We deliver digital marketing strategies that make recruitment agencies unmissable

Digital marketing is an important supplementary recruiting tool for any agency looking to expand its reach beyond word of mouth and personal networks. 

It allows you to directly target ideal job candidates using social media, advertising, content and events, building relationships and trust across platforms. Tools like case studies, resources or guides, Google Ads, SEO and other forms of communication can also attract new clients, while helping you nurture those relationships over the long term. 

Australia’s best candidates already hang out online, but not necessarily in your existing networks. Digital marketing enables you to enter new spaces with positive, aspirational messaging which attracts the eye and pitches your unique selling points. 

It also allows you to provide helpful resources to build your status as a trustworthy agency, such as educational guides, self-help PDFs, interesting news articles and more. 

Generally, when done correctly, digital marketing does provide ROI. While results can never be guaranteed, with a thorough research process, careful strategy design and a goal-oriented mindset, digital marketing can be designed to achieve results based on known competitive strategies. 

Yes, SEO is important for most recruiters. While your unique agency will require a similarly unique strategy to your competitors, generally SEO is a component of any digital marketing that includes the optimisation of a website or blog content. 

The reason for this is simple. Think of all the job seekers out there going online to search for terms like “recruitment agency in Sydney” or “jobs for XYZ in Melbourne”. If your website ranks highly for those terms, you’re more likely to capture those leads than your competition. 

Not all recruitment agencies need a blog, but good blogs are a relatively cost effective way to attract organic search traffic - plus they populate company newsletters, and provide educational resources to clients and candidates. 

Blogs are an important tool in SEO, helping expand a website’s ‘keyword footprint’, that is, the amount of different related search terms a website ranks for. They can then be posted on social media, included in newsletters, or revamped into infographics, downloadable PDFs and animated videos. 

There is no easy answer to this question. The cost of digital marketing depends heavily on a number of factors, including: 

• Existing competition in your recruitment area. 

• The pre-existing maturity of your online presence. 

• Your desired marketing scope. 

• Company buy-in from your leaders or wider team. 

Generally, agencies either pay on a project-by-project basis (purchasing specific marketing projects one at a time), or they sign up to a monthly retainer. Project work often controls costs in the short term, but can amount to a lot over time. Retainers are recurring payments that guarantee a base level of work each month. Most agencies use a blend of both. 

Costs can vary from $1,000-2,000 a month to tens of thousands, depending on the scope of work. Here at Three Sixty, we’ll never surprise you with a bill - we’ll work out all budgets in advance, and you can sign off on whatever you’re comfortable with.  

Digital recruitment marketers like Three Sixty Digital offer a suite of tailored marketing services, backed by serious marketing and recruitment expertise. Hiring an agency like us allows you to access a very high level of marketing sophistication very quickly, though costs can mount for very large projects or complex campaigns. 

In-house marketing teams offer agencies a lot of control over their marketing efforts, but they must be built. Accessing high-level marketing talent also comes at a high salary cost, and marketing activities can be limited by skills availability within the business.  

Ultimately, what’s right for you may vary. SMEs often find agencies a better option, especially in competitive markets. Larger or more complex organisations may choose to in-house some of their team and then outsource for any expertise they can’t handle alone, balancing cost and control with the need for alternative skills.