate pre-screening is now a simple and effective process.

The campaigns that have been launched

To recruit talent in the hospitality and restaurant industry, two recruitment campaigns were held in 2022.

The first took place from late January to mid-March, and the second from mid-October to early November. The goal was to hire candidates for a variety of positions: receptionist, retail sales associate, housekeeper and valet, and general food service staff.

A third recruitment drive for the arts sector was launched in mid-August and concluded in late September, with the aim of finding makeup artists, dancers, actors, and wigmakers to staff the live shows at Parc Astérix.

To achieve this, the campaigns were run on Facebook, Instagram, Snapchat, and TikTok. The visuals selected were both colorful and warm, designed to highlight the employer brand.

The results obtained

Snapchat was the social media platform that yielded the best results for these recruitment campaigns. This may be because Parc Astérix’s target audience is among the platform’s users. Another impressive result: the second campaign for candidates in the hospitality and restaurant industry generated 1,379 applicants, 711 of whom were pre-qualified.

Recruitment Campaign No. 3: Tootbus, RATP Dev’s tourism service

The Company's Needs

A change of industry is highlighted in this example of a social media recruitment campaign for RATP Dev, specifically for the Tootbus service.

These are, in fact, the open-top buses that operate in several European cities, including Paris, London, and Brussels. To sustain its growth in the low-carbon tourism market, Tootbus needed to launch an effective recruitment campaign to address the talent shortage in the sales and transportation sectors. By partnering with Bonanza, the goal was to attract qualified candidates not only in France but also across Europe.

The campaign launched

Bonanza began running social media recruitment campaigns on behalf of Tootbus in 2020. This has allowed them to attract a more diverse pool of candidates than they could by using job boards alone. Iconic buildings in Paris, London, and Brussels were featured in the visuals to attract qualified salespeople and sightseeing bus drivers. Additionally, running the campaigns on Facebook, Instagram, TikTok, and Snapchat has modernized the brand image associated with the RATP.

The results obtained

Thanks to the Paris recruitment campaign, 74% of candidates were pre-screened by Tootbus. That figure stands at 61% for the London campaign and 46% for the Brussels campaign. Among all the social media platforms used, Facebook stood out, generating approximately 70% of applications on its own. This marks yet another great success, as noted by Véronique Dru, HR Director at Tootbus by RATP Dev: “Bonanza’s solution allows us to reach a broader audience that differs from those on traditional job boards. This partnership brings us highly qualified candidates who are interested in the tourism industry and our environmental commitments. We are more than satisfied with this innovative social media approach that brings us closer to top talent.”

Recruitment Campaign No. 4: Enedis, Electricity Grid Operator

The Company's Needs

Enedis is a public utility company specializing in the electricity distribution network in France. The company was looking to recruit candidates for several positions, including permanent full-time roles and work-study positions, throughout France, particularly for roles such as electrical technician, electrical access supervisor, electrical engineer, and connection specialist.

The campaign launched

Enedis' collaboration with Bonanza made it possible to launch a two-month recruitment campaign.

The results obtained

The use of social media in the recruitment process has enabled Enedis to hire nine new qualified employees. Another 40 candidates were added to the recruitment pool of the EDF Group subsidiary.

The testimonial provided by Laurence Caballero-Arsault, an assistant, once again highlights the satisfaction of Bonanza’s clients following a recruitment campaign launched on socialmedia: “The goal was to test a solution that would allow us to recruit via social media. The feedback has been very positive, as we’ve made a satisfactory number of hires in the two months since the campaign began.”‍

What if social media could help you launch the best possible recruitment campaign for your company? As you’ve seen throughout this article, the Bonanza method works for any industry, no matter what it is. So if you, too, want to attract qualified candidates who truly meet your company’s needs, don’t hesitate to contact us!