{"id":1877,"date":"2026-09-23T14:15:00","date_gmt":"2026-09-23T12:15:00","guid":{"rendered":"https:\/\/fosfor.nl\/?p=1877"},"modified":"2026-08-31T11:37:50","modified_gmt":"2026-08-31T09:37:50","slug":"setting-up-a-linkedin-recruitment-campaign-for-engineering","status":"publish","type":"post","link":"https:\/\/fosfor.nl\/en\/linkedin-recruitmentcampagne-opzetten-voor-techniek\/","title":{"rendered":"Setting up a LinkedIn recruitment campaign for engineering"},"content":{"rendered":"

Here\u2019s how to set up a LinkedIn recruitment campaign for hard-to-fill technical roles: first, identify your target audience based on data; develop a compelling employer brand story; tailor your targeting to role, skills and region; and refine your campaign weekly based on hard data. This way, you\u2019ll primarily reach latent jobseekers in technical roles who aren\u2019t actively applying for jobs.<\/p>\n

For technicians, engineers, welders and other hard-to-find roles, LinkedIn isn\u2019t a magic bullet, but it is a powerful channel if you take a data-driven approach. In this article, you\u2019ll find a step-by-step guide on how to do this, which targeting strategies work and what metrics you should focus on.<\/p>\n

Why does LinkedIn work for hard-to-fill technical roles?<\/h2>\n

LinkedIn works well for hard-to-fill technical roles because it allows you to reach latent jobseekers in a targeted way: people who are in employment but aren\u2019t actively looking for a job, yet are open to something better. That is precisely the group you\u2019ll never come across with a standard job advert on a job board.<\/p>\n

The labour shortage is severe. At the end of 2024, there were over 390,000 job vacancies in the Netherlands (CBS, 2024), and technical professions are consistently among the sectors facing the most acute labour shortages (UWV, 2024<\/a>). With these profiles, you\u2019re not competing for applicants, but for attention.<\/p>\n

On LinkedIn, you can both buy and earn that attention. You can target adverts at specific job titles and skills, whilst at the same time building the visibility of your employer brand. That makes it a logical part of a broader, data-driven recruitment approach<\/a>.<\/p>\n

Bear in mind, however, that not all technicians are on LinkedIn. For purely operational blue-collar roles, Meta or Google are often more effective. LinkedIn performs best for technically trained professionals with a vocational or higher vocational education background, such as engineers, work planners, project managers and specialist tradespeople.<\/p>\n

How do you set up a LinkedIn recruitment campaign in 7 steps?<\/h2>\n

You can set up a LinkedIn recruitment campaign in seven steps: identify your target audience, set your objective and budget, create your employer brand story, choose a campaign type, set up your targeting, and measure and adjust your campaign. Under each step, you\u2019ll find a description of what you need to do in practice.<\/p>\n\t\t

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