The right starting point
Who is this useful for?
This service is for companies that want to raise awareness of their vacancies or develop their communication as an employer. It is particularly relevant when job advertisements give little sense of the actual working environment or the application process is unnecessarily complicated. Together, we clarify responsibilities, requirements and the characteristics of everyday work at your company. This creates communication that helps interested people make an informed decision. anwision supports communication and the agreed digital processes; assessing applicants' professional suitability, conducting selection interviews and making hiring decisions remain the responsibility of your company and the people in charge.
Specifically for your company
What we deliver for you.
Employer positioning
We identify what people can actually expect in your company. This includes duties, collaboration, the working environment, and verifiable employee offerings. Rather than interchangeable promises, we develop a clear description of your strengths as an employer. We agree the statements with you so that communication reflects actual day-to-day work.
Recruitment campaigns
For selected vacancies, we develop an appropriate message and campaign structure. We consider whom you want to reach and what information matters to their decision. Advertisements, images and videos are aligned with the subsequent application journey. Platform choice, duration, management and media budget are agreed for each project.
Career pages
A careers page brings together information about your company as an employer and the specific vacancies. We structure the content so that candidates can quickly understand duties, requirements, and the next step. The design considers mobile use. We clarify in advance whether an existing page should be revised or a dedicated page created.
Application funnels
An application funnel guides candidates through an agreed initial contact process. We establish which details are genuinely needed at this stage and who should receive them. The workflow is linked to your internal responsibilities. Existing systems and additional technical integrations are considered within the agreed scope.
Employee profiles and recruitment videos
Personal insights help people get to know your team and working environment. We plan photography and video formats with your employees that show specific tasks and experiences. Content, participants and intended uses are prepared together. The recordings can be used on career pages, in campaigns and in employer communication where these uses are included in the project.
From the starting point to delivery
How we work together.
- 01
Understand the role and audience
We discuss staffing needs with the responsible people. Together, we collect requirements, tasks and actual employer characteristics. We also clarify who handles incoming contacts and how the selection process continues.
- 02
Implement messaging and the application route
We create the agreed content and set up the career page or application funnel. Your professional approval ensures that job information and statements about the working environment are accurate before communication begins.
- 03
Evaluate feedback together
During campaign management, we consider inquiries and feedback from your recruitment team. This supports improvements to messaging and workflows. Your assessment of candidate suitability supplements the available campaign data.
Distinguish essential requirements from preferences
A job profile becomes clearer when duties and requirements are prioritized. Which skills are needed immediately, and what can be taught on the job? Your HR team and the relevant department make this distinction together. It forms the basis of the communication. Confirmed details about the working environment and collaboration are equally important. anwision presents this information clearly so that candidates can compare their expectations with the actual role before making contact.
Prepare the journey after application
A campaign should only be launched when incoming contacts can be handled internally. Clarify who will answer questions, review applications and coordinate conversations. Your team defines a process it can actually sustain, including cover during absences. Feedback from these conversations then shows whether the content leaves important questions unanswered or creates expectations that do not match the role. This assessment helps improve employer communication and the application journey in a targeted way.
Practical preparation
What has already been clarified?
Use these points for your brief. We can clarify open questions together.
How the collaboration can be structured
Tailored to your needs.
Individual services, a clearly defined project or ongoing support: together, we determine the help you need. Scope, responsibilities, approvals and costs are agreed before work begins.
Discuss the service scopeGood to know
Frequently asked questions.
Does anwision also select and hire candidates?
The service described covers employer communication, campaigns and the agreed digital application journeys. Professional assessment, interviews and hiring decisions remain with your company. We agree on the handover of contacts so it is clear which information is available, who receives it and how interested people will subsequently hear back.
Do we need a fully developed employer brand already?
No. We can first work together to identify what distinguishes your company as an employer and which information matters to the people you want to recruit. We incorporate existing guidelines or materials. The key is that the resulting communication reflects actual conditions and is confirmed by the responsible people in your company.
Can existing careers pages or application processes continue to be used?
Yes, provided they suit the planned project. We review the existing content and the journey from job listing to initial contact. This establishes whether targeted adjustments are enough or an additional application route would be useful. Technical connections and the implementation scope are clarified based on your existing systems.
How can the success of a recruitment campaign be assessed?
Beyond the number of incoming contacts, what matters is whether prospects fit the vacancy and how the subsequent exchange develops. We need feedback from your recruitment team for this. We agree suitable reporting but do not promise specific hires. The role's appeal and your internal handling influence the outcome alongside the campaign.
What happens if a role's requirements change?
Please communicate changes to the agreed contact person. Advertisements, the career page and the application journey should convey the same current information. Together, we check which content needs updating and whether the changed role requires a different approach.
Can several different roles be advertised together?
A shared employer presentation can support several roles. The specific information must nevertheless fit each job. We establish where shared content is useful and where dedicated job information or contact routes are required so that candidates can clearly identify their desired role.
Clients & collaboration
Get to know our clients.
Our clients include companies in property, hospitality, logistics and tax advisory. Ask us about work examples that relate to your project.
View selected clients